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

Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Evaluating Others: Exceeds Expectations Phrases

  • Listens intently when a person talks about their goals and achievements. A person who talks passionately about their dreams is a doer while one who boasts about them isn't
  • Observes a person to know how good they are in taking the initiative:- whether they go ahead and correct errors when they arise or wait for someone else to notice and ask them to do it
  • Looks at a person's ability to learn from their past experiences and use that learning on new situations at work
  • Looks at a person's ability to collaborate with others. A person who works in a team is more likely to accomplish tasks faster and more efficiently that one who works alone
  • Regularly reviews feedback from the customers in order to know the quality of work a person delivers
  • Looks at a person's creativity in prioritizing tasks and how committed they are to executing them
  • Looks at a person's level of innovation. A person who comes up with a new solution to a problem, thinks outside the box and successfully takes risks on their own is considered to be highly creative
  • Checks to see whether a person takes time to work on weak areas after receiving feedback
  • Looks at a person's ability to take ownership of assigned tasks and figure out ways to get things done
  • Checks a person's rate of completion of tasks and evaluates the quality of the tasks to ensure they are on the right track

Evaluating Others: Meets Expectations Phrases

  • Looks for evidence of a person persisting and never giving up in spite of difficult situations
  • Observes a person to see how they respond to change:- whether they are cheerful or complaining when handling new tasks
  • Finds something good to say about others even when one does not like what they have produced
  • Looks not only at how well a person closes a deal with a customer but also at how well they work through the whole process
  • Looks for evidence that a person is committed to developing new skills that help improve the company
  • Looks at a person's punctuality and attendance:- whether or not a person has attained perfect attendance to work and meetings
  • Looks for evidence that a person sets clear goals that match the company's objectives
  • Looks at how consistent a person is in finding new effective ways to perform tasks or solve issues
  • Looks for evidence that a person shows sound judgment when assessing multiple opportunities
  • Watches to see whether or not a person is able to remain calm and composed when facing a difficult situation or when under pressure

Evaluating Others: Needs Improvement Phrases

  • Does not offer suggestions on how others should improve what they have produced as well as their weak areas
  • Is not honest when evaluating people's work; gives credit to people who don't deserve it and denies those who really deserve it
  • Does not use assertiveness when giving feedback especially when criticizing a person's work
  • Pretends to know everything and doesn't bother to ask questions about the work when one doesn't understand some aspects of it
  • Focuses mainly on the wrong things people have done in a work and forgets to highlight the things they have done well
  • Does not describe what one is looking for in people and what is expected of them during the evaluation process
  • Uses judgment phrases such as "that was the wrong thing to do", or "good leaders don't", when evaluating people
  • Uses exaggerated body language and gestures when making a point about a person's weak areas
  • Often uses exaggerating words, such as "always" or "never", when giving feedback thus makes the other person lose confidence to move on
  • Lacks confidentiality; discusses another person's weak areas with other employees

Evaluating Others: Self Evaluation Questions

  • Describe a time when you have had to deliver negative feedback to a colleague. How did you make sure not to hurt their feelings?
  • What techniques have you used to evaluate others? What have you done to improve these techniques?
  • How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for?
  • Is there a time when you have not been honest when giving feedback? If yes, why is that?
  • Describe a time when you went into a performance review without preparation. How did it go?
  • What ways, if any, have you used to help underperforming colleagues improve their performance?
  • How have you helped a person, who is motivated and excited about his ability, continue to grow and develop?
  • Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do?
  • In your opinion, do you think evaluating a person can give an adequate reflection of their character?
  • How do you think a company benefits from regularly evaluating its employees?