Negative Attributes in Performance Reviews
Ideally, an employee's performance review should provide both complimentary remarks about the employee's performance, as well as constructive feedback the employee that's useful for improving his overall work performance. However, some supervisors are at a loss for including positive remarks on certain employees' performance review and they focus solely on the employee's negative attributes. Many of the negative attributes supervisors identify in performance reviews range from actual job performance to the employee's impact on other employees.
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Working Relationships
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Most performance reviews ask supervisors to rate employees about their ability to build and sustain positive working relationships with their peers, colleagues, supervisors and managers. Employees who lack interpersonal and communication skills may not do well in this area. They can be difficult to work with because they are simply dissatisfied with their jobs, not motivated or dealing with personal issues that affect their work performance and attention to their responsibilities.
Dependability
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Excessive absenteeism and tardiness are common signs of workers who aren't dependable. Within a production-oriented environment, dependability may be a critical element of performance since so many jobs are based on sequential activities, such as an assembly line. When one employee is absent, it can put strain on other employees, which also affects the employee's ability to develop positive working relationships.
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Job Knowledge
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Lack of thorough job knowledge may not be entirely attributable to the employee; it's often the employee's responsibility to seek guidance from his supervisor on job functions he cannot perform or cannot perform proficiently. One of the negative attributes in a performance review concerning job knowledge for staff includes lack of training or familiarity with work processes. For supervisors' and managers' performance reviews, their lack of job knowledge usually has to do with the inability to exercise management authority, such as delegating job duties to employees.
Teamwork
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Employees incapable of forming productive relationships with their co-workers usually are the employees who have the most difficulty working on teams. Their attitudes toward work, their peers and their supervisors affect their willingness to work collaboratively. Additionally, some employees have a difficult time working on teams because they're unable to relinquish control, they end up appointing themselves as the informal group leader and they lack the support of their team members.
Considerations
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Given the opportunity, many supervisors would just as soon not give a performance review than give one that contains negative attributes about the employee's work performance. In the interest of maintaining a productive workforce, supervisors have a difficult task, nonetheless. In addition to providing constructive feedback that's construed overall as negative, they have the task of turning around employee performance through a performance improvement plan or judging whether it's worth the company's resources to keep the employee onboard.
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