✗ He fails to fulfill the responsibilities stated in his job description seriously. ✗ He does appreciate that happy team members can affect his own job performance and this makes those around him unpleasant. ✓ She shows sensitivity and consideration to other people’s feelings. “When ideas are in their infancy, search for what is interesting and ask questions. ✗ He does not use his leadership skills appropriately to manage staff. ✗ He uses inappropriate language with customers. ✓ He is always ready to take over new tasks whenever needed. His firm stand on principles and ethics is to be commended. ✗ He uses his knowledge of technology and his innovation to avoid mistakes. ✗ He rarely pays attention to the details of his duties. ✗ He does not demonstrate a concern for others perception of him or his job performance. ✗ He is not consistent in supporting his teammates. ✗ He does not assign his staff effectively. He should think beyond the manuals, and troubleshoot technical issues which are not documented. ✓ He shows his ability to manage various tasks and accomplish them on time. ✗ He was a great individual performer but so far has not proven he is a good manager. ✗ He produces a higher defect rate than his peers. ✓ He is pleasant and projects a friendly tone over the phone. ✓ He is fully aware of and acknowledges the importance of quality in his work. ✗ He is impossible to submit needed information to the managers when he faces a complex situation. He seems to always be in survival mode without focusing on the goals necessary to move his team forward. This will cause problems if an unchecked or untested idea is implemented as soon as it is thought of. ✓ He is a well-versed team player. This does not help for many of the problems we run into. ✓ He displays through a supportive and optimistic approach to daily activities within the work environment. ✓ He is always polite and friendly with his customers. ✓ He is able to listen as effectively as well as talk. ✗ He has a talent for thinking outside of the box, and encouraging others to do the same. ✓ He maintains a good standard of work aligned with a high level of productivity. ✓ He one of the most technical employees we have. ✗ He should equip himself with more knowledge of technology for his job. ✓ He is expert in managing staff. His understanding of the issues enables him to solve problems at a remarkable pace. ✗ He cannot refuse his colleagues’ requests. ✗ He does not understand the core basics of the job. ✓ He keeps to his commitments and works with fellow employees to help them keep to theirs. ✗ He seldom takes part in discussions or meetings. ✗ He fails to provide managers with the necessary information when a problem arises. ✓ He keeps managers and coworkers informed of his work progress. ✗ He doesn’t have a good relationship with his team members. He can be relied upon to get the task accomplished on time. He has had complaints filed against him for inappropriate responses to customer feedback. ✗ During his time, he has gained nothing but left only scars of bad relationships with others. ✓ He consistently demonstrates solid performance in all aspects of his work. ✓ He builds an atmosphere of trust within his team. ✗ He feels shy when he communicates with others and he cannot build good relationships with his colleagues. ✗ He is ineffective at pursuing his goals. Example … ✓ He maintains high standards of integrity across his department. ✗ He cannot be relied upon. More often than not my prints were analyzed, dissected, and deflated by my peers. ✓ He is highly adept in all areas of his job function. ✓ He readily accepts constructive criticism. ✗ He has poor abilities to establish priorities and courses of action for himself. He should learn how to marry creativity with practice. His coworkers often comment on how they feel good about sharing new ideas and thoughts without fear of intimidation. ✓ He empathizes with others who have opposing viewpoints. ✓ He learns from conflict and makes appropriate changes. And the science is there to prove it. ✓ He provides sufficient information on guidance and feedback to his team. ✗ He sometimes does not reach the set goals. ✗ He makes hasty decisions without first collecting the facts and data needed to make an informed decision. ✓ He is always one of the first to volunteer to help to get the job done whenever a large project comes in. ✗ He doesn’t want to share his knowledge in relation to the job with others. He creates a stiff environment that is not conducive to innovation. ✗ He is not good enough to be a technician. “Frame the work as a learning problem, not an execution problem.” Acknowledge that your team is tackling a problem that no one knows the answer to yet. ✗ He talks negatively about other team members. ✗ He does not arrive on time in the morning and then leaves at his normally scheduled exit time. ✓ His status reports are accurate, correct and on time. ✗ He often neglects unexpected opportunities and loses the chance to improve himself. ✗ He is not as knowledgeable about the job and its requirements as we expected. ✓ He possesses the perfect knowledge and skills that are useful for the his job. ✗ He rarely gives recognition to his team. ✓ He is very level-headed and handles stressful situations with ease. ✓ He contributes to the success of the team on a regular basis. ✗ His average time per call is too high. ✗ He has proven to be an ineffective communicator. ✓ He consistently engages in meritorious behavior. ✓ His team performs well and all speak highly of him. ✗ He constantly pursues opportunities for growth and learning. He is not ready to generate or recognize new solutions when performing a task. ✓ He ensures that his staff comply with their scheduled breaks and lunchtimes. His colleagues hesitate to ask him for assistance due to his standoffishness. ✓ He is the go-to person if the task absolutely must be completed by a given time. He has a thorough knowledge of the customer’s world and is able to anticipate customer’s requests. ✗ His communication is poor meaning his team meetings are rarely effective. ✓ He has built the multiple working relationships needed to get the job done. ✗ He does not usually innovate and when he does, it is reluctantly. ✗ He fails to create a working environment meeting his subordinates’ expectation. ✓ 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 does everything necessary to retain customers. Making sure that feedback is honest and direct is the most effective way to communicate constructively, whether that message is negative or positive. ✗ He makes too many complaints about the content of the job. He does not know how to perform well. With a little bit of tweaking to some rough spots with spelling and grammar, I think we'll be able to present it to the board. Note too, that in my example, I had the judges give negative feedback. ✓ He promotes cooperation throughout the organization very well. ✗ He directed each member toward accomplishing their individual tasks. He quickly turned the team around to one of our best performers. ✗ He is not good at communicating with others so he often makes them feel uncomfortable. Add, remove, and assign new team members at any time. Instead, take some time. ✓ He encourages others to voice their own opinions. He always seeks new ways to improve himself. He is willing to commit the hours necessary for these pursuits. ✓ He decides the most appropriate solution to an issue by considering the pros and cons of it very cautiously. You should tailor your feedback so that it aligns with what problem area you want fixed by the employee. He needs to better understand personality types and how they interrelate. ✓ He reports necessary information to his coworkers. ✗ He seldom compliments staff on an excellent performance. ✓ He explores new opportunities without being pushed to do so. ✗ He fails to resolve problems until they becomes conflicts. ✓ He is ready to deal with complicated consequences. He solved an on-going problem by looking for a solution from all angles. ✗ He is focused on himself and does not think about the needs of those around him. company needs. He responds well to change and different situations. ✗ He makes mistakes again and again. ✗ He fails to actively resolve the problem of poor performances at work. ✓ He demonstrates a sincere appreciation for opposing viewpoints. ✗ He frequently withholds information from his team. He believes his employees are should accept all responsibility for deadlines, objectives and results. ✗ He frequently provides excuses for his late arrival times. ✗ He shows a lack of respect for coworkers who have finished their shifts through his tardiness. He helps to remedy the situation instead. ✓ He is always responsible for his colleagues’ performance and effectiveness. Jack Zenger and Joseph Folkman argue against the default assumption that most managers dislike giving negative feedback because they assume that people don’t like to receive it. ✗ He exaggerates the seriousness of problems. ✗ He is never willing work overtime even if the jobs requires it. ✗ He should continue to work on cultivating good relationships with those around him. ✗ He should concentrate more on the positive sides of his duties and his team. ✓ He assigns the right duty to the right staff and instructs them how to perform their assignments well. ✓ He always learns about the nature of projects and duties carefully. He listens to customers and works to resolve any problems. ✗ He implements plans swiftly and effectively. ✓ He actively encourages his coworkers. His level of voice is also inappropriate at times. ✗ He should work on approaching his coworkers in a more professional and welcoming manner. His work results are often poor and must be checked frequently. It is easy to get defensive and try to protect yourself when a group of peers is doing their best to find flaws in your hard work. They can take a look … ✓ He balances swift decision-making, with the ability to analyze the many angles to a problem. He never ignores any detail of his work. Processing feedback will take more than a few seconds, and you don’t want to seem dismissive. ✓ He is like good software that offers seamless backward compatibility. He sets his own priorities to accomplish his job. ✓ He is known for his dependability and willingness to do what it takes. ✓ He pays strong attention to his work. ✓ He has the ability to remain calm under pressure. ✗ He loses his temper easily when others give criticism. ✓ He practices a great deal of care in his work. ✓ He has received good remarks from his team and his managers. He forms a good working climate. She says. ✗ Has taken actions that have caused his employees to question his integrity. ✓ He completes his duties without concern who will take the credit. ✓ He always opts for the reputable route when given a choice. This causes problems when an untested or unexamined idea is moved forward too quickly. He can deal with furious customers with a calm and rational attitude. ✗ He does not understand how to set team goals and manage his team to achieve them. ✗ There have been a few issues with him as a leader and his team that must be resolved. ✗ He is far from an expert manager of staff. He does not have a good connection with his staff and this affects the team’s performance. ✓ He is able to empathize with others and is respectful of opposing viewpoints. ✓ He tries to find an individual approach to each person, colleague and customer. ✓ He is one of the more technical employees we have on staff. ✗ He resists further training in problem solving. ✗ He has shown a tendency to be a matter-of-fact manager, but in his position, thinking in a more resourceful manner would do him well. ✗ He does not return communications in a timely manner. ✓ He responds to any issue very quickly. ✓ His team meets many challenges in scheduling yet he ensures adequate staffing levels at all times. Thankfully, the workplace generally recognizes that sticking everyone’s ideas with thumbtacks and putting them up on a wall just to punch them full of holes is not the best way to foster productive teamwork. ✓ He demonstrates effective telephone skills. ✗ He is not very adept at understanding new technology. He successfully up-sells to them at the same time. ✓ He can bring disparate groups together even in the most difficult situations. ✗ He has a tendency to play favorites and not treat all employees fairly. ✗ He fails to ensure his work complies with the relevant quality standards. His strong-mindedness is very much appreciated. ✓ He is able to set clear objectives and requirements for his subordinates. ✓ He encourages coworkers to be inventive. ✓ He finds and implements commendable ways to handle any ethically challenging situation. ✓ He offers assistance to others without needing to be asked. ✓ He will do whatever is necessary to get the job done, even taking on extra tasks that are not his own. ✓ He is excellent example of our company culture in action. He should keep his conversations work related. ✗ He is unreliable and often late for work. ✓ He has the ability to manage his time and his team’s time well. ✗ He is easily distracted. His constant cheer helps others keep their “enthusiasm”, both positive and negative, in check. ✓ He deals with difficult customers with grace. ✗ He is not reliable for his effort and does not demonstrate a willingness to do whatever it takes to get the job accomplished. ✗ He is inventive but he usually acts without thinking. His work is high quality and accurate. He needs to reduce the average time per call. ✓ He adheres to deadlines and meets production benchmarks. ✓ He maintains a business-like demeanor. ✓ He tries to understand the employee’s point of view. ✓ He copes with new situations, unusual demands, emergencies or other critical incidents very well. He is rated well by his peers, managers, and customers. He is very cooperative and helpful in times of need. ✗ He avoid conflicts at work in relation to the decision making process. His timekeeping needs to be return to its previous reliability. ✗ He does not meet the attendance standards for punctuality. We advise him to make concrete plan for every week. He demonstrates that he cares about his job, his coworkers, and the company. He always challenges himself to perform tasks to the best possible standard. ✗ He does not perform very well in creating an honest and open environment for the employees he supervises. ✓ He always finds a way to inform the client about any unexpected changes if any of occur during the work process. He always finds solutions for problems on time. ✓ He demonstrates tact and diplomacy when resolving conflicts. He is uninterested in focusing on achieving performance goals. ✗ He does not convey a positive image of the company to customers. ✗ When we face difficulties, we are sure that we can rely on him for a helpful and creative solution. He is skilled in finding the best ways to get a job done. He regularly talks to his employees to ensure work is on track. As soon as a new status report is added, participants with “View” rights can view it in real time. ✓ He always ensures that his employees adhere to their lunch schedules and breaks. ✓ He has the ability to control his time and his staff’s time. ✓ He readily volunteers assistance even when it would not normally be expected. Review days were often a harrowing experience. ✗ He can deal with customers on the phone very well, but he does not handle face to face customer contact very well. ✗ He usually voices breakthrough and helpful ideas in meetings – even though he is not one of people you think of as a creative employee. ✓ His creativity is very high. His clients never complain about him, ✓ He is good at keeping customers happy. ✗ He only concerns himself with the achievement of each individual without considering what team will gain if they work together. ✓ He anticipates the future needs or problems of customers. ✗ He rarely shows appreciation to his employees for a job well done. ✓ He is an effective communicator who works very well with his team members. ✗ He has a difficult time thinking “outside of the box” and creating new and untested solutions. ✓ He is objective when considering a fact or situation. He consistently strives to do what’s right. This reduces the creativity of other member of the team. ✓ He shows significant interest in the project and he constantly generates new ideas. ✗ If he has any doubts about his own company, he recommends a rival company in the interests of his client. ✗ 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 enables everyone around him to remain calm and concentrate on the final goal. ✓ He encourages all the team members to join in the necessary training sessions. ✓ He plans his time off well in advance. ✓ He exceeded start of year goals by [number]. A recent, found that “moral stress,” or the “bad feeling” you get after telling half-truths or outright lying, can result in a 20% decline in work performance. ✗ His productivity is not as good as that of his coworkers. ✓ He can maintain good communication with everybody and he also encourages people to work harder and more effectively. ✓ He provides constant coaching and guidance to employees. ✓ He is a perfectionist. This year, we need to focus on what issues are causing such high turnover. ✓ He doesn’t let his viewpoint be clouded by doubt when faced with a problem. ✗ He took several more personal days than permitted. ✗ He has not understood completely why customer service training is important. Be sure to let me know in the comments. ✓ He readily assists coworkers in response to fluctuations in workloads. The letter of the box” and creating new and interesting ideas but He can easily create a sustain positive... 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