Jacob Ammentorp Lund/iStock/GettyImages Show A performance review focusing on key strengths can be part of a longer review that includes areas needing improvement, or it can be done on its own. Before starting a review of key strengths for an employee or a co-worker, reflect on their activity during the review period, and jot down the words that first come to mind. For example, if the first word that comes to mind is "punctual," this could be indicative of his ethics as someone who is always on time, his leadership skills as someone who wants to set a good example for other employees, his dedication to quality of work, or his initiative based on a desire for advancement. To determine what key strengths his punctuality demonstrates, compare this with his other qualities and achievements before finalizing your review. Failing to use the right words when describing an employee's strengths could undermine the entire review and leave the employee feeling misunderstood rather than appreciated, so choose your words carefully. Importance of Identifying Key StrengthsMost employees want to know how well they are performing and appreciate positive feedback. While it's certainly important to discuss areas needing improvement too, validating key strengths builds goodwill, which may be needed later. Additionally, when it is time to discuss less-positive aspects of an employee's work or behavior, that task will be much easier if you have previously discussed key strengths. Quality of WorkWhen you want to describe how well an employee finishes tasks, use words like: accuracy, thorough, productivity, goal achievement. Phrases to use when describing quality of work strengths can also include:
CommunicationWhen employees communicate well with co-workers and management, put emphasis on their strengths by using words like: teamwork, active listening, empathy, cooperative, and persuasive. When they communicate well with customers, you might say they are customer-focused or customer-oriented. More phrases include:
LeadershipTo emphasize an employee's leadership qualities, try using words like: responsive, delegating, accessible and collaborative. Phrases to consider including are:
AttitudeAn employee whose strengths include a good disposition could be described as: dedicated, loyal, reliable, flexible and energetic. Phrases to include for someone with a good attitude may be:
InitiativeSelf-starters can be described with words like: innovative, originality, career planning, problem solving, pursues opportunities and advancement. Phrases you may want to use include:
EthicsWhen an employee demonstrates that her key strengths include strong ethics, try using: honesty, fair, professional and integrity. Phrases to include may be:
How do you list your accomplishments for performance review?Be thoughtful and provide relevant information. Describe ways you enhanced existing or developed new skills and how they helped support your performance objectives and personal development. Be clear, concise, and honest when writing your self-assessment. Don't exaggerate your accomplishments or omit obstacles.
What strengths should I put on a performance review?Performance appraisal strengths and weaknesses. Teamwork. Working well with clients, managers, coworkers, and others is a fundamental skill. ... . Adaptability. Your employees need to be able to successfully perform their jobs in quickly changing circumstances. ... . Interpersonal skills. ... . Job knowledge. ... . Attention to detail. ... . Communication.. What accomplishments should I list on review?In your performance review highlight your achievements that demonstrate how well you perform the duties and responsibilities of your job, team achievements you contributed to and the specifics of what you contributed as well as new skills you learned to demonstrate growth and readiness for new responsibilities.
What should I write in performance achievement?Here is a list of tips to help you write a clear and relevant self-appraisal:. Share efforts and obstacles. Mention how your efforts made a measurable impact on the team and the organisation. ... . Identify areas of improvement.. Quantify achievements.. Ask for growth opportunities.. Set goals.. Stay positive and respectful.. |