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Performance review is a great way to push an employee in the right direction. Ability to improve oneself allows employees to master new skills and systematically increase their performance. Using the right improvement phrases, you can help your worker to become more productive.

Exceptional/Superior:

1. Ronald is one of the most flexible members of the team. He easily masters new skills and applies his knowledge in practice.
2. Marta is striving to become a better employee. She spends many hours per week studying new work methods.
3. Helen has mastered different approaches to resolve common workplace problems through hard work.
4. Susan is concerned with the success of her team. She does everything she can to improve the performance of subordinates.
5. Thanks to his amazing devotion to the job, Bruce easily handles even the most difficult assignments.
6. Mark never misses learning opportunities. He attends all the training courses he can while being extremely productive in the workplace.
7. Albert is interested in learning new things. He masters the concepts required for his job in a timely manner.
8. John is able to use time wisely in order to meet deadlines and always remains productive.
9. Jessica is always open to changes and new ideas.
10. Flora is able to keep her team focused and motivated. It helps everyone to be fully engaged in his or her work and achieve fantastic results.

Exceeds Requirements/More than Satisfactory:

1. Philipp has improved his time-management ability. He does not miss deadlines now.
2. Valerie is quick to learn from her own mistakes. She never makes them twice.
3. Harry treats problems as learning opportunities. He is committed to work until the job is done.
4. Francesca has significantly improved her performance thanks to continuous learning.
5. Michael regularly asks for feedback. He uses it to improve himself in both professional and personal ways.
6. Laura had some production problems but she managed to solve them over the year.
7. Peter sets the right professional and personal goals to improve himself and successfully achieves the most of them.
8. Marcus is able to be adaptable, therefore, highly productive and useful for the company.
9. James has excellent communication skills, which give him an opportunity to work in the team, and keeps a positive attitude even in difficult situations.
10. Well-developed interpersonal communication skills allow Theodore to be more effective at team meetings and maintain a healthy workplace environment.

Meets Expectations/Satisfactory:

1. Bruce improves his professional skills but he spends too much time on it. He needs to put more effort into performing his work.
2. Jennifer has many imperfections but she is working hard to eliminate them.
3. Nigel tries to achieve perfection every time, which makes him very unproductive.
4. Samantha has mastered the professional skills required for her position but she is not able to fix her personal problems.
5. Hayden lacks the experience with the professional software but she is willing to visit seminars to improve her knowledge.
6. Emma plans and organizes her daily schedule in order to improve her work performance.
7. Arnold is willing to work on challenging tasks but he does not put enough effort into completing them.
8. George is a decent employee but he does not have enough time for learning new work methods. He needs to improve his time-management skills.
9. Janet regularly visits training courses but her performance stays on the same level.
10. Susan is able to assess different scenarios and come up with new ideas in order to perform tasks in the most efficient ways.

Nobody is perfect. That is why even your best employees should be working on improving themselves. Thanks to performance appraisals, you can make your workers to set specific improvement areas. Here are just a few performance feedback examples that might help you to do it:

Provisional/Needs Improvement:

1. Aaron does not want to work on difficult projects. He prefers to put the minimal effort to perform his job.
2. Patricia is not aware of areas that need improvement. She does not pay any attention to feedback.
3. Jennifer does not research solutions and fails to generate new ideas. She has to learn to think outside the box.
4. Edward is overly sensitive to negative feedback. He does not use criticism as an opportunity to improve.
5. Emma is not willing to learn new work methods. She uses ineffective and outdated solutions that do not require creative thinking.
6. Elaine refuses to visit seminars and training courses. She rejects the fact that she needs to improve some of her professional skills.
7. Brian lets personal issues to impact his work. He needs to improve his professionalism by separating his personal life from work.
8. Michael fails to improve himself due to his lack of commitment. He needs to change his attitude to become a better employee.
9. Maria is easily distracted at work. She must be more focused and engaged.
10. Peter cannot handle increased workload. He has to get better at working under pressure.

Unsatisfactory:

1. Robert has many personal and professional issues but he is not working on fixing them.
2. Olivia is not interested in improving her professional skills. She drifts through her life without any plans for the future.
3. Henry does not want to find a mentor even though his level of professionalism is rather low.
4. Ronald does not want to learn about new trends and technologies of the industry. His conservatism damages his professional development.
5. Rachel does not acknowledge her weaknesses. She is too self-confident, which prevents her from improving.
6. Thomas demonstrates the lack of interest in his job. He does not even try to become a better employee.
7. Abigail cannot cope with difficult problems. She does not want to master new work methods required to solve them.
8. John is terrible at time management. He should learn to manage his schedule.
9. Clark shows a lack of communication with his colleagues. He needs to become a better listener to his teammates.
10. James cannot improve his productivity. He is among the least effective employees in the company.

Self Evaluation Questions:

1. Do you set milestones for personal improvement?
2. Are you aware of your imperfections?
3. How many new skills have you learned over the last year?
4. When was the last time you took professional courses?
5. What do you do to get rid of your weaknesses?
6. How often do you accomplish major goals?
7. Are you focused on professional improvement?
8. Can you find a way to improve your performance?
9. Do you set monthly challenges for yourself?
10. How much time do you devote to learning?

The sample of performance review phrases for Improvement is a great/helpful tool for periodical/annual job performance appraisal. Note that, a goal achievement review phrase can be positive or negative and your performance review can be effective or bad/poor activity for your staffs.

If no matching phrase is found, you can also see a general list of performance review phrases and choose a more appropriate skill.

The necessity of improvement areas:

– There is no perfect employee and one must frequently work hard to improve oneself to develop his/her career path. Companies know this and require their employees to set their specific areas of improvement and shall consider these areas very carefully in the performance review;

– Therefore, an employee should state his/her expected areas of improvement so that those do not influence negatively on their jobs;

– Each company specializes in certain areas and they normally offer rewards for employees’ excellent performance in such areas. Also, their HR policies tend to focus on such areas to train their employees and more appreciate those in performance review. Therefore, including such improvement areas is very important.

Usually, there are several areas that require most employees to perform well. And so, there are improvement areas that are common to everyone:

– Group work skill: The larger the organization is, the more important group work skill will be. And as a result, the more necessary it is for the employee to improve this skill of theirs. Learning to work in a matrix structure, who to report to, who to delegate to and who to cooperate with, the employees have to be fluent at these.

– Soft skills: presenting, communication, or problem-solving skills are required for every employees. They are the indicators of how professional you are to your job;

– Knowledgeable about internal systems: This is another improvement area that every employee should focus on. To be able to do the job better, one must understand his/her own organization to work cooperatively and effectively within it. So, one should learn everything about the internal systems of the organization.

FYI: For Your Improvement, A Guide for Development and Coaching by Michael M. Lombardo

This is not a book that you would read cover-to-cover, but it is definitely a great reference book to keep on your shelf. Anyone who manages others, mentors, or provides feedback should glance through this book in the store to see what they think.
This book lists 160+ competencies of which it provides ideas on how you might improve. For example, if you feel that you might need help with delegation, then you would look up that competency and then you can read through points to determine if that competency for you is one that is unskilled, skilled, or overused. You can then read about some causes and some remedies for issues that you might be experiencing with that competency.
This is a book that I would most likely pull off the shelf a few times per year as I am trying to review my personal progress and trying to set goals for the upcoming months. It has plenty of great ideas.

FYI For Your Improvement Competencies Development Guide 6th Edition

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ISBN: OCLC Number: Notes: Traducción de: FYI for your improvement: a guide for development and coaching .
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