“I appreciate how quickly you complete tasks and want fast results. Part of being a great leader is to be able to acknowledge mistakes.” On being impatient I would appreciate it if you could take responsibility for your mistakes, rather than put blame on external factors. I know you always try your best and it doesn’t seem to sit well with you when you make a mistake. “You are a high performing individual who consistently produces great results. With some practice, I believe you’ll have a more impactful presentation.” On lack of accountability It seems like you may not feel the most comfortable speaking in front of an audience. “From reading your slides during our weekly presentations, I see that you have great insights to share. I would appreciate it if you would please highlight the main points at the top of your email.” On weak presentation skills It then makes it difficult for me to respond in a timely manner. Sometimes, especially when we’re swamped with work, I find it difficult to discern the important points within all the text. “I appreciate how detailed and thoughtful your emails are. Are you struggling to figure out what to say, especially when it comes to your co-workers’ weaknesses? Read our suggestions below on how to provide constructive feedback without hurting your co-workers feelings. You’ve got a stack of 360 feedback forms to fill out. Has caused serious productivity problems because of their out-of-date knowledgeįor more examples of feedback individuals actually want to hear, check out ManageBetter’s feedback phrases.It’s time for performance reviews. Ignores their professional code of ethics Gravitates into formal and informal leadership roles based on their expertise Maintains and delivers high quality level workĪctively seeks opportunities to take on the most demanding and difficult tasks Lacks expertise in areas in which it is most needed on the job Handles every technical challenge skillfully, thoroughly, and effectivelyĮnhances the effectiveness of group meetings by sharing their expertise on issues or questions that arise Waits until tomorrow to plan for tomorrow Typically comes up with excuses for why they can’t help outĪcts on situations before they turn into problemsĪppropriately identifies work that needs to be done, and then takes action Is unwilling to go the extra mile for anyone but themselves Strives to deliver more than whatever is expected Puts in extra time, energy, and effort to produce the highest-quality work Starts to panic at the first sign of pressure Goes into high gear when the pressure is on Turns obstacles into challenges and then overcomes themĭisplays more talk than action when it comes to meeting goals Generates conflict rather than collaboration Is one of the easiest people to work with Writes with numerous grammatical errors and typos Has personal interests that conflict with team interests Recognizes and builds the unique abilities of each member of the team See more: Subscribe to The Thougthful Leader newsletter to discover exceptional leadership insights to elevate your team's performance. Use these 360 feedback examples for peers to help you in the next performance review! However, we get that it can be difficult coming up with the right wording. Providing the right feedback for your peers can help them grow tremendously.
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