Performance Appraisals and Phrases For Dummies
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One of the most common themes in performance appraisals focuses on employee attitude. Unfortunately, much of the feedback concerning work attitude is marginally useful at best. The problem is that attitude is a term that has many components, and simply advising an employee that she has a great attitude or a poor attitude is not particularly helpful.

When providing feedback in this area, keep in mind that, as an employee improves his performance, his attitude improves as well.

Can-do attitude

Exceptional: Consistently exceeds expectations

  • Has a can-do attitude, plus a will-do attitude

  • Actively seeks opportunities to take on the most demanding and difficult tasks

  • Focuses on what can be done, rather than on what can’t be done

Excellent: Frequently exceeds expectations

  • Has had a positive impact on the attitudes and performance of his fellow employees through his can-do approach to work

  • Is certain of her ability to get any job done and done right

  • Has yet to encounter a project that he can’t handle

Fully competent: Meets expectations

  • Is always ready to jump in and get the job done

  • Seeks opportunities to show what she can do

  • Actively seeks the more challenging tasks

  • Rarely if ever says “I can’t”

Marginal: Occasionally fails to meet expectations

  • Has a can-do attitude, but falls short with his performance

  • Focuses more on what can’t be done rather than on what can be done

  • Talks about having a can-do attitude, but her behavior rarely reflects it

Unsatisfactory: Consistently fails to meet expectations

  • Initially responds to any request by saying that it can’t be done

  • Has a “can’t-do” attitude

  • Is more likely to undo a project than do it

  • Says “no” before hearing all the facts

Dedication and commitment

Exceptional: Consistently exceeds expectations

  • Put in astounding hours on the XYZ project to help make it a major success

  • Foregoes personal opportunities to keep work commitments

  • Shows unwavering dedication to the company and its mission

Excellent: Frequently exceeds expectations

  • Puts in extra hours without being asked to do so

  • Works nights and weekends whenever needed

  • Fully immerses himself in the job

Fully competent: Meets expectations

  • Is always willing to accept extra assignments

  • Takes pride in demonstrating her dedication to the company

  • Has a strong personal commitment to the company’s goals

Marginal: Occasionally fails to meet expectations

  • Is dedicated to the company whenever it’s convenient

  • Gives his work intermittent attention, rather than concentrated attention

  • Claims she is dedicated to the company, but takes no significant steps to show it

Unsatisfactory: Consistently fails to meet expectations

  • Speaks negatively about the company but positively about the competition

  • Is critical of the company’s vision, values, and goals

  • Uses time at work to advance his personal agenda rather than the company’s agenda

About This Article

This article is from the book:

About the book author:

Ken Lloyd, PhD, is a nationally recognized consultant, author, and columnist who specializes in organizational behavior, communication, and management coaching and development.

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