Tuesday, February 11, 2014

performance review at work

A performance evaluation is an integral aspect of any organization. Assessing the skill set of every person and the functioning of the organization is vital for its growth, and to help create the proper expectations for the company in regards to future raises and management potential. It helps employees to understand the meanings behind common phrases for performance evaluations to help create common ground between the employee and the company.

Performance review at work

First, their usefulness is dubious at best. I have been a manager for 8 years at several large and small companies and have yet to see a performance review system that actually adds value to the organization. Most take too much time, are difficult to administer properly, do not take enough information into account, or are not used for anything other than fulfilling an organizational directive to have a performance review.

Another negative is that often performance reviews are used spitefully by managers to "earmark" employees as underperformers in order to "manage them out" of the organization. Depending on the manager's relationship with an employee, it is very easy to accumulate negative documentation on an employee for the purpose of giving them a poor review.

On the opposite side of that, performance reviews most often do not accurately reflect an individual's positive contributions to an organization. It is often easiest to just take good performers for granted and to not accumulate meaningful documentation of their good performance, meaning a performance review ends up being a collection of anecdotal "stories" instead of containing hard data about how they contributed. Signs of this are comments in the review such as "Works well with others. Helped so-and-so get used to the team." or "Finishes assigned tasks in a timely manner. When asked to work on Team X was always on time and helped out."

Another negative is when companies use performance reviews to divide a small percentage increase to a group. Often a bell-curve approach is taken and the performance review is used by the management team to reward their favorites and keep others from receiving a payout. When a curve is used, it automatically creates an atmosphere of distrust and competition that is most often destructive to the organization. Teamwork is what is needed most in today's businesses and this kind of "me or them" atmosphere does not lend itself to synergy.

You can ref more review phrases samples of Marketing specialist competencies below by clicking links that you want to:

Performance review tips 
Performance review question  
Performance review checklist

Using these sample performance appraisals will definitely help you phrase the perfect comments for the performance reviews that you are writing. While this article, gives you only complimentary phrases, there is a possibility that you may need to include negative reviews as well. While including these ensure that your tone is not harsh or degrading.

Readers, any other common review phrases you’d care to share?

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