Managers should also ensure that they reaffirm their belief in the employee’s strengths and abilities to demonstrate that they know the value that person brings to the team, even if they do need to improve their performance. In addition, managers should be as specific as possible about the behavior that needs to be improved, and if appropriate, the effect that behavior has had on others. This helps to avoid employees going on the defensive and seeing this negative feedback as an attack on who they are as a person. The most important thing to remember is that managers should focus their comments on the behavior, not the employee themselves.

Employee evaluation examples given here will guide you to give appropriate feedback during the appraisal. Managers have to convey the importance of an employee’s need to improve their performance while keeping their feedback detached enough from the employee so it doesn’t feel like their personality is on trial. However, this is understandably difficult to do correctly. While it’s important to give positive feedback about an employee’s performance, managers do have to help their employees to improve. If it’s neither of those things, then this can leave employees feeling confused, or worse, that their manager is simply going through the motions and doesn’t care about their efforts.ĭiscussing Areas of Improvement in Performance Review Meetings Not only that, but as with all feedback, positive feedback needs to be personal and specific enough so that employees understand exactly what they did well. While it’s not enough to only give positive feedback during performance reviews, these studies show that managers need to talk to employees about their strengths and what they bring to the table as much as they do what they need to improve. Sage also found that high-performing teams shared positive feedback six times more than average-performing teams, showing that there’s a positive connection between positive feedback and employee engagement and performance. According to a survey from Gallup, 67% of employees who received regular positive feedback were fully engaged in their work, compared to 31% of employees who had managers that focused on what they needed to improve. It truly can’t be understated how much employees want to know when they’re performing well. The Power of Positive Employee Evaluation Comments Release Updates Outlined feature updates from our last releases.

Help Center Endless support in case you are stuck.OKR Canvas Kick start your okr implementation right away.Answers (FAQs) Get instant solutions to your queries.

OKR Webinars Discover current trends and expert insights.OKR Examples Collection of OKR examples for your business.KPI Library Find the Most Effective KPIs for your business.eBooks Books sharing our OKR expertise, ideas and insights.OKR University OKR resources for beginners and experts.OKR Certification Iterate Faster with OKRs Coaching & Certification Programs.Why ? Know what customers like you think about us.

Case Study Know why 1000s of brands trust.

Integrations Integrate easily with all your favorite apps.

Employee Engagement Engage, align and inspire your team.

Task Management Increase day-to-day productivity.

Performance Management Build a high performance team.

OKR Management Strategy-execution made easy.

Product Overview Know more about our products.

Employee evaluations examples