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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 ... Performance Review Examples About Time Management ... Creates tension within the team by frequently making inappropriate jokes or comments.

  3. 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 ...

  4. File:Employee Performance Review Template.pdf - Wikipedia

    en.wikipedia.org/wiki/File:Employee_Performance...

    This report will give to your manager the information she needs in order to ensure that the team has Adequate skills and knowledge, Works efficiently and Establishes a Healthy communication climate, (thereby fulfilling the basic requirements for a projectised and employee empowering organization).

  5. 5 Tricks To Ace Your Performance Review - AOL

    www.aol.com/news/2012-04-06-5-tricks-to-ace-your...

    By Brian O'Connell When it comes to knocking a job performance review out of the park, it pays to be aggressive and to be your own public relations director. It's an uphill climb for U.S. workers ...

  6. 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 ...

  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.

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