| Do you find your employees in fright of their next | | | | rephrased to "...should work on his punctuality in the |
| performance review? If yes, there must be | | | | next months"; "...does not use his breaks efficiently" |
| something wrong with the review. Perhaps, the | | | | to "...needs to use his breaks efficiently"; or "...cannot |
| document itself, which is usually what the employees | | | | take feedbacks and criticisms constructively" to |
| read and associate the process with, is negatively | | | | "...should learn how to accept feedbacks and criticisms |
| written. You see, you can turn bad comments into | | | | constructively." |
| constructive ones when you have carefully chosen | | | | You see how a few adjustments in phrasing can spell |
| your performance review phrases. | | | | the difference? This is how important using the right |
| As a performance evaluator, you are more | | | | review phrases is. It can spell the big difference in |
| responsible to choose the right words to say that will | | | | how employees will perceive and react to the review |
| actually depict the actual performance of the | | | | process itself. |
| employee. When phrased correctly, even the worst | | | | Online, you will be able to come across with |
| comment can be received constructively by the | | | | recommended review phrases. Grab the opportunity |
| employee concerned. As much as possible avoid using | | | | to use them to improve the documentation of your |
| negative words. Use positive words even when | | | | performance review. Why write bad performance |
| describing below par performance. | | | | review when all you need is the right phrase to say |
| To illustrate, "... is never on time for work" can be | | | | what you mean? |