Evaluating Others
Evaluating Others
Evaluating Others
Performance Feedback
Phrases
Evaluating Others: Use these sample phrases to craft meaningful
performance evaluations, drive change and motivate your workforce.
Evaluating others is the capacity to see the individuality in others and recognize a person's
unique point of view.
Observes a person to know how good they are in taking the initiative:- whether they go
ahead and correct errors when they arise or wait for someone else to notice and ask them
to do it
Looks at a person's ability to learn from their past experiences and use that learning on
new situations at work
Looks at a person's ability to collaborate with others. A person who works in a team is
more likely to accomplish tasks faster and more efficiently that one who works alone
Regularly reviews feedback from the customers in order to know the quality of work a
person delivers
Looks at a person's creativity in prioritizing tasks and how committed they are to
executing them
Looks at a person's level of innovation. A person who comes up with a new solution to a
problem, thinks outside the box and successfully takes risks on their own is considered to
be highly creative
Checks to see whether a person takes time to work on weak areas after receiving
feedback
Looks at a person's ability to take ownership of assigned tasks and figure out ways to get
things done
Checks a person's rate of completion of tasks and evaluates the quality of the tasks to
ensure they are on the right track
Observes a person to see how they respond to change:- whether they are cheerful or
complaining when handling new tasks
Finds something good to say about others even when one does not like what they have
produced
Looks not only at how well a person closes a deal with a customer but also at how well
they work through the whole process
Looks for evidence that a person is committed to developing new skills that help improve
the company
Looks at a person's punctuality and attendance:- whether or not a person has attained
perfect attendance to work and meetings
Looks for evidence that a person sets clear goals that match the company's objectives
Looks at how consistent a person is in finding new effective ways to perform tasks or
solve issues
Looks for evidence that a person shows sound judgment when assessing multiple
opportunities
Watches to see whether or not a person is able to remain calm and composed when facing
a difficult situation or when under pressure
Does not use assertiveness when giving feedback especially when criticizing a person's
work
Pretends to know everything and doesn't bother to ask questions about the work when
one doesn't understand some aspects of it
Focuses mainly on the wrong things people have done in a work and forgets to highlight
the things they have done well
Does not describe what one is looking for in people and what is expected of them during
the evaluation process
Uses judgment phrases such as "that was the wrong thing to do", or "good leaders don't",
when evaluating people
Uses exaggerated body language and gestures when making a point about a person's
weak areas
Often uses exaggerating words, such as "always" or "never", when giving feedback thus
makes the other person lose confidence to move on
Lacks confidentiality; discusses another person's weak areas with other employees
What techniques have you used to evaluate others? What have you done to improve these
techniques?
How do you prepare for an evaluation process? How do you make sure that a person
knows exactly what you are looking for?
Is there a time when you have not been honest when giving feedback? If yes, why is that?
Describe a time when you went into a performance review without preparation. How did
it go?
What ways, if any, have you used to help underperforming colleagues improve their
performance?
How have you helped a person, who is motivated and excited about his ability, continue
to grow and develop?
Is there a time when you felt you did not get what you expected from your evaluation?
Why? What did you do?
In your opinion, do you think evaluating a person can give an adequate reflection of their
character?
How do you think a company benefits from regularly evaluating its employees?