Positive phrases:

Sheila maintains a good schedule and is a reliable employee.

Jim is always on time; ready to work when his shift begins and punctual returning from his lunch break.

Tom sets an example with his perfect attendance.

Negative phrases:

Sheila is an unreliable worker and is often late to work.

Jim is often tardy at the beginning of his work shift and consistently late returning from lunch.

Tom is continually late for work and must improve his attendance record in order to comply with company policy.

Attitude

Positive phrases:

Bob always has a positive attitude and he makes others feel good when he’s around.

Jane is always enthusiastic and helps motivate team members.

Tom is very level-headed and handles stressful situations with ease.

Tori is quick to congratulate coworkers and builds trust within her team.

Negative phrases:

Bob is somewhat pessimistic and his moods affect other employees.

Jane is careless and unmotivated, which ultimately slows the team down.

Tom is very emotional and does not handle stressful situations well.

Tori often complains about coworkers and builds resentment within her team.

Listening Skills

Positive phrases:

Heidi is sincerely interested in what others have to say and listens fully before responding.

Damon listens to and promptly follows all directions.

Valerie is always an attentive and active listener.

Justin encourages feedback from his customers, listens and works to resolve any problems.

Negative phrases:

Heidi is disinterested in what others have to say and interrupts others before they finish speaking.

Damon does not listen to directions and repeatedly asks management to repeat themselves.

Valerie is an inattentive listener and rarely asks for clarification.

Justin disregards customer feedback and interacts only when necessary.

Job Knowledge

Positive phrases:

Doug demonstrates and uses his job knowledge on a daily basis.

Michelle always applies new knowledge to her work and keeps up with changes in her field.

As we implement new rules and upgrade software and equipment, Joe is always the first to understand and adjust to the changes.

Judy’s skill set exceeds job requirements.

Negative phrases:

Doug is continually turning in sub-par work and needs to improve his job knowledge.

Michelle repeatedly asks the same questions about her job duties and does not retain important information required to perform her job well.

As we implement new rules and upgrade software and equipment, Joe struggles to learn new technology and adapts very slowly.

Judy’s skill set does not meet job requirements.

Read more: http://www.ehow.com/list_7480173_helpful-performance-evaluation-phrases.html#ixzz32IUk3wvl

The post Get the Most from Employee Reviews: Helpful HR Phrases appeared first on SpriggHR.

Many organizations minimize the link between their managers’ human skills and overall employee performance. But over and over, the research confirms that old gut sense: A manager is generally the most important factor in bringing out a worker’s best performance.

Good managers don’t manage projects, they manage people, and they get good performances out of people. Still, as researchers Megha Oberoi and Paresh Rajgarhia wrote last year, “Our analysis revealed that most companies invest in world-class processes for their performance management system, but they overlook the importance of the people element.”

In their research, they found that employees often saw a stronger link between good management and good performance than the companies themselves did. Read full article here.

The post How Do Good Leaders Manage Emotions? appeared first on SpriggHR.

Last week we looked at Harry – a recent hire who is struggling to collaborate, listen and communicate effectively, despite his hard work and enthusiasm. Technology, such as an online performance management system, may hold the solution.

Once organizations overcome the myths that surround online performance management they’re often enthusiastic about the cost savings and perhaps the equitable ratings it produces. Employee development may be an after thought. In fact development plans are often rarely created in any type of system; however, with the right tools in place, an online system can greatly improve leadership and development.

A formal, individual development plan is an aspect of the performance management cycle and is typically created after a formal performance review. In some systems, particularly paper based or overwhelmingly complex ones, the development plan is an after thought and there is little motivation to complete a plan. An online system improves the odds of creating a plan through:

• The use of email notifications (keeps everything in real time and on time)
• Improved usability (easy to understand interface)
• Reinforcement (visible button, feedback from coach/manager)
• Requirements

The basis of employee engagement and development must be a positive relationship with his or her coach. Technology can ensure mutual accountability and an ongoing conversation as part of the requirement to create and then review goals, progress updates, reviews, and development plans. Required tasks, prompted by the system, ensure an ongoing conversation as both employee and manager work to keep the lines of communication open.

Leadership skills are naturally reinforced with a properly designed online system through the following mechanisms:

• Tips and Training Guidelines (displayed in a simple, eye catching format and always accessible)
• E-learning modules
• Online Tutorials
• Existing Models Online (brought online to reinforce)
• Reinforcement of Your Leadership Philosophy

An effective online platform guides users through a variety of helpful training resources, tools and frameworks.  A customizable site enables the organization to maintain an alignment of priorities – including leadership.

Online tools may offer a variety of development planning features– but should contain some or all of the following elements:

• An objective or objectives
• A calendar or identified timeline
• An action plan
• Links to competencies
• Leader approval on the final plan
• A progress tracker
• Links to a Learning Management System (LMS)

In summary, while the efficiencies of an online system may be indisputable, one of the less known benefits they may provide is a reinforced leadership focus and a drive towards employee development. From notifications, improved relationship management and training tips to focused, formal development plans, technology keeps employees like Harry on the right path.

Learn more about Sprigg by visiting our website – www.sprigghr.com

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The post Achieving Employee Development – How Technology Can Help appeared first on SpriggHR.