Performance Appraisals and Phrases For Dummies
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Ethical issues in the workplace have always been important. With strong feedback on employee appraisal forms, you can prevent unethical behaviors from expanding and contaminating your company. Ethical issues bring down individuals, as well as companies. Most people are aware of the damages that ethical shortcomings can wreak on a company, but many people don’t realize that a strong performance appraisal system can play a critical preventive role.


Exceptional: Consistently exceeds expectations

  • Places major importance on fair treatment of all employees

  • Has a solid reputation as a fair and equitable leader

  • Has helped others truly understand fairness and how to implement it

  • Has made significant changes in polices and programs to eliminate unfair elements

  • Has a strong sense of fairness that is apparent in all decisions that he makes

  • Keeps fairness at the core of her decision making

  • Takes immediate action to remedy inequitable situations

Excellent: Frequently exceeds expectations

  • Treats all of his employees in a fair and just manner

  • Regards fairness as one of the most important criteria in all of her decision making

  • Leads a department that is widely regarded as a bastion of fairness

  • Listens carefully to employees’ concerns about fairness, and takes corrective actions where warranted

  • Clearly communicates standards and expectations regarding equitable treatment of all employees

  • Has a great deal of expertise on legal guidelines regarding equitable treatment of employees

Fully competent: Meets expectations

  • Ascertains that all employees are treated fairly

  • Takes prompt action to counsel employees who engage in unfair behaviors

  • Has obtained training that specifically focused on equity in the workplace

  • Provides employees with ongoing coaching to increase their understanding of the role and importance of fairness at work

  • Keeps employees fully aware of company standards, expectations, and values regarding fair treatment

  • Has widened the reach of many programs to provide fair access for all employees

Marginal: Occasionally fails to meet expectations

  • Has been advised of his unfair behaviors, but continues to repeat them

  • Implements activities and programs without adequate consideration of their fairness

  • Provides inadequate attention to inequities in the workplace

  • Treats workplace inequities as minor matters that do not require prompt attention

  • Treats the symptoms of unfair treatment, instead of treating the causes

  • Makes pronouncements about fairness on the job, but does not take action when issues arise

Unsatisfactory: Consistently fails to meet expectations

  • Plays favorites

  • Rationalizes that unfair treatment will make employees stronger

  • Treats employees unfairly, which has led to formal complaints

  • Is unresponsive to employees’ concerns regarding unfair treatment

  • Reprimands employees who voice concern about inequities at work

  • Makes decisions without considering how fair or unfair they may be

  • Is unconcerned about the unfair impact of her actions


Exceptional: Consistently exceeds expectations

  • Is 100 percent trustworthy

  • Is widely respected for his honesty

  • Is regarded as totally credible by all who work with her

  • Completes projects that are based on honest data gathering and analysis

  • Is above-board, straightforward, and candid

  • Displays intellectual honesty in all aspects of his work

  • Is the go-to person for honest answers and opinions

  • Signs off on projects only when the work is 100 percent reliable

Excellent: Frequently exceeds expectations

  • Digs in and finds the right answers to difficult questions, instead of trying to bluff her way through

  • Has established a high degree of personal trust

  • Keeps her word on all matters

  • Is fully trusted in all she says and does

  • Regards honesty as a top priority in dealings with his fellow employees

  • Has fostered a climate of honesty within her department

Fully competent: Meets expectations

  • Doesn’t stray from the truth

  • Is a person of his word

  • Gives credit where credit is due

  • Is willing to make serious sacrifices in order to keep her commitments

  • Successfully establishes honest and open two-way communication with his employees

  • Provides honest feedback in order to help employees learn, grow, and develop

  • Uses honest facts, figures, and data to support her conclusions

Marginal: Occasionally fails to meet expectations

  • Believes that there is no problem in having a “fudge factor” in every project

  • Holds back highly pertinent data

  • Rarely gives the full story

  • Is inclined to bend the truth

  • Provides misleading updates on his projects

  • Excessively embellishes her accomplishments

  • Makes promises that he knows cannot be kept

  • Will say anything to get her way

  • Is widely regarded as being less than credible

Unsatisfactory: Consistently fails to meet expectations

  • Makes comments that always must be taken with a grain of salt

  • Gives different people different stories regarding the same situation

  • Caused the XYZ project to fail because of her lack of forthright behavior

  • Has a basic lack of honesty that has garnered numerous complaints

  • Produces projects and reports that always need extra scrutiny and fact checking because of questionable analyses and misleading conclusions

  • Takes credit for work done by others

  • Generates questionable results by manipulating the numbers

  • Is held in questionable regard by his employees because of issues regarding honesty and trust

  • Is frequently caught in lies

  • Makes up facts to support her position

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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