For every competent manager, the expression “samples of performance reviews – time management” is usually a vital part of staff appraisal you complete. The duty of management is to motivate and supervise to ensure that your staff do their jobs well.
You need to have your choice of performance appraisal methodology in place in order to assess and help monitor individual performance in your teams.
In some cases, you may have to take some tasks himself in the interest of meeting certain targets set by the organization. This is why every manager has to be able to ‘walk the walk, and talk the talk’.
In samples of performance reviews you do need to be coherent, precise and easy to read. It has to be pointed out clearly that a sample performance review is a very important document. You should always try to understand what communication techniques within the business context are important and how your choice of words can be misconstrued if delivered badly.
For this reason, it should be written in the best tradition of formal communication. It should get straight to the point. Other features of good performance review examples include precision and the fact that the content has to be unambiguous.
You can feel free to use a sample/example phrases in performance reviews (e.g. from the Internet or HR documentation), but always make sure you give it your own flavor and context to make your views unique and personal.
For the purpose of clarity, performance review examples for managers can take the following format
This should contain important information like the name and designation of the staff being appraised. Things like date of employment, length of service and promotion record will also come under this section. The purpose of having all this data is to make it easy for the person reading the appraisal to identify the staff in question clearly.
- Period of Review
This is another very important part of the review process. Usually, performance appraisals are done annually. For this reason, the manager needs to state the date clearly. This makes it easy to understand the specific period of time to which the review in question can be applied.
- High Points and Low Points
This aspect of the review needs to cover specific information about achievements and shortcomings of the staff in question during the period of the review. This is a very important part of the review and the information here can make or break the staff member who is being reviewed.This is certainly the case if promotions and bonuses are dependent on the review.
This implies that the manager needs to as objective as possible. This part of the review will definitely carry more weight if it is backed up with facts and figures. For instance, if the person being reviewed is in sales and met his or her target, the target figure should be stated clearly.
Concerns about the use of time management utilities, tools & techniques can cover a number of different areas. For example:
- Being late to work
- Being late for meetings
- Taking longer lunch breaks than expected
- Abuse of extended holiday periods
- Ineffective scheduling of their own work throughout the day
You need to approach each of these objects individually and provide suggestions regarding how these matters can be improved.
- Recommendations of the Manager
This section is the concluding part of the review. The manager’s recommendation has to be in line with the information contained in other parts of the review. Again, the manager needs to be as objective and as fair-minded as possible.
Samples of performance reviews – time management – are not very easy documents to write. The manager needs to write the appraisal with a keen eye for detail while being conscious of being perceived as overcritical. The review also needs to be as frank as possible.