36 actionable performance appraisal feedback for different scenarios
Let’s face it; most employees are not fans of performance appraisals. The process is often stressful and nobody likes the idea of being judged regardless of the position they hold in a company. Nevertheless, a performance appraisal is essential for employees as it can reveal how well (or bad) they are performing in their tasks and for the employers, it is one way for you to truly evaluate your employees as well as keeping them engaged.
Whether you conduct these reviews frequently or on an annual basis, an effective performance appraisal depends very much on the quality of feedback and comments that transpire throughout the review process. Ideally, you should provide feedback and comments that are actionable and constructive in nature, not destructive and baseless. Set realistic goals that are achievable and measureable. There are many ways to do this and each deliverable is different depending on various scenarios.
Below is a compilation of actionable performance appraisal comments and feedback for different scenarios that can help you conduct an effective performance appraisal review:
Productivity
If the productivity level is not up to expectation/requires improvement:
Falling behind in carrying out [task]. Need to achieve/improve on the original set goals of [x] through [specific task].
Lack of recorded achievements in [task]. Require proof of accomplishments to meet/improve on [x] amount of results by [specific time].
Required deliverables of [project name] is incomplete/does not meet satisfactory level. Need to showcase an [x] satisfactory level and achieve/improve on productivity levels at [x%].
If the productivity level meets requirements/exceeds requirements/or is outstanding:
Good/outstanding work performance throughout the year. Achieved/exceeded start of year goals by [number].
Maintained/improved output/production by [x%]. Delivered proof of accomplishments with sufficient/exceeding [x] amount of results by [specific time].
Showcased good/excellent [x] number of dealings with difficult client/customer demands in a way that leaves everyone satisfied.
Cooperation and Teamwork
If the cooperation level is not up to expectation/requires improvement:
Projects a lack of team spirit in [team/department]. Need to demonstrate/improve expectation on being a good “team player” by displaying positive behaviour/being more involved in group assignments/maintain good work relationships.
Rarely participates in group discussions/meetings. Need to achieve/improve on participation/facilitating group discussions/meetings and achieve/improve on the frequency of participation by [number].
Displays resistance to change/rarely shares ideas. Require an improvement in sharing of ideas/cooperative spirit by [task].
If the cooperation level meets requirements/exceeds requirements/or is outstanding:
Enthusiastic about working with others. Achieved/exceeded expectation on being a good “team player” through [specific task] by empowering others/quick to lend a helping hand/displaying positive teamwork behaviour.
Displayed great enthusiasm in helping clients/customers. Met/exceeded in answering client/customer enquiries and received a customer approval rating of [x%].
Demonstrated sharing of ideas/cooperative spirit by [task].
Attendance and Punctuality
If the attendance/punctuality level is not up to expectation/requires improvement:
Frequently late to work. Need to maintain/improve on punctuality to work by [x%].
High number of unscheduled absences. Require an absolute zero number of unscheduled absences, except for documented emergencies.
Often leaves work early. Need to maintain/improve on attendance record over [x] period of time.
If the attendance/punctuality level meets requirements/exceeds requirements/or is outstanding:
Always at work on time. Met/demonstrated punctuality to work by [x%].
Never misses work without a valid reason and prior approval. Displayed an absolute zero number of unscheduled absences, except for documented emergencies.
Good/outstanding attendance record. Maintained/demonstrated good/outstanding attendance record over [x] period of time.
Communication
If the communication level is not up to expectation/requires improvement:
Recorded poor communication and low level of sales. Need to achieve/improve number of sales calls resulted in actual sales by [x%].
Demonstrated poor responsiveness to work matters. Require immediate returns to responses in terms of e-mail/phone enquiries by [period].
Received [x] number of customer complaints. Need to achieve lower customer complaints by [x%].
If the communication level meets requirements/exceeds requirements/or is outstanding:
Demonstrated good/excellent communication skills and achieved/exceeded number of sales calls resulted in actual sales by [x%].
Showcased good/excellent [x] number of reports that are accurate and well-written using proper grammar and punctuation.
Managed customer enquiries efficiently. Demonstrated/exceeded lower customer complaints by [x%].
Leadership and Management
If the leadership/management skills are not up to expectation/require improvement:
Frequently received complaints by team members. Need to reduce/improve on number of complaints received by [x%].
Rarely gives recognition/acknowledgement/guidance/coaching to team members. Require a record of growth and work improvement in team members by [x].
Lack of support to team members. Need to showcase the spirit of teamwork and demonstrate an [x] number of completed projects within [x] period of time.
If the leadership/management skills meet requirements/exceed requirements/or is outstanding:
Received no complaints from team members. Employees have a clear understanding of their responsibilities and work well with team leader.
Maintained a work situation that produces/stimulates the growth of individual employees as seen in [x] number of employees.
Readily available to support team members. Demonstrated/exceeded an [x] number of completed projects within [x] period of time.
Learning and Growth
If the learning/growth level is not up to expectation/require improvement:
Lack of understanding in new systems or technologies. Need to work on adapting to new systems/technologies by demonstrating a better usage of these systems/technologies by [x].
Often makes careless errors. Require a reduction of errors made in [task] by [x%].
Rarely makes independent decisions and require direct supervision even on mundane tasks. Need to learn to think independently and demonstrate an improvement in dealing with unexpected occurrences.
If the learning/growth level meet requirements/exceed requirements/or is outstanding:
Good/excellent growth level recorded over [period] as demonstrated by [x]. Has achieved the level for promotional consideration.
Exhibited good/excellent proficiency in [skill]. Able to efficiently handle bigger projects and assignments as showcased in [name of project].
Practiced a great deal of care in carrying out his/her duties. Recorded good/excellent track record of accountability with the [name of project].
While it is necessary, conducting a performance appraisal review is not easy. Nevertheless, adopting the above compilation will help make your appraisals more positive and empowering. By choosing your words wisely, your feedback and comments can reinforce the engagement of top performers, or inspire the ones who need to amend their weaknesses to work harder.
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