✗ He is a good supervisor but he is not expert in this field. He is very good at handling difficult situations with customers. ✓ He expresses ideas clearly and effectively, both orally and in writing. He always carries out his assignments without waiting to be told. ✓ He is one of the most moral employees. ✓ He has the ability to remain calm under pressure. ✗ He shows himself to be a person who does not want to work with others. ✗ He was unwilling to give help when requested to. He has very good communication skills. ✓ He never neglects any detail of any task given to him. ✓ He always deals with customers with the highest levels of integrity. ✓ He is a very creative person. ✓ He refuses to be downhearted under incredible pressure. This provides a bad impression for his coworkers and employees. ✓ He remains calm, especially under stress. ✓ He always looks for new challenges and makes the work environment better. When it comes to negative feedback, it can be tough to be critical of a team member. ✗ He comes up with solutions that are incorrect, insufficient, and invalid. ✓ He actively seeks feedback, even when it’s not in agreement with his own view. ✓ He quickly gets to the heart of the problem identifies the root cause. ✗ He often pays more attention on completing his tasks than support other teammates who might need his assistance. ✗ He is a good supervisor, but he is not expert in this field. ✗ He talks about deliverables, but does not consistently deliver. ✗ His team meetings often overrun the allotted time. He feels confused when setting goals and leading his team forward. ✓ He pays attention to detail in every task he is given. ✗ He doesn’t seek out opportunities to learn and grow within his role. ✓ He shares his knowledge of industry trends and best practices to achieve enhanced outcomes in his job. ✓ He leads the team in the difficult environment of customer service to success, meeting all objectives. ✓ He is adept at facing difficult situations. A surprisingly good resource for demonstrating active listening is the Auditor General’s office of the Australian government. Tim has a unique mind-set that is highly appreciated. ✓ He effectively persuades and convinces his peers, especially in times of high stakes. ✓ She has a creative personality which allows her to suggest original ideas. ✗ He cannot refuse his colleagues’ requests. ✓ His character trait of recognizing and complying with his responsibilities is remarkable. ✓ He is not afraid to say “I don’t know” when faced with a difficult question. It can be simple actions like praising others’ accomplishments, sharing information, and trusting your teammates. ✓ He takes responsibility for work and is ready to stay late to ensure the work is performed well. ✗ He is a decent task manager, but falls short when it comes to setting a vision. ✓ He has a strong grasp and understanding of his job responsibilities. ✗ His customers always give him low marks in the customer satisfaction surveys. As soon as a new status update is added, participants with “View” rights can view it in real time when they log in to their accounts. ✗ He is not good at communicating with others so he often makes them feel uncomfortable. ✓ He empowers others to take initiative as well. Add, remove, and assign new team members at any time. ✗ He has good knowledge of business, but he fails to properly communicate with other technical members of his team. ✗ He does not maintain the training equipment fully between classes. ✓ He is confident and persuasive when making big decisions. ✓ He adheres to deadlines and meets production benchmarks. ✗ His lack of concentration results in a high level of errors. ✗ He appears to think that the training sessions are not important so he does not concentrate on them. He readily cooperates with his team members to get the job done. He seems to always be in survival mode without focusing on the goals necessary to move his team forward. ✓ He works through conflict for positive solutions and results. ✓ He helps other employees even when not required to. He needs excessive sessions of further training. ✓ He possesses appropriate the expertise to perform his job at a highly professional level. ✗ He has engaged in questionable behaviors that have led to corporate embarrassment. ✓ He demonstrates how providing excellent customer service has a lasting effect on customer relationships and customer retention. ✓ He makes a positive contribution to morale. ✗ His reliability is in doubt. ✓ He works in an open manner and shares information with others to get the job done. He only cares about how to get the job done excellently. ✓ His team has performed very well over the past year. ✓ He thoroughly plans and prepares for the unexpected. Making sure that feedback is honest and direct is the most effective way to communicate constructively, whether that message is negative or positive. ✓ He can be very persuasive with his sound arguments. Be aware of your initial reaction, and be able to moderate it. ✓ He is very good at training employees. ✓ His approach to conflict resolution is exceptional, creating enhanced teamwork, without hard feelings. ✓One of his strengths is his ability to design achievable goals. ✗ He is continually late for work and should improve this area by focusing on arriving on time each day. ✓ He respects his work timescales fully. ✗ He has trouble doing his tasks without help or supervision. Ok, you got people to open your email with a great subject. ✗ He is not technical enough for his role. ✗ He is often tardy for work and despite repeated warnings, does not respect the attendance policy. ✗ It is his responsibility, in his role, to solve problems. ✓ He does not need much direction from above. ✗ He isn’t willing to take risks on creative ideas. ✗ He cannot be relied upon to produce a product that is up to expectations. ✓ He has a deep knowledge of the products and particular characteristics of the company’s products. ✓ He has a creative touch in a sometimes monotonous role within our team. ✓ He doesn’t care who receives the credit. ✓ He is willing to work overtime until the project is finished. ✓ His schedule shows no issues and his good attendance is within the standard policy. His clients never complain about him, ✓ He is good at keeping customers happy. ✗ He does not actively want to learn new skills or techniques as or to improve his qualification. ✓ He distributes resources in an appropriate manner depending on the priority of assignments. He should think beyond the manuals, and troubleshoot technical issues which are not documented. A surprisingly good resource for demonstrating active listening is the Auditor General’s office of the Australian government. ✗ He is unable to find out a solution when facing a complicated situation. ✓ His effective leadership allows his team’s time management and attendance to be among the best in the company. ✓ He is reliable and there are no concerns with his attendance. ✓ No technical problem is too difficult to solve for him. ✗ He spends a lot of time and effort on creating good relationships with her clients, but the working environment leaves much to be desired. ✓ He satisfies everybody because he often contributes positively to the success of others instead of himself. ✗ He has a good working relationship with his team but there are some issues with other managers that need to be resolved. Feedback that directs attention to the task leads to higher performance. ✓ He always cares about the clients’ comfort and convenience. ✓ He readily assists coworkers in response to fluctuations in workloads. ✓ He is always ready for business trips when necessary for his job and for improving relationships with clients. Initially, it appeared that the best teams were making the most mistakes. He does not always relate well with his employees and this shows in the group’s work effort. ✗ The quality of his products is unreliable. He is willing to commit the hours necessary for these pursuits. ✓ He doesn’t accept “we’ve always done it this way” as a solution. They outlined the three stages of understanding when it comes to hearing and accepting feedback in a productive way. ✓ He learns from conflict and makes appropriate changes. As soon as a new status report is added, participants with “View” rights can view it in real time. It’s all good and well to tell people that they aren’t doing a … ✓ He has received a lot of positive appraisals from his subordinates and other line-managers. ✗ His experience and knowledge doesn’t reflect that listed in his application. ✗ He was a good employee but not good enough to become an excellent manager. ✗ He is not effective at leading her team to high performance. ✓ As an employee, his communication was good; as a manager, he has proved an even more effective communicator. ✓ His high standards of ethics are shown through all of his work on a daily basis. ✗ He does appreciate that happy team members can affect his own job performance and this makes those around him unpleasant. ✓ He comes to reasonable conclusions based on the information presented to him. Why?Not a priority. ✓ He solves customer complaints with a calm attitude. ✓ He will never quit until a project is finished. ✓ He is an innovator at heart – his skill at inspiring new ideas is an asset to our team. It is equally important to provide specific examples with positive and negative feedback. ✗ He tries to perform several tasks simultaneously to finish work faster instead of setting the right priorities. Focus on the task or specific behaviors rather than the individual. ✓ He usually has insightful viewpoints, so whenever we need a fresh look at a problem, we know we can turn to him. ✗ He is easily demotivated if things fail to perform as well as expected. He should work to improve his time management skills to ensure meetings begin and end as scheduled. ✓ He finds it easy to connect with others and relates well with them. In their survey of 899 people, Zenger and Folkman found that 57% of survey respondents prefer receiving corrective feedback and “when asked what was most helpful in their career, fully 72% said they thought their performance would improve if their managers would provide corrective feedback.”, Unsurprising? This article attempts to share a few examples thank you which you can use as constructive feedback to encourage and thank your employees for their contribution, hard work, and dedication. ✗ He is continually searching for ways to improve. ✓ He is able to bring out the best out of those in the team. ✗ He is unwilling to share his work or team responsibilities with others. ✓ He is always exact when he performs his duties. ✗ He creates distance between him and his colleagues because of his poor manners. He shares anything he knows with other colleagues. ✓ He is a detail minded person and his work is always completed with high quality. ✓ He has a difficult situation with the team he manages, yet he has turned them around in excellent fashion. His coworkers often comment on how they feel good about sharing new ideas and thoughts without fear of intimidation. ✓ He is adept at discovering potential solutions for problems. ✓ He patiently to listens to others’ opinions and waits until they finish speaking. ✓ He is able to create a sustain a positive and professional relationship with her coworkers, direct reports, and management team. ✓ He can be relied on by his team members and expects the same from them. He always performs his assignments through initiative without supervision. ✗ He has met difficulties in handling his workload. ✓ He is very helpful when mentoring entry-level staff getting used to their jobs. ✗ He is careless and unmotivated, which ultimately slows the team down. ✓ He is considered as the best person in the group because of his innovative ideas, critical goals and effective working methods. ✗ He struggles to communicate when deadlines will be missed. ✗ He constantly searches for different and better ways to accomplish goals. ✓ He maintains a polite demeanor and appearance. Giving them honest positive feedback in a private one-on-one or performance review will minimize your hesitancy at seeming too eager to please the boss. ✓ He fully satisfies the company’s expectations. ✓ He always defines a problem clearly and seeks out alternative solutions. ✓ He is an asset who can effectively work with other teams and departments. ✗ He has occasionally made misleading statements that have needed to be corrected. Jack Zenger and Joseph Folkman argue against the default assumption that most managers dislike giving negative feedback because they assume that people don’t like to receive it. ✓ He had a difficult beginning but he and his team achieved the best performance of all groups in the company. ✗ He does not understand how to set team goals and manage his team to achieve them. She should utilize this to promote her position in the company. ✓ He can tackle common problems by creating new and innovative solutions. He believes his employees are should accept all responsibility for deadlines, objectives and results. ✓ He builds trust and works with integrity. ✓ His creativity is very high. His coworkers do not believe he is honest. He constantly reviews solutions to see if they are the most effective way of doing things. ✓ He is punctual for work and meetings. An organization can only continue to grow and prosper if its employees do. And after it felt like everything had been ripped to shreds, my prints came down, someone else's went up, and the process began again. ✓ He demonstrates appreciation for others and thanks them for their assistance. ✓ He is excellent at absorbing the complexities of his job. ✗ He displays unfairness with his team and favors certain individuals. ✓ In meetings, he often has new and interesting ideas about the issues discussed. ✗ He demonstrates acceptable levels of integrity only intermittently. ✓ He was sensitive to the feelings and efforts of others. ✓ He is very good at extracting unique ideas out of people during meetings – some you might not consider as very creative people. ✓ He shares his job knowledge well with his peers. ✓ He always smiles when he goes to work. ✓ He completes his duties without concern who will take the credit. ✗ He should work on approaching his coworkers in a more professional and welcoming manner. ✓ He has a likeable and humorous character that creates a positive atmosphere. ✓ He is ready to share information and knowledge for the common development of all staff. ✓ He finds and implements commendable ways to handle any ethically challenging situation. ✓ He demonstrates a courteous and professional attitude in handling customer complaints. ✗ He has a difficult time thinking “outside of the box” and creating new and untested solutions. He attempts to do all the work by himself. ✗ He is unable to concentrate on his work. He easily builds an atmosphere of trust within his team. His performance displays exceptional quality and accuracy. ✓ He performed his standard duties throughout the year and in addition took on several large projects and some smaller ones that had a significant positive impact on the department. ✓ He has become a linchpin with clients. ✓ He has received good remarks from his team and his managers. ✓ He is a very interesting colleague to work with. ✗ He is unwilling to assist coworkers, even when asked. ✓ He stringently observes the company regulations. It makes it easy for everyone to get involved and to pick the best ones. ✓ He stays calm whenever there are stressful circumstances. ✓ He provides accurate and timely information, both written and orally. ✗ He was a good at team player when he was just a member of the team, but now that he is in a supervisory role, he has lost many of those teamwork skills. ✗ Bending the rules is effectively breaking them in our line of work. ✗ He often does not consider the situations that may occur while during performing his duties. ✓ He can find the right approach with any client, even the most critical one. ✗ His argumentative attitude in conversations his colleagues can make them angry. He understands how to relate to people. ✗ His understanding of business is very good, however, his ability to communicate with the technical members of his team is holding him back. ✓ He handles customer service situations well. He should apply more technical concepts to satisfy the requirements for his role. ✓ He has a positive attitude that clearly demonstrates her enjoyment of what she does. His natural ability to work with people is a great asset to our team. ✓ He involves others in problem solving. His breaks are twice as long as they should be. ✓ He is able to work with clients’ objections, cope with them and convince the customers of the merits of his point of view. ✗ He fails to fulfill the responsibilities stated in his job description seriously. ✗ He consistently relies on other people. ✓ Bill is such as cheerful person that everyone feels good with him around. 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