Performance review examples dependability

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Performance review examples dependability 

Employees may approach their jobs wanting to do their best work and to make a positive contribution to the company. In order to provide communication to employees about work performance, many companies conduct performance appraisals (information about how the employee is performing) at least one time each year. Taking into consideration the list of characteristics, skills, abilities and knowledge required to perform in a satisfactory manner, some companies include effort, loyalty and dependability as part of the appraisal process.

Effort from the Employee

In order to perform the required duties and responsibilities of a job description, an employee must put forth effort. Effort is the hard work or attempts to do the job and actually can be observed and measured. For example, if a job description of a receptionist includes answering the phone by the third ring, this requirement can be observed by others or measured electronically through abandoned call logs (computer software that tracks time the caller is waiting for a call) associated with the company telephone system. The data collected can be used to evaluate and reward the effort put forth by the employee.

Loyalty from the Employee

Employee loyalty is important for the success of the company. If employees are looking for other jobs due to dissatisfaction with their present companies, their performance may suffer. Employees who feel that the company does not care about their welfare may also exhibit less loyalty. In order to encourage loyalty, some companies include this as part of their performance appraisal and actually reward loyal employees in some way. Loyal employees have less absences, are most likely to support and adhere to company policies and are positive role models for co-workers.

Dependability from the Employee

When an employee is dependable, his behavior reflects teamwork. Dependable behavior includes coming to work on time, completing projects in a timely manner and representing the company with an upbeat and positive attitude. When employees exhibit this behavior, a company may be more successful and considered a positive environment in which to work. Happy employees may be more productive and waste less time on negative issues.

Significance of Performance Appraisals

Companies that have implemented performance appraisals as part of their culture (company beliefs, actions and behaviors) may be able to attract the best employees. If employees want to put forth their best efforts and work hard to help their company be successful, they deserve to have these efforts acknowledge, encouraged and communicated to others. The employees who demonstrate their best efforts, loyalty and dependability make a statement as to what the company stands for. Employees who do not commit or are lax in their efforts can be a burden to the company in both monetary (cost of absences, errors) and morale (bring other employees down) costs.

Rewarding Effort, Loyalty and Dependability

Rewarding employees for positive efforts, loyalty and dependability may be critical for companies in their retention efforts. Developing a rewards program that includes monetary (increased salary, bonuses, commissions) and nonmonetary (plaques, certificates, luncheons ) rewards may be the best investment a company can make. Taking the employees for granted can result in the decrease of these important characteristics or even the loss of a valuable employee. Building a performance appraisal system that recognizes and encourages these behaviors can be the best tool for building a strong organization.

Useful materials related to performance review examples dependability

• http://performanceappraisal123.com/11-methods-for-performance-review

• http://performanceappraisal123.com/300-free-phrases-for-performance-review