How to Give a Performance Review to a Peer

If y'all've ever walked abroad from a operation review confused nigh where you stand, you're non solitary. The art of giving clear, intentional, and valuable feedback is tricky to master, which is why so many employees accept experienced underwhelming performance reviews.

At Civilisation Amp, our mission is to build a improve world of work. Useful feedback, an constructive functioning management system, and the overall employee feel are inextricably intertwined. That's why we put together this list of functioning review phrases to guide you in the correct management and acuminate your ability to provide useful feedback - whether information technology'due south about yourself, your direct reports, or your team members.

Operation review phrases to use during a self-evaluation

Self-evaluations tin exist awkward. You lot don't want to pat yourself on the back too much, but it tin also feel uncomfortable to openly share your areas of weakness with others. Ane fashion to combat this mental block is to utilize phrases that are more objective in nature. Chris Zeller, an Executive Recruiter at Adecco, explains, "It'due south always helpful to keep feedback rooted in observable behavior, which has null to exercise with intent or inherent traits."

This recommendation is aligned with the Situation-Behavior-Impact (SBI) feedback model, which aims to focus on facts and less on subjective assessments. To utilize this model, you structure your feedback around the following components:

• Situation: Describe the situation. Be specific most when and where it occurred.
• Behavior: Describe the appreciable behavior.
• Impact: Explain how the activeness has affected others.

Based on this advice, here are phrases you can use during the self-evaluation portion of your performance review.

To recognize positive performance

I demonstrated [behavior] when I [example].

This phrase is effective when talking positively almost your performance because it identifies a strength while also providing a concrete instance. This phrase is useful and makes it less awkward to talk about yourself since you're non subjectively assessing your personality.

Examples:

1. I demonstrated initiative when I wrote 3 additional blog posts this quarter.
2. I displayed leadership skills when I led the engineering team through a feature release.
3. I showed dedication every bit a director when I guided an employee through a work conflict.
4. I demonstrated my collaboration skills by planning the holiday party with a total committee.
5. I showed strong time management skills and teamwork when I took over my teammate's piece of work while he was on vacation and completed all my own tasks also.

I successfully completed [projection or milestone] and, equally a result, accomplished [results].

This performance review phrase is less focused on your behaviors and more focused on the results of specific milestones y'all reached or projects yous completed. This is a groovy phrase to use if you take strong data points to share.

Examples:

1. I attended five events and, as a event, exceeded my sales quota by 10% this quarter.
2. I fix multiple goal checkpoints, which led to the marketing team hitting all its Q1 KPIs.
3. I implemented a new update, which resulted in a 10% increase in website date.
4. I finished a content audit and was able to pinpoint the gaps we need to address in Q2.
5. I planned a successful PR offsite and, as a issue, the team produced three fresh story angles to pitch next calendar month.

To admit areas of improvement

I recognize that I could improve in [area of comeback]. I plan to practise and so by [action].

While it's tough to talk about the areas you need improvement in, this performance review phrase is helpful because it immediately offers a solution to the "problem." This shows your manager that you're proactive, self-aware, and driven because you're taking ownership of your weaknesses. Kate Snowise, an executive passenger vehicle and manager, explains, "There is one skill that can massively impact the fashion existing and emerging leaders are perceived by their peers and superiors: demonstrating initiative through being consistently solution-focused."

Examples:

1. I recognize that I could amend the fashion I run meetings, which I plan to exercise by coming up with more focused agendas.
2. I know I demand to speak upward during brainstorms. I'thousand going to start planning ideas alee of time then I feel more than prepared.
3. I recognize that I demand to meliorate how I proofread my work, so I'm planning to brand grammer and spell checks a routine office of my review process.
4. I demand to show more composure in stressful situations. To exercise this, I'm going to practise mindfulness and step abroad from my desk when I feel overwhelmed.
5. I know that I interrupt others unintentionally. I've asked my squad to gently allow me know when I do this so I tin can be more than aware of my deportment.

I'g going to stop doing [action] because I know information technology results in [upshot].

This performance phrase is more direct. It pinpoints a specific activity that you lot know has negative results or consequences, while demonstrating your commitment to avoiding it in the future.

Examples:

1. I'one thousand going to stop calling out people for mistakes in meetings considering I know it can be embarrassing and isn't the appropriate way to handle the situation.
2. My goal is to cease coming to meetings late because I know it's disrespectful of everyone'south fourth dimension.
3. I'm going to end raising conflicts in Slack because I know messages can exist easily misconstrued and some issues are better resolved in person.
4. I won't modify projection deadlines without alerting anybody else involved because I know it affects people's workloads.
5. I'one thousand going to end micromanaging my colleagues because I know it makes them experience like I don't trust them.

Operation review phrases to use when you lot're a manager

As a director, y'all serve as the gatekeeper for your direct reports' feedback, then in that location'southward a lot of pressure to evangelize information technology in an impactful style. The balancing act of delivering positive feedback while too providing constructive comments can exist challenging. Sara Kaplan, Social Media, Content, and PR Manager at Weploy, suggests a specific framework to brand the process a bit easier.

She elaborates, "At my company, I'1000 asked to give feedback in the following format: End/Starting time/Keep Doing - information technology helps frame things constructively."

This Cease/Offset/Go on Doing framework is also beneficial for making it clear to employees how they tin can influence and take action on their personal and professional development. While development should be owned by the employees, managers can use these phrases to assist track progress and go along them answerable.

Keeping this constructive approach in mind, beneath are phrases you can use to finer provide feedback to your direct reports.

To recognize positive performance

Y'all excel at [action], and I would love to go along seeing that from you.

With this phrase, you're calling out beliefs that y'all want to encourage an employee to proceed doing. This makes articulate to the individual what they're doing well and what's you expect them to proceed doing in the future. The more than specific you tin can exist with this feedback, the more impactful it will be for the employee.

Examples:

1. You excel at creating thoughtful marketing decks. I would love to take you lot continue taking the pb on them, especially since I know yous enjoy the creative procedure.
2. I'1000 actually impressed with the mode yous revamped our weekly start coming together. I want you to keep speaking out nearly processes you think could be improved.
3. I appreciate the way yous took ownership of the code and fixed the bugs. Please continue being equally honest and proactive as you have been about your work.
4. The way yous handled the disharmonize on your team was so professional. You should experience empowered to go on addressing those situations.
5. I really respect how you managed the expectations of the CEO virtually our PR goals. I would love to see you continuing to push button back on anything you don't feel sets our team upward for success.

I encourage you to keep doing [action]. I've received positive feedback that this has really helped the squad [event].

This phrase is a little different because it gives you lot the opportunity to incorporate feedback from a tertiary party (due east.g., a peer or somebody on another team). Whether or not it'southward anonymous depends on what your team is comfortable with. This mode, your employee knows their performance or actions is appreciated past people beyond but y'all.

Examples:

1. I encourage you to proceed existence a sounding board for your teammates. Many of your team members say y'all're a great listener, and they feel comfortable sharing ideas with you.
2. Multiple people mentioned how skilled you are at keeping everyone on track with tight deadlines, which has been beneficial for the squad's productivity. I'd dear to see you go on to take the lead on this for future projects.
3. I encourage yous to proceed edifice a human relationship with our remote team. They told me how much they capeesh your consistent and clear communication.
4. Our new rent shared that you were instrumental in getting her onboarded onto the team apace. Is this a process you lot'd exist interested in taking over in the time to come?
5. I would dear for you lot to keep sharing fresh ideas at the monthly brainstorm. The last one you suggested was one of our nigh successful campaigns, and anybody considers it to exist a big win.

To place areas of improvement

My feedback is for you to stop [action] because it results in [upshot].

This is a style to let your employees know that a specific and observable action they've taken is undesirable. Moreover, it gives you a chance to explain the negative outcomes, which is something your direct report may not have been aware of in the commencement identify. It'south of import to make sure this action is ane either you or a squad member has witnessed multiple times - otherwise, information technology's difficult to justify why your employee is receiving this feedback.

Examples:

1. My feedback is that y'all stop sending urgent emails late at nighttime. You lot're creating stress for the other team members outside of working hours, and it's non a good for you habit.
2. When you lot raise your voice during discussions, you lot make other people uncomfortable. This is something you should be enlightened of and not do moving forward.
3. I'grand aware that you cancel your one-on-one meetings almost every week. This isn't acceptable given you're a director responsible for the career growth of multiple employees.
4. I would like to run into you stop waiting until the last minute to prepare your quarterly results. Your presentations tend to exist scattered and don't represent your team's efforts well.
5. My enquire is that you end using your laptop during meetings. It gives the impression that you aren't engaged and is distracting for others as well.

I encourage yous to start [activeness] because it will help you [intended result].

If you're not comfortable asking an employee to finish doing something, you tin flip information technology and enquire them to start doing something instead. For case, instead of asking them to stop existence late to meetings, you can encourage them to offset planning alee for meetings so they get there early - pick whichever phrase amend suits your management style.

Examples:

1. I encourage y'all to set an alarm a few minutes before a meeting starts and then you lot come on time.
2. It would exist beneficial for y'all to commencement taking notes during our stand-up then you don't forget any of the tasks or feedback that were shared with you lot.
3. Yous should block off time on your calendar to get your administrative tasks washed on time since it's piece of cake to allow them fall through the cracks.
4. I remember it would be valuable to take a team member review your customer emails to help you check the tone.
5. I encourage you to start practicing flexibility when it comes to new ideas - it may help you discover time-saving processes.

Performance review phrases to use when evaluating peers

Many companies comprise 360° feedback. This type of feedback involves collecting responses from peers who work with the private being reviewed. Sharing feedback about someone yous work with every solar day, who you may be friends with, is tricky - specially when the feedback is effective.

Christine Tao, Co-Founder and CEO of SoundingBoard, offers her perspective on how to approach this challenge. She explains, "Being specific and timely helps - the more you lot can catch or note the behavior close to when it occurred, the better. And when yous share it, describe the impact that it had on you or others. Yous can also take this farther by asking questions on what other actions they might take or change if the feedback is constructive."

Some other important thing to continue in mind: Bearding feedback doesn't requite you the liberty to be unfairly harsh in your review of a peer. Information technology'south never easy to be the recipient of negative feedback, so try to practice empathy - especially when sharing constructive feedback with a boyfriend colleague.

Lauren Linzenberg, Founder & HR Consultant at MENSC{60 minutes}, recommends doing a gut check. She goes on, "Make sure you're comfortable saying what you lot wrote in the review to the person's face. If you provide feedback that you wouldn't experience comfortable confronting in person, y'all may run into resistance."

To recognize positive performance

When yous did [action], it really helped me [result].

This phrase identifies a specific example when you really appreciated your colleague'south contribution. When giving this feedback during a performance review, focus on something recent as you will probable call back their accomplishment more accurately. This phrase also follows the SBI feedback model and will help your peers understand what actions or behaviors positively impacted yous, and why.

Examples:

1. When you offered to take one of the writing projects off my plate, information technology made me feel supported considering you recognized that I was busy and stepped in proactively.
2. Yous saved me a lot of fourth dimension when you pointed out the error in my code early on.
3. When you publicly gave me credit for the project we worked on together, information technology fabricated me feel recognized.
4. I really appreciate the feedback you shared with me nearly my advice way - information technology helped me identify and improve on an issue I wasn't even aware of.
5. When you supported my idea in the begin, it gave me the confidence to continue advocating for my project.

I really appreciate it when you [behavior], such as when you lot [example]. 

This phrase shifts the focus from a specific action to general behavior. However, that doesn't make this phrase less valid or more than difficult to empathize because it'southward nevertheless rooted in tangible examples.

When it comes to behavioral feedback, information technology's of import to be aware of gender biases. Research has shown that managers and peers - regardless of gender - tend to give women more personality-oriented feedback and men more work-oriented feedback. Unfortunately, the quondam is less actionable and tin contribute to the gender gap, and so it's critical to be mindful of this when utilizing this phrase.

Examples:

1. Your conflict management skills are really valuable to our squad. For instance, yous were pivotal in resolving our team'southward dispute well-nigh processes last calendar week.
2. I really appreciate it when you give constructive feedback. Your feedback helped me refine my ideas for my final presentation, which concluded up being a success.
3. I honey how y'all take ownership of problems even when they're not your own. It sets a nifty example for me.
4. You're great at solving challenging work problems. You helped me navigate multiple stressful situations past allowing me to bounciness ideas off of you.
5. I adore the proactiveness you brought to our virtually contempo projection because it helped me plan ahead and prioritize my work.

To bespeak out areas of comeback

I think you could improve on [action] because [reason].

You lot'll observe the linguistic communication of this phrase is less managerial in tone. Information technology's more of a suggestion based on behavior or results you've witnessed, rather than an ask to "stop" a certain behavior since this is feedback betwixt 2 peers.

Examples:

1. I think yous could better the way you share updates with the residual of the team. Sometimes, people become left out of the loop so not everyone is on the aforementioned folio.
2. An area you could amend on is prioritization - you're always so willing to bound into new projects, which is great, but that results in unmet deadlines.
3. I remember you could meliorate on staying focused during meetings and brainstorms. Discussions frequently go off track because y'all want to take them in some other direction.
4. An area of comeback to consider is the way you edit other people's work. It would be helpful to explain why you update something instead of changing information technology without context.
5. Y'all could improve the way you manage expectations with our customers so they don't end up disappointed or upset downward the road.

I would love to see yous exercise more [action] because [reason].

Again, if request someone to improve on something isn't comfortable for you, a more positive fashion to frame feedback is to say "I would love to encounter you do more…"

Examples:

1. I would love to meet you take more ownership of your mistakes. Everyone makes them, merely it makes the resolution a lot smoother if there'southward no finger-pointing.
2. It would exist great if y'all could recognize when you lot need aid, and enquire for it, so we can avoid any lost effort or fourth dimension.
3. I would actually capeesh it if you could be more than open to other people'south suggestions considering new perspectives can be valuable.
4. I would dear to see you be more than thorough when handing off projects because it'll brand the transition more than seamless.
5. It would exist cracking to see you engage more than during our status meetings because information technology feels like you're oftentimes uninterested in what the residue of the squad is working on.

Accept your performance review to the next level

Hopefully, these phrases helped you improve envision the type of feedback to incorporate in your next operation review. Call up that these are only starting points - yous should feel empowered to mix up the phrases, tweak them to fit your direction style, or come up with your own if you didn't run into any that resonated with you.

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Source: https://www.cultureamp.com/blog/performance-review-phrases

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