Good and Not So Good Performance Review Examples

Here are some efficiency evaluation examples and how they can support strengthen your small business or otherwise.

Employee is hardworking. If this is the only thing a supervisor has to say about an employee's performance, it's either they don't interact a lot, he's not supervising the employee at all, or you to do a performance evaluation of that supervisor considering that his assessment does not support at all.

Employee consistently displays above average technical abilities at function. Score given is 3 out of five. Something's fishy. If the employee "consistently displays above typical expertise," why was he scored only 3 out of five? This evaluation doesn't state the cause for the score, that is to say, the weakness of the employee. It only highlights his strengths. Either that, or the supervisor reviewing the employee is inconsistent when it comes to numerically scoring personnel.

Employee has been losing concentration when not dealing with prospects. Advised him to function on his concentrate throughout function hours. The superior portion is that a program of action was advised (though it doesn't really amount to a strategy). The negative portion is that the supervisor thought that generating the employee function on his concentrate was enough. There could be a multitude of factors for an employee to lose focus or concentration when not forced to (like when he's concentrating on interacting with a client).

Employee is producing good progress with meeting goals and deadlines. He is a swift learner and is also speedy to adapt to department and corporation wide policy modifications. He lacks initiative though and rarely methods up to volunteer. Advised employee to take initiative most of the time to develop his abilities far more. Showed employee his outlined efficiency evaluation so he could function out a plan of action for improvement.' How does that sound? Best. Strengths and weaknesses had been identified. Tips was given but not taken as the only program of action, and the employee was made conscious of his assessment and produced to work out his own plan of action.