EASY EMPLOYEE EVALUATION COMMENTS: THE LIST YOU DIDN’T KNOW YOU NEEDED

It’s that time of year again. Performance evaluation is a critical element in employee engagement as well as learning and development.

In fact, growth and development are two things many employees want to achieve in their career, and performance appraisal paves the way for them.

But going through performance evaluation can be quite daunting for both the employee and the one providing feedback. For the one conducting the review, giving clear and empathetic employee evaluation comments can be tricky.

If you’re about to provide feedback on an employee’s performance, then this article has got you covered. Here’s a comprehensive list of performance review phrases and remarks based on various aspects of performance.

ADMINISTRATION

Here are feedback examples you can provide for employees in charge of administrative tasks:

  • You constantly seek areas for improvement and develop successful administrative strategies.
  • You constantly seek areas for improvement and develop successful administrative strategies.
  • You improve and establish effective administrative support systems, and effectively communicate this to the rest of the team.

ATTENDANCE

Giving feedback about how punctual (or not) an employee is on a regular basis can feel like walking on eggshells. What if the employee effectively performs the job but is constantly late? Some employees don’t like discussing reasons for not being punctual, especially when it’s personal. Here’s how you can provide feedback:

  • I can see you always come in on time.
  • It’s very noticeable how you respect everyone’s time by being prompt in meetings and responding to emails or calls on time.
  • I have observed that you exceed your lunch break a few times, which has interfered with your work and meetings.
  • You repeatedly come in late and, in some circumstances, cause delays in meetings. You may have to revisit your personal and work schedules so it won’t have to affect others’.

COACHING

Effective coaching is a big part of leadership. Communicate how the employee is doing a good job as a coach through these remarks:

  • You show sincerity in supporting employees and their ideas.
  • You patiently provide guidance to employees and provide constant coaching.
  • You evidently know how to solve conflict and use sound coaching to apply disciplinary actions.

COLLABORATION AND TEAMWORK

Being able to work within a team is critical to an employee’s growth and development. Strong interpersonal skills are key to building solid working relationships with colleagues, customers, and clients alike. Here are ways to communicate both positive and negative behaviors with how an employee collaborates with others:

  • You are undeniably a team player.
  • Your team members have described you as reliable and collaborative.
  • You may have to be more open and considerate of others’ opinions and ideas.
  • You exceed expectations working on your own, but working in a team setting seems to be challenging for you. Do you think this is a fair observation?

COMMUNICATION SKILLS

Effective communication skills are needed to thrive in a dynamic team setting and work environment. Here’s how to deliver feedback for an employee’s communication skills, whether it’s effective or lacking:

  • You facilitate meetings and informal discussions effectively and productively.
  • Your team members speak highly of you because of how you’re able to build great working relationships.
  • You deliver your point clearly such that they are easy to understand regardless of who you’re talking to.
  • Publicly contradicting your colleagues in a condescending tone is not a great way to communicate your point.
  • You can do more active listening and avoid interrupting your colleagues during meetings.
  • You will need to improve in responding to calls and emails more promptly.
  • You will have to work on communicating challenges and negative feedback to others.

CUSTOMER EXPERIENCE

For many organizations, providing a pleasant customer experience is at the core of the business. In fact, this is key to building strong and long-lasting relationships with the customer. Here’s how to provide remarks on how an employee deals with customers:

  • You maintain a positive attitude regardless of how the customer communicates with you.
  • You work well with all types of customers/clients.
  • Clients seek you out for advice and expertise.
  • You need to work on responding to your clients more promptly and provide reasons for the delay.
  • You need to tailor-fit your approach to customers based on what they are looking for.
  • Work on improving how you communicate to clients your unfamiliarity on a subject. You tend to provide information on matters that you’re not sure about, and it may lead to adverse implications.

PROBLEM-SOLVING

A critical and sought-after skill, problem-solving is an essential element in building managerial and leadership capabilities in an employee.

  • You are clearly articulate in defining problems and communicating your proposed solutions to the team.
  • You gather all the necessary facts and conduct research as needed, and this helps your team come up with the best solution.
  • You tend to shy away from conflict and avoid communicating it with the client.
  • I see you tend to hurry in making decisions and be reactive in your approach.

TIME MANAGEMENT

This aspect evaluates an employee’s productivity and efficiency. Are they able to prioritize tasks effectively? Do they delegate when their plate gets full?

  • You work under pressure and are able to complete tasks that are urgent, without compromising quality.
  • The company admires how you constantly meet both internal and external deadlines.
  • You clearly know which tasks to prioritize.
  • You exceed expectations in delivery more than your scope of employee work.
  • You need to work on meeting deadlines and defining the amount of time you need to finish a task.
  • You try to meet deadlines at the expense of your work’s quality.

We hope this list helps you the next time you’re evaluating your employee’s performance.

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