Performance Appraisals and Phrases For Dummies
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Common themes in performance appraisals focus on employee attitudes such as reliability, dependability, and integrity. Overarching positive comments about super attitudes provide no information regarding behaviors for an employee to continue, while overarching negative comments about terrible attitudes provide no information regarding behaviors for the employee to eliminate.

When providing feedback in reliability, dependability, and integrity, keep in mind that as an employee improves his or her performance, then individual attitudes improve as well.

Reliability and Dependability

Exceptional: Consistently exceeds expectations

  • Displays exceptional performance day after day

  • Keeps his word under all circumstances

  • Regardless of the situation, will do everything possible to make sure that her performance is steady and strong

  • Is unstopped by obstacles, pressures, and demands that would justifiably derail others

Excellent: Frequently exceeds expectations

  • Can be counted on to give 110 percent under all circumstances

  • Keeps his commitments and works with fellow employees to help them keep theirs

  • Automatically works extra hours if that’s what it takes to get the job done right

Fully competent: Meets expectations

  • Can be counted upon for steady performance

  • Demonstrates consistently solid performance in all aspects of her work

  • Handles projects conscientiously from start to finish

Marginal: Occasionally fails to meet expectations

  • Demands reliability from others, but not from himself

  • Has energy, drive, and performance levels that are inconsistent and unpredictable

  • Talks about deliverables, but does not consistently deliver

Unsatisfactory: Consistently fails to meet expectations

  • Disappoints employees who depend on her

  • Makes promises that he doesn’t keep

  • Guarantees that deadlines will be met, but consistently misses them


Exceptional: Consistently exceeds expectations

  • Maintains the highest standards of personal integrity

  • Displays exemplary behavior in every aspect of his work

  • Is highly regarded for her integrity both within and outside the company

  • Is a true embodiment of the company’s values regarding integrity

  • Sets the high-water mark for integrity

  • Identifies the most worthy steps and then takes them

  • When given a choice, always opts for the reputable route

  • Finds and implements the sterling way to handle any ethically challenging situation

Excellent: Frequently exceeds expectations

  • Sets very high personal standards of integrity, which his employees emulate

  • Will not consider less-than-honorable plans, strategies, or behaviors

  • Consistently engages in meritorious behavior

  • Can be counted upon to act honorably in all situations

  • Builds a climate of integrity in her department

  • Demonstrates the highest levels of integrity in all dealings with employees

  • Handles all dealings with his customers with the highest levels of integrity

  • Has a strong sense of integrity that underlies dealings with vendors

Fully competent: Meets expectations

  • Is well-intentioned in all her workplace behaviors

  • Consistently takes the high road

  • Appropriately counsels employees who engage in disingenuous behaviors

  • Has a strong sense of right and wrong, and consistently strives to do what’s right

  • Maintains high standards of integrity across his department

  • Makes decisions that consistently reflect her strong commitment to acting reputably

  • Quickly dismisses less-than-exemplary options

Marginal: Occasionally fails to meet expectations

  • Lets expedience trump integrity

  • Sets integrity aside when pursuing his goals

  • Rationalizes her less-than-meritorious behaviors

  • Does not rank integrity particularly high on his list of priorities

  • Always expects integrity from others, but doesn’t always display it herself

  • Intermittently demonstrates acceptable levels of integrity

  • Has had several recent lapses in integrity

Unsatisfactory: Consistently fails to meet expectations

  • Violates company standards and expectations regarding employee integrity

  • Has put the company at risk with his untoward actions

  • Engages in underhanded behaviors

  • Has taken actions that have caused his employees to question his integrity

  • Has generated complaints from customers because of issues with his integrity

  • Has been the cause of concern from vendors because of her integrity

  • Has cost the company customers and money because of his disingenuous behavior

  • Has engaged in questionable behaviors that have led to corporate embarrassment

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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