â He is cautious and afraid of confrontation which leads to him being averse to taking risks. He shows willingness to do whatever is necessary to get the task done. â He fails to spend sufficient time to check his work before submission. â He cannot fulfill his duties due to his lack of necessary knowledge of the job. â He discourages gossip or other negative discourse at the workplace. â His technical aptitude is not as good as it is displayed in his application. â He conducts himself and the relationships with his coworkers very well. He understands how to relate to people. â He constantly pursues new learning and training opportunities. â He sets integrity aside when pursuing his goals. â He is a good supervisor, but has failed to manage his staff to high productivity. He is very good at handling difficult situations with customers. â He is an asset to our team. â He is easily upset when not offered assistance when he feels he needs it. â He ensures his work is accurate before giving it to the customer. We encourage him to develop solutions â or even recommendations â before asking for help. â He is not adept at documenting verbal communication. Configure who will submit reports by choosing the â. â He is a good supervisor, but he is not expert in this field. His team produces poor results for the company.. â He is a great employee. â He is easily confused about “out of plan” changes. â He is unwilling to accept responsibility for missed goals. â He has energy, drive, and performance levels that are inconsistent and unpredictable. â He thinks twice before doing anything that may not be worthwhile. â He is reliable and his performance is of exceptional quality and accuracy. â He is not liked by those colleagues working with him despite the good impression the management team has of him. â He finds it difficult to plan an action without instruction. â He approaches all problems with confidence and the expectation that he will generate solid and innovative solutions. â He is excellent at keeping a written record of his assignments and projects. â He constantly identifies more efficient ways of doing business. â He plans his time off well in advance. â His work is consistently being passed back for rework. â He is frequently late for work and dresses improperly. â His project teams always applaud the way she communicates ideas, requirements and changes. â He can find a point of connection with just about anyone. â Whenever we need a fresh look at a problem, we know we can turn to him for a novel perspective. â He is ready to share information and knowledge for the common development of all staff. â He has a deep knowledge of the products and particular characteristics of the company’s products. â He should prepare before coming to training sessions, This will help him understand all knowledge that trainers are imparting. â He one of is the top staff members who cooperates well with other teams and divisions. â He appears to become frustrated by clients who ask questions. â He consistently makes error-free products. â He is frequently completes any plan or project late. â He treats others with courtesy and respect. â He demonstrates the professional job-specific skills necessary to provide the appropriate quality of work. â He does not understand how to deal with difficult demands from a client or customer. â He is a detail minded person and his work is always completed with high quality. â He fails to create a working environment meeting his subordinatesâ expectation. â He is not very adept at understanding new technology. He should work on this skill over the next 90 days. â He should work to improve his interaction with customers and how well he meets their needs. â He focuses on the basics to bring success to the team. â He always assists coworkers that are having difficulty with their tasks. â He has good relationships with all of her peers. He is good manager who treats all employees equally, regardless of gender, age or any other factor. â He has strong communication with management on required updates in his job function. â He needs to continue to improve his technical knowledge through training and self study. â She is cautious and prefers to avoid confrontation. â He is too focused on finding new ways to accomplish things rather than cooperating with others in a process which is already well tested and defined. â He relies on his knowledge and skills to perform without asking colleagues for help and advice. â He listens to, and promptly follows all directions. â He expresses ideas clearly and effectively, both orally and in writing. â He consistently takes a rigid and practical, stance about things without thinking how she could creatively solve a problem. “Made an effective system to streamline xx work processes by doing xx”. He needs excessive sessions of further training. â He does not always ensure his customers are satisfied. â He is willing to get her hands dirty with his employees to ensure the job gets completed on time. â He isn’t willing to take risks on creative ideas. Related: How to Conduct an Employee Evaluation. â He must be closely supervised if he is to his work. He has ability to find the most suitable solutions to submit to management. He regularly talks to his employees to ensure work is on track. As soon as a new status update is added, participants with âViewâ rights can view it in real time when they log in to their accounts. â He often takes extended lunches and does not make up the added time in his work schedule. â He spends too much time on things such as email and Internet. â He often criticizes rivals in order to convince customers to use the services of his company. â He never gets stressed in unexpected situations. â He has not related to his coworkers well. â He is an innovator at heart. â He Is helpful and diect in dealing with customer concerns. He should be more certain about his proposals. He should work on being an active listener. â He is ready to make a new and carefully considered decision if the situation has changed and the previous actions have become inappropriate. The like how she always encourages open communication. There’s always room for improvement, but be selective about what’s worth addressing, and choose your words wisely. â He always finishes the jobs faithfully, He performs at or above all our expectations. â He does not understand how to set team goals and manage his team to achieve them. â He is highly spoken of by others due his ability to build good relationships. â He is consistently able to obtain the cooperation of others. â He readily appreciates othersâ comments or criticism. â Has excellent communication skills. â He never considers the possible consequences of his decisions. â His high standards of ethics are shown through all of his work on a daily basis. â Everything seems to have big step in the world of technology. â He has a high level of professional knowledge of his job. â He displays a highly consistent level of performance in his work. â He is always the first choice whenever we need a person to take on new technology. Keep communication open and clear. âÂ He should be more open to feedback and apply it to his work to increase his accuracy and productivity. â He developed a [program/initiative] that delivered [x] results. â He overlooks key requirements given to him for his tasks. â He does not assign his staff effectively. â He never publicly makes negative comments. â He remains calm and composed under high levels of pressure. â He understands how to manage personalities similar to his, but has not worked very hard managing other types of personalities on his team. â He asks his team take responsibility for their performances and goals. â He is able to create a sustain a positive and professional relationship with her coworkers, direct reports, and management team. â He is unable to get along with our technology even though our systems have been used for a long time and well documented. â He doesn’t contribute ideas to projects or his suggestions are ambiguous. â He provides the information and knowledge beneficial to the general development of the staff. â He seldom compliments staff on an excellent performance. He has our trust because heâs proven he can get the job done. â He makes a special effort to boost employee morale and create a positive work environment. â He consistently fails to be an effective team player. â He avoids knee jerk reactions, and collects all relevant facts before making a decision. â He actively encourages his coworkers. â His employees consistently complain of unreasonable expectations. â We are impressed with his willingness to give instructions on the latest technologies and facilities.