✗ He is very good when performing individual tasks but is weaker when required to work in a team or with coworkers. ✗ His talents are very valuable to the company; nevertheless, his attitude to work is somewhat lacking. ✓ He is willing to help his staff find suitable training sessions. ✗ During his time, he has gained nothing but left only scars of bad relationships with others. She should address this immediately to remove the negative impacts on others. ✗ He tends to stand alone in the corner among a crowd. Keep up the good work!”. ✗ He has proven to be an ineffective communicator. Take … A constructive feedback example about behavior is, “When you talk over Pam in the meetings, you’re making the women on the team feel less comfortable speaking … This is part of our CHRO Community Series, which highlights big ideas from CHROs working to push the boundaries of HR and transform their organization for the better.Our first mini series focuses on improving feedback operations within organizations. ✓ He understands people and the different ways to motivate them to get the job done. Tim has a unique mind-set that is highly appreciated. Be specific. ✗ He needs to establish an effective system for communication and information retrieval. ✓ He establishes a corporate culture of reliability and caring. ✓ He understands how to make sure that customers are satisfied. ✓ He leads his team to be the best team despite the difficulties that go with it. Therefore, it is imperative to encourage providing continuous feedback to your organization. ✓ He provides constant coaching and guidance to employees. ✗ He tries to clients’ questions immediately but neglects direct professional duties in the process. Not only is the feedback valuable for the motivation of employees but it also encourages lower turnover rates. It was a tough situation, but you handled it well. ✓ He quickly dismisses less than exemplary options. This means that the average employee ideally needs 6 positive pieces of feedback … ✗ He has generated complaints from customers because of issues with his integrity. ✓ He is always ready for business trips when necessary for his job and for improving relationships with clients. ✓ He doesn’t let his viewpoint be clouded by doubt when faced with a problem. ✓ He was pushed into a truly difficult position and managed a complicated team. ✗He struggles to set goals that align with company objectives. ✓ He is a skilled negotiator who follows corporate rules and studied techniques. ✓ He works well with clients. ✗ He seems unwilling to learn new skills. ✗ He doesn’t want to share his knowledge in relation to the job with others. His ability to quickly assess a problem and identify potential solutions is key to his excellent performance. He needs to reduce the average time per call. ✓ He never skips any detail of his assignments. ✗ He routinely falls behind in her daily meeting schedule which then impacts the schedules of others. ✗ He works well with members of his own team, yet he has an “us” against “them” mentality when it comes to others within the company. ✗ He does not attempt to take creative risks. He is rarely absent and follows company policy. ✓ He shares expertise with others, to teach as well as achieve goals. ✓ He thoroughly plans and prepares for the unexpected. ✗ He rarely thoroughly thinks decisions through. ✗ He does not communicate effectively and clearly. His volatile nature makes his coworkers uneasy. The extra effort you put into this really made a big difference not only for me, but the team also. He is not suitable for teamwork tasks. ✗ He does not cope very well with managing employees. ✓ He tackles all tasks he is assigned enthusiastically and also takes on additional tasks. ✗ He is a gentle coworker, but the people around him do not like him because of his strong personality. ✗ His demeanor can be unapproachable and this negatively impacts the morale of his team. The like how she always encourages open communication. ✗ He fails to create a working environment meeting his subordinates’ expectation. He demonstrates that he cares about his job, his coworkers, and the company. ✓ He shows sound judgement when evaluating multiple opportunities. ✓ He shows his ability to manage various tasks and accomplish them on time. ✓ He is willing and often does stay late until his goals are met. His team produces poor results for the company.. ✗ He is a great employee. ✓ He is good at understanding the technical nature of his job. ✓ He s a goal-oriented person. ✓ He is an innovator at heart – his skill at inspiring new ideas is an asset to our team. ✗ His emotional state is negatively impacted by an inability to take his mind off his work due to being available to clients at any time. ✓ He is confident and persuasive when making big decisions. ✓ He has strong reasoning and critical-thinking skills that help him handle problems well. He needs to handle customers more creatively and flexibly. ✗ He seems unwilling to take risks, even when there is a compelling reason and clear upside. ✗ He takes too much time to perform his tasks. ✗ He is unwilling to accept even minor changes. He believes his employees are should accept all responsibility for deadlines, objectives and results. ✗ He is trained how to use his time efficiently but he is still unable to manage it. ✗ He is very composed but he displays a poor attitude that must be improved. ✗ He does not want to pick up any new techniques or skills. ✓ He reports necessary information to his coworkers. ✓ He is decisive in difficult situations. ✗ He only concerns himself with the achievement of each individual without considering what team will gain if they work together. This is due to its ability to make employees feel valued and connected to the team as they are a contributor to organizational activities. ✗ He interrupts others while they are speaking. This reduces the creativity of other member of the team. ✓ He discourages gossip or other negative discourse at the workplace. ✓ He is sincerely interested in what others have to say and listens fully before responding. His daily work ethic is a standard which others should follow. Here are some examples of positive feedback along with … Step 2: Users will click the “Open Submission Form” button to fill in and submit the report. It is highly recommended that he improves his attitude. He is respectful of the feelings of others. He should try to think more positively, focus on the good and avoid being overly concerned with his perceived negatives. ✗ He needs to utilize the time he is given more effectively. This year, he has really shined in this area. At the same time, the meeting doesn't have to be as clinical as a doctor's brief. ✗ He is ineffective at setting achievable goals. Would you like to tell what is … ✗ He pays such strong attention to his own tasks that he does not consider the needs of his teammates. He crosses the line of the company’s corporate ethics. ✓ He understands his team and how to motivate them to high performance. ✗ He sets performance goals that are out of touch with reality. ✓ He constantly pursues new learning and training opportunities. ✗ He is uncomfortable when faced with any awkward problem. ✗ His argumentative attitude in conversations his colleagues can make them angry. ✓ He is considered as the best person in the group because of his innovative ideas, critical goals and effective working methods. … We spend a third of our lives at work. ✓ He is ready to make a new and carefully considered decision if the situation has changed and the previous actions have become inappropriate. ✓ He always finds opportunities to take part in specialized training sessions. ✗ He analyzes minor issues and lets larger problems fester and grow. ✗ He values a mutually beneficial cooperation with his partners and maintains good relationships with them. This is a massive contribution to the overall department goal. ✓ He is friendly and open-minded so he creates good relationship with other team members. ✗ He is frequently completes any plan or project late. He fully completes all tasks assigned to him for the week. ✓ He is a well-versed team player. ✗ He has a talent for thinking outside of the box, and encouraging others to do the same. ✗ He does not know how to cooperate with his colleagues in his team to achieve targets. ✓ He actively involves himself in the business. ✗ He is reliable when it suits him, he constantly needs to be reminded to do tasks he does not enjoy. ✓ He shows sound judgement in critical decision making. ✓ He can remain calm and cool-headed when dealing with problems. ✓ He is good at communicating difficult messages with employees, management, and customers. ✓ He has the ability to control his time and his staff’s time. ✓ He is fully aware of and acknowledges the importance of quality in his work. ✗ He does not anticipate complications when managing a high performance team. ✗ Despite good attendance overall, he frequently leaves early, or takes a half day of unscheduled time off on Friday during the summer. ✓ He has become a linchpin with clients. ✓ His character trait of recognizing and complying with his responsibilities is remarkable. ✓ He is very helpful when mentoring entry-level staff getting used to their jobs. ✓ He seeks and takes on any new opportunity that might present itself. Configure who will submit reports by choosing the “. ✗ He does not handle stressful situations well. ✗ He cannot complete his job because he does not have the needed job knowledge. ✓ He is a responsible staff member. ✓ He is able to bring out the best out of those in the team. ✗ He frequently withholds information from his team. ✓ He is an effective manager and understands how to supervise his employees to meet expectations. ✗ He ignores the company regulations prefers to work on his own. ✓ He has an even demeanor through good times and bad. ✗ He tends to resist activities where the path is unknown. ✓ He has good relationships with all of her peers. ✗ He rarely gives recognition to his team. ✓ He usually shares his knowledge with his staff to help them perform their duties better. ✗ He never considers potential changes in circumstances when making decisions. ✓ He is a perfectionist. ✓ He consistently generates outstanding solutions to the most demanding problems. ✗ He should keep on cultivating good relationships with others around him. ✓ He is a nice and affable person who works well with others. ✗ His skill set does not meet requirements for the job. He does not know how to perform well. ✓ He responds in a prompt and friendly manner to requests and inquiries. Feedback aimed at communicating unmet expectations should be forward looking. ✗ He can be the cause of conflicts between his coworkers. ✓ He encourages people to work together to achieve a common goal. ✗ She lacks the skill to analyze a problem to discuss the core issues. ✓ He meets deadlines without needing to be reminded. ✗ He does not understand that having good working relationships with others in a team is very important. He is capable of handling a variety of assignments. ✓ He managed a flawed team In difficult circumstances, and developed it to be one of the best in our organization. ✓ His good performance level is highly appreciated. ✓ He is like good software that offers seamless backward compatibility. ✗ He avoids delivering bad news when necessary or leaves the responsibility to others. This translates into great opportunities for teamwork and connections to form. ✓ He is able to make sound fact-based judgments. ✗ He does not willingly take on additional responsibility or step forward when new tasks or projects arrive. ✗ He should continue to work on cultivating good relationships with those around him. ✓ He is ready to work extra hours if urgent and essential issues must be solved by the end of the day. ✗ He has a difficult time thinking “outside of the box” and creating new and untested solutions. ✗ His communication is poor meaning his team meetings are rarely effective. ✗ He is easily confused about “out of plan” changes. She should utilize this to promote her position in the company. ✓ He actively seeks out problems that require the most creative thinking. ✗ He is unable to find more than one way to achieve a difficult task. His strong-mindedness is very much appreciated. We continue to have above average turnover on his team. ✗ He cannot commit his team towards the organization’s goals. ✓ His investigative skills has provided a key resource for a team focused on solving glitches. ✓ He is an asset to our team. ✓ He Is empathetic when faced with customer issues. He helps to remedy the situation instead. ✗ He is cautious and afraid of confrontation which leads to him being averse to taking risks. ✓ He requires minimal supervision. Data such as the report type, date and name will be added automatically. ✗ He is not aware how to adopt the latest technology. ✓ He takes charge of directly dealing with problems. ✗ He cannot handle pressure well and makes quick decisions that are normally not the best. ✓ He is an excellent employee and he understands our systems and processes thoroughly. ✓ He is a good manager and he leads his team to perform their assignments well. ✓ He always takes responsibility for his team and its performance. ✓ He shows initiative, and is flexible when approaching new tasks. ✓ He has received good feedback from both his team and his managers. Understand that your employees are people too and so, therefore, you should be aware of how your feedback will affect their emotions. This is a great way to build team morale. #3. ✗ He has cost the company customers and money because of his disingenuous behavior. ✓ He can quickly build a positive relationship with people. ✓ He always takes initiative in overcoming obstacles and finding a resolution that meets everyone’s needs. ✓ He focuses on solutions to problems not the symptoms. ✓ He copes with new situations, unusual demands, emergencies or other critical incidents very well. ✓ He uses an arsenal of creative strategies to proactively solve a wide range of problems. ✗ He does not demonstrate a concern for others perception of him or his job performance. ✓ He has a nice and gentle demeanor. He has a thorough knowledge of the customer’s world and is able to anticipate customer’s requests. Our positive feedback for colleagues examples will help you improve the way you provide feedback. ✗ He disappoints employees who depend on him. ✗ He often isolates himself and does not take constructive criticism well. ✗ His team feels discouraged as he often “shoots down” creative ideas without any explanation. ✓ He balances swift decision-making, with the ability to analyze the many angles to a problem. ✓ He is always the first choice whenever we need a person to take on new technology. ✗ He complains about coworkers too often. He rarely faces difficulty when he is faced with extreme situations. ✗ He is unwilling to consider new or interesting ideas, even when the run-of-the-mill ideas have been exhausted. Managers also need to realize the need to not only provide effective employee feedback or manager feedback but also encourage peer-to-peer feedback. He needs excessive sessions of further training. ✓ He actively listens to his team’s feedback and comments. ✗ He sets goals that sometimes are not achievable. ✓ He is one of the first to pick up and understand new technology as we implement it. He should utilize this to promote his position in the company. ✗ He should prepare before coming to training sessions, This will help him understand all knowledge that trainers are imparting. ✓ He is a flexible manager and always tries to understand and respect his employees’ situations. ✗ He consistently provides a new angle or way of thinking about things. He provides good management of them. His employees’ complaints about his impossible requirements are reasonable. ✓ He is an adept communicator and is one of the best business writers I have had the pleasure of working with. ✓ He is very detail minded. ✗ He often neglects unexpected opportunities and loses the chance to improve himself. ✗ He tends to leave work for others to do; while most of his coworkers are willing to work late to finish the project. ✗ He does not understand how to set team goals and manage his team to achieve them. However, if the … measuring tool to gather feedback from different people for the objective assessment of an individual ✓ His spoken communication was well-organized, courteous, and effective. ✓ He has the ability to manage his time and his team’s time well. ✓ He actively encourages his coworkers. ✓ He is one of the most moral employees. ✓ He knows how to manage his schedule appropriately to complete his assignments. ✗ He is rarely on time and his appearance is untidy. ✗ He is too hesitant to make a decision. ✗ He can offer potential solutions to a problem but struggles to identify the best solution. He seems to always be in survival mode without focusing on the goals necessary to move his team forward. ✗ He seems to shrink when he’s around others and does not cultivate good relations with his coworkers. ✗ He doesn’t spend enough time checking his work before handing it over. ✗ He needs to work on being able to think outside of the box. ✗ He frequently presents a superior attitude toward coworkers. ✓ He knows how to arrange his schedule to complete both the big and small duties each week. ✓ He has had a difficult situation with the team he manages, yet he has turned them around in excellent fashion. ✗ He is impossible to submit needed information to the managers when he faces a complex situation. Do not speak in general while giving a feedback, be specific. ✓ He has a strong sense of right and wrong. ✓ He is strong and confident but at the same time open-minded. ✓ He displays a highly consistent level of performance in his work. He does not stop until he has produced excellent results. ✓ He maintains an up-to-date level of professional and technical knowledge. He needs to improve his time keeping. ✗ His message is easily misunderstood by others due to his lack of communication skills. ✓ He is highly adept in all areas of his job function. ✗ He is an inattentive listener and rarely asks for clarification. It shows his creativity. ✓ He creates good relationships with his colleagues, managers and staff in a professional environment. © 2021 PeopleGoal, Inc. All rights reserved. ✓ Able to work out multiple alternative solutions and determine the most suitable choice. He always wants to try to improve his performance as much as possible. ✓ He is a detail minded person and his work is always completed with high quality. The development of your team hinges on your ability to lead and encourage them as they grow into their roles. ✗ He is excited and innovative when faced with unexpected obstacles. We have created a list of positive feedback examples for colleagues as it's crucial in any organization. ✗ He must be closely supervised if he is to his work. We encourage him to develop solutions – or even recommendations – before asking for help. ✓ He offers assistance to others without needing to be asked. ✗ His own high ethical approach and his faith in other people want to work ethically is often not justified. ✓ He thrives under pressure and brings the team together. ✓He is effective at goal-setting and challenging himself. ✓ He took over the worst team of the company, but he managed so well that he has developed every member to be one of the most effective employees in the company. ✓ He is able to learn concepts quickly and adopt them into his performance. ✗ He focuses on getting his own work accomplished, but does not take the time to help those members of his team who are struggling to keep up. ✓ He has an extensive peer network to access the required skills when necessary. He has a gift in relating to people around him. ✓ He adheres to deadlines and meets production benchmarks. ✓ He asks insightful questions to understand the root cause of an issue. ✓ He pays attention to detail in every task he is given. ✓ He does not initiate conflict and actually takes measures to ensure that conflict does not occur. ✗ He has not related to his coworkers well. ✗ He is a team player most of the time, but frequently we have problems with his follow through when other teammates need help. ✓ He tries to find an individual approach to each person, colleague and customer. ✗ He commonly fails to consider all the facts before making a decision. Without your help I would have had to delay this project which was the last thing we needed to do as a team. ✗ He Is inconsistent in defining goals and objectives. He is always able to bring a level of understanding the rest of us can follow. He resolves difficult situations in an amazing manner. ✓ He anticipates the future needs or problems of customers. ✓ He is well-mannered and never criticizes his colleagues when they do something incorrectly. ✓ His core strength is his ability to immediately connect with anyone. ✗ He has occasionally made misleading statements that have needed to be corrected. ✗ He is not approachable and is tough to work with. ✗ He is not consistent in supporting his teammates. ✗ He gets distracted and doesn’t reach his goals or objectives. ✗ He often does not consider the situations that may occur while during performing his duties. ✗ Bob has consistently low marks on his customer satisfaction surveys. ✗ Struggles when faced with activities which require a high amount of flexibility. ✗ His work frequently fails to pass inspection. ✓ He demonstrates effective telephone skills. The power of words contributes to the commitment of employees. ✓ We are impressed with his willingness to give instructions on the latest technologies and facilities. ✓ He displays exemplary behavior in every aspect of his work. ✗ He needs constant guidance in order to accomplish his assignments. ✓ He is reliable and his performance is of exceptional quality and accuracy. ✓ He congratulates staff on jobs well done. ✓ He brings comfort to people working with him. ✗ He relies on others in heated situations. Positive feedback should outweigh constructive or negative feedback. ✓ He shares his job knowledge well with his peers. People Management. ✓ He is highly spoken of by others due his ability to build good relationships. ✗ He does not know how to manage his time and he cannot satisfy deadlines of projects again and again. ✓ He has the ability to remain calm under pressure. ✓ He maintains the highest standards of personal integrity. ✗ He doesn’t rely on typical methods to solve a problem, but addresses each situation with a innovative viewpoint. He communicates very well through his reports and white papers. ✗ He would benefit from reigning in goals and vision to something more achievable. ✗ He goes into excessive details during business communications to make sure colleagues understands his point of view. He is very rarely on time. ✓ He understands how to take daily tasks and motivate employees to meet a long term goal. ✓ He is creative and logical in addressing any aspect of his work. ✗ He is continually late for work and should improve this area by focusing on arriving on time each day. ✗ The products produced by him have an unacceptably high defect level. ✓ He possesses the perfect knowledge and skills that are useful for the his job. ✓ He is a positive influence on those around him and inspires them to work harder. He should consider the impact his attitude is having on others. ✓ When working in a team, he always pays attention to the goals set. ✓ He had a rough start but ended the year well with her team turning in the best performers of all the groups. He quickly turned the team around to one of our best performers. ✗ He does not know how to apply the knowledge learned in training sessions into his performance. ✓ He always thinks twice before he meets any problem. ✓ He works with customers very well. This further demonstrates the importance of positive feedback for inspiring employees and reinforcing their engagement with work. Positive feedback … ✓ He asks pertinent and insightful questions. ✓ He is able to grasp complex technical concepts. ✗ He guarantees that deadlines will be met, but consistently misses them. ✓ He always understands problem thoroughly and tries to find different solutions. Try to use these positive, negative and self evaluation organizational skills phrases and examples to write a performance appraisal feedback. ✗ He fails to explain procedures to his subordinates clearly. ✗ He has found it hard to becoming a manager after being a staff member. ✓ He encourages feedback from his customers. ✓ He always performs his tasks effectively. ✓ He is detailed and focused. ✗ He doesn’t take enough time to carefully check his core performance products before submission. ✓ He always looks for new challenges and makes the work environment better. ✓ He makes confident decisions when presented with facts and data. ✗ He fails to spend sufficient time to check his work before submission. ✗ He lacks confidence and communicates inefficiently when he meets people. ✓ He maintains an open attitude to change in order to successfully complete the job. At times it’s a situation of testing out which feels right for the right person and moment, but fundamentally you must always give positive feedback when it is due, and make sure it’s always related to aspects of action. Implementing a culture of feedback … ✗ He assigns tasks to his employees without providing any information or feedback to keep them on the track. ✓ He always defines a problem clearly and seeks out alternative solutions. ✗ He does not have the ability to work under pressure. ✗ He creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged. ✗ He confuses the employees through different directions and guidance. ✗ He becomes uptight when the plan changes. Keep up the good work!”, “You did a great job yesterday by gathering all of your team members and asking them for an input regarding XY. ✗ He does not share key information with colleagues because he fears he will be marginalized. ✗ He rarely shows appreciation for good performance. ✓ He completes work well in advance of deadlines, allowing sufficient time for it to be reviewed. ✓ He is adept at discovering potential solutions for problems. ✓ He does not care for only for himself. ✓ He is prepared to tackle complex situations and always develops suitable solutions to offer to the managers. ✓ He is not afraid to take calculated risks to make things work better. ✗ He needs to work on his ability to accept feedback from coworkers. ✓ He shows faithful commitment to getting the job done. ✓ He treats the customer with respect and courtesy. ✓ He demonstrates the professional job-specific skills necessary to provide the appropriate quality of work. ✓ He promptly tackles changes while completing his assignments. He is unable to manage his team well and his team’s performance is not good. He judges the right performance level from his group when doing their tasks. He lacks the qualifications to be an effective mentor. For example, if someone is late to work once, it might be over the top to take them aside and ask them to work on their time management skills. ✗ He often takes extended lunches and does not make up the added time in his work schedule. ✗ He needs to be more resourceful in accomplishing goals and tasks. ✗ Despite being a good supervisor, he does not know how to lead his staff to achieve a perfect performance. ✗ He needs to work on being more resourceful on tasks and projects. ✗ He is reluctant to find more effective ways to perform job activities. That help him understand all knowledge that trainers are imparting, allowing sufficient time for to... Have proven to be one of the department and corporate goals in a timely complete! 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