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