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2. 175 Performance Review Phrases To Use When Talking About ...

   www.aol.com/175-performance-review-phrases...

   Here’s a list of 175 examples of performance review phrases to incorporate into your interactions with staff or to approach your manager if you’re going through the process yourself.

3. Performance appraisal - Wikipedia

   en.wikipedia.org/wiki/Performance_appraisal

   A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...

4. Performance rating (work measurement) - Wikipedia

   en.wikipedia.org/wiki/Performance_Rating_(Work...

   The purpose of performance rating is to provide systematic evaluation of the employees’ contribution to the organization. [6] Globally, the combination of indicators and performance management, combined with intensifying work, transforms the work of employees and of the managers. On the managerial level, the will of hierarchy to fulfill ...

5. The chief people officer of Yahoo explains why they don’t do ...

   www.aol.com/finance/chief-people-officer-yahoo...

   Many workers dread their annual performance reviews—but one company’s management team dislikes them just as much as their employees. Yahoo ditched its twice-yearly employee evaluations in 2022 ...

6. Annual performance reviews are riddled with flaws—here’s how ...

   www.aol.com/finance/annual-performance-reviews...

   Annual performance reviews are wildly unpopular, not just with employees but among managers as well. They can be abused by companies looking to get rid of people for any number of reasons, rather ...

7. 360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/360-degree_feedback

   360-degree feedback can include input from external sources who interact with the employee (such as customers and suppliers), subordinates, peers, and supervisors. It differs from traditional performance appraisal, which typically uses downward feedback delivered by supervisors employees, and upward feedback delivered to managers by subordinates.