Performance Management: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Performance Management: Exceeds Expectations Phrases

  • Helps employees to achieve the set company goals through coaching and provides access to training and other development opportunities
  • Reviews individual employee's performance against competencies and objectives throughout the year
  • Agrees on the most important behaviors and skills necessary to perform tasks well and agrees on a personal development plan
  • Involves employees in identifying objectives, competencies and development needs so that they can contribute to the company goals
  • Responds to employees with communication problems in a polite, helpful way while using the appropriate body language and tone of voice
  • Develops a clear performance management process in order to ensure fairness for all employees and makes sure to follow it
  • Keeps detailed records of communication and meetings regarding an employees' performance in order to reduce the risk of claim in case the process results in dismissal
  • Gives an employee every opportunity to improve his/her performance by making sure that he/she understands the expectations of the role
  • Listens to underperforming employees in order to find out what is affecting their ability to do their job
  • Sets clear goals for employees to work toward, gives the employees time to meet them and schedules regular reviews to check if they are on track

Performance Management: Meets Expectations Phrases

  • Compares performance to the company's standard and avoids evaluating an employee's performance against another employee or based on cultural differences
  • Shares all positive feedback directly sent by the customers with the entire team in order to help motivate the team members
  • Allows employees to participate in strategy creation and process improvement in order to make them feel important and improve overall engagement
  • Holds customer forums in order to drive employees to achieve customer goals as well as steer the company's goals
  • Holds multiple meetings with disengaged customers in order to try and get to the main cause of their dissatisfaction
  • Monitors the situation closely and provides regular feedback in order to keep the employees on the right track
  • Offers monthly commission to employees based on the quality of service delivered and the overall customer's experience
  • Regularly listens to customers' demands and checks back with the customers to make sure that the company measures meet their desires
  • Develops a culture where every employee is happy to challenge performance and behavior
  • Identifies the road blocks that could prevent the department or employees from accomplishing tasks or reaching the desired goals

Performance Management: Needs Improvement Phrases

  • Chooses not to speak to the employees about minor issues hoping that the problem will resolve itself
  • Fails to give an employee adequate feedback on his/her performance during the year, but dumps it on him/her in the performance appraisal meeting
  • Is too critical and neglects to provide employees with any constructive advice on how to improve on the weak areas
  • Relies on a job description that is inaccurate, outdated, or just a checklist of duties instead of crafting one that is well written and up-to-date
  • Regards discussions about performance as an annual event rather than an ongoing process that is based on constant dialogue and feedback between one and the employees
  • Does not have a clear agreement and understanding with the employees about what excellent performance looks like
  • Is not aware of the ways in which one's own behavior may unconsciously punish good behavior and reinforce poor performance
  • Is uncomfortable and lacks confidence when having conversations about performance with employees especially those who have performed poorly
  • Often beats about the bush when giving feedback about areas that need improvement thus the employee doesn't realize where the issue is
  • Does not prepare well before giving negative feedback and therefore gives the feedback so directly making the employee feel harassed and bullied

Performance Management: Self Evaluation Questions

  • Describe a time when you have had an employee who exceeded the company's goals and sought more responsibility. How did you keep the employee motivated to continue with the good performance?
  • What factors are crucial within any organization and must be present for you to manage performance effectively?
  • Can you describe the processes and techniques that you have used to manage employees performance and provide feedback?
  • Which are your two most important core values that drive you when managing your employees' performance?
  • Describe a time when you have been required to explain a negative performance review to an employee. How did you prepare and what was the response?
  • Can you describe an occasion when you have encountered problems when managing performance? How did you overcome these problems?
  • How have you motivated employees to do well at work? Why did you motivate them and what was the outcome?
  • In your opinion, which is the best way to encourage and reward employees? How do you know what is best for your employees?
  • How do you help employees set and accomplish goals? What are some of the factors you have considered when setting goals for your employees?
  • What approach have you used to help employees improve their performance? How did you decide on your approach?

These articles may interest you