Performance evaluation phrases help a business and a team in so many ways. Once evaluation time rolls around, your employees may feel a little anxiousness. When you use positive performance evaluation phrases, your team productivity as well as happiness increases, the team atmosphere and collaboration improves, and the employee-manager relationship is more open and honest.
Productivity and happiness
When you use positive phrases as opposed to the old-fashioned tell it exactly like it is and if an employee isn’t reaching average productivity levels, you tell them they need to improve, productivity and happiness improve. To be clear on what we mean by positive performance evaluation phrases, it is when a manager instead offers help and advice on how they can help to improve that employee’s output.
Positive phrases make an employee feel empowered, excited, and motivated for the future rather than dejected. Your team should be able to walk out of your performance reviews genuinely smiling. It might take a while to shift if you have been giving performance reviews for a while, but we believe in you. If you need help, we have plenty of resources to help you get started.
Atmosphere and collaboration
With positive performance reviews, your team will realize that they are all in the same boat. You will notice an improvement in the collaborative environment. When you are open and honest with every member of your team, they will realize that some people are better at different things. While giving reviews, you should encourage your team members to ask each other to accomplish tasks.
Your team will start working harder together, just like the kids on Lionel Messi’s team above. Just imagine how hard they must have worked to earn a spot on FC Barcelona.
Being open, honest, and candid with your employees can improve the employee-manager relationship. When you are open and honest, they will return the favor. Your performance reviews were likely never dishonest, but with your new style, your employees will see you more as a mentor than a manager.
The difference, in my mind, is that a mentor helps guide an employee to reaching goals while a manager might simply state their goals. You want your employees to be able to come to you with any questions they may have and you should be prepared to answer them or direct them to an immediate source that can.
If you are finding that your employees keep coming to you with the same questions, it may be easiest just to create a lesson so they can have a repository resource that they can check in on every time they may be unsure.
To start building said lesson, try out Lessonly for a few weeks and let us know what you think here.
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