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Performance Management Skills Comments

Goals and Objectives

• I aligned individual and team goals with the organization's goals and objectives.
• I measured performance of goals and objectives.
• I set long and short term goals.
• I provided employees with necessary resources to accomplish their goals.
• I set specific and measurable goals for others and follows through to completion.
• I ensured that team goals are met 85 percent of the time.
• I set clear and ambitious goals to be met.
• I made sure the team's goals were met.
• I ensured team members understand the department goals.
• I measured job performance of subordinates against defined goals and objectives.
• I set challenging goals and objectives.
• I adusted performance goals as needed to meet the demands of the department/organization.

• I ensured employees understand their performance expectations.
• I obtained commitment from employees regarding completion of tasks.
• I set the Objectives and Key Results (OKRs) required for the position.
• I aligned individual and team performance expectations with the organization's expectations.
• I ensured employees understood how work was to be completed.
• I created clear standards that were understandable and fair.
• I established standards for expected performance.
• I planned and set work expectations.
• I set performance expectations that were clear, specific and concise.
• I revised the OKRs required for the position on a quarterly basis.
• I set and maintained high standards for myself and others.

• I established standards for expected performance.
• I used existing performance frameworks to define measures of performance.
• I identified the Key Performance Indicators (KPIs) for the position.
• I ensured that OKRs were aligned with company objectives.
• I determined the operational standards needed for performance of the job.
• I used established criteria for measuring job performance.
• I established indicators to measure levels of performance.
• I monitored performance on a regular basis.
• I established measures of performance.
• I created several measures of success for each goal.
• I determined the Objectives and Key Results (OKRs) needed for the position.
• I linked qualitative objectives to quantitative key results.

• I made sure commitments were understood and met.
• I made sure employees understood what was expected of them.
• I conveyed expectations for meeting performance metrics.
• I communicated OKRs to employees regularly during monthly meetings.
• I clearly articulated the performance requirements for the position.
• I ensured Job Descriptions were up to date and accurate.
• I ensured the employee understood the key tasks, goals and KPIs required for the position.
• I communicated the roles and responsibilities to the employee.
• I informed the employee of the required sales/production targets.
• I ensured employees understood their performance expectations.
• I was consistent in clearly communicating job requirements.

• I stressed the importance of meeting production quotas.
• I held the team accountable for meeting objectives.
• I ensured employees are accountable for meeting OKRs.
• I assigned tasks and responsibilities and held employees accountable for actions.
• I held employees accountable for meeting performance expectations.
• I held the team leader accountable for the team meeting key performance responsibilities.
• I assigned responsibility for meeting specific objectives.

• Assessed employee performance against defined standards.
• I reviewed job performance shortly after completion of tasks.
• I measured job performance of subordinates against defined goals and objectives.
• I measured performance using standard production quotas.
• I recorded production quotas on a daily basis.
• I used pre-established key benchmarks to measure performance.
• I reviewed monthly or weekly reports of quantitative metrics (sales/production) to measure performance level.

• I continuously measured performance and provided feedback to employees.
• I monitored progress to ensure performance goals were being met.
• I routinely hold audits of performance on a weekly or monthly basis.
• I established indicators to measure levels of performance.
• I used weekly staff meetings to assess performance of key responsibilities.
• I established measures of performance.
• I monitored performance on a regular basis.

• I informed team members how their performance compares to stated goals.
• I effectively use the current performance review process.
• I regularly conducted performance reviews of all employees.
• I conducted objectives and key results (OKR) assessments on a quarterly basis.
• I used the established performance review forms to maintain consistency in reviews.
• I performed thorough and timely employee performance reviews.
• I performed thorough and timely employee performance appraisals.

• I ensured employees are trained in areas where performance may be lacking.
• I provided employees with training as needed to increase their performance.
• I required employees to participate in additional job training as part of a remediation program.
• I encouraged employees to take additional training in areas where they had low performance scores.
• I participated in training as needed to improve job performance.
• I trained and developed employees to realize their maximum potential.
• I provided support and resources employees need to do their best to accomplish goals.

• I assigned additional responsibilities to facilitate internal employee promotions.
• I awarded new assignments to those who were most capable.
• I gave additional responsibilities to individuals who exceed standards.
• I increased responsibilities for high performing individuals.
• I rewarded exceptional individuals with additional responsibilities.
• I provided additional responsibilities for employees that exceeded performance standards.

• I used timely and appropriate corrective/disciplinary actions.
• I presented performance feedback in a clear and concise manner to address performance issues.
• I addressed performance issues as soon as possible.
• I am consistent in disciplinary/corrective actions.
• I place employees on probation if they fail to meet minimum performance standards.
• I addressed poor performance sooner rather than later.
• I am consistent in corrective actions.

• I implemented remediation plans with follow up after 3 months.
• Initiates probationary actions for employees with sub-par performance.
• I identified specific actions to be addressed through the remediation plan.
• I initiated a performance improvement plan for underperforming subordinates.
• I implemented remediation plans that included specific performance goals in areas most in need of improvement.
• I implemented remediation plans as needed.

• I acknowledged employee contributions that support the bottom line.
• I ensured team members receive rewards for positive performance accomplishments.
• I recognized and value good performance.
• I recognized team members when they contribute significantly to the team.
• I acknowledged employee contributions that supported the bottom line.
• I recommended employees for distinguished service awards if warranted.
• I rewarded employees for exceeding goals.

• I ensured that team members received rewards for positive performance accomplishments.
• I rewarded individuals who have shown imagination in developing creative solutions to problems.
• I rewarded employees for exceeding goals.
• I recognized employees with long and distinguished careers of service.
• I recognized employees who have shown courage in persevering against great odds and difficulties.
• I recognized people who provide outstanding leadership in planning, organizing.

• I ensured the eligibility of the proposed award recipient.
• I administered the performance rewards program in a fair and equitable manner.
• I was proactive in administering the rewards program.