If you have formal work evaluations, discuss how often these evaluations occur and what topics need addressing. Interviewers often want to know how your performance is evaluated so be sure to give as much information as possible surrounding your targets, KPI's, and goals. Everyone will receive negative feedback now and then, and it's okay to discuss this, just make sure to wrap up your answer on a positive note.
"My last work evaluation was about three weeks ago. Our company holds evaluations every three months, and the premise of the evaluation is to discuss our percentage to goal as well as any general performance feedback. In my most recent evaluation, my supervisor asked that I be a touch more careful when it came to my documentation and coding. I made a couple of errors that were not damaging, however, a bit messy. For the most part, my boss has great things to say about my willingness to take on extra work and help out my coworkers when their workload becomes overwhelming."
"We are evaluated every year in December before year-end arrives. I received a positive review overall. My area to improve was meeting deadlines for the cross-functional teams. Those were the side projects assigned to me outside my normal duties. I overshot the scope of work with my regular deadlines and unfortunately, missed another. The positive feedback is that I am willing to work overtime when needed and take accountability for my work."
"I am evaluated on a quarterly basis with the primary KPI's being productivity, employee retention, and safety. I did have an accident on the floor last month which was a point of discussion in my last performance evaluation. Luckily, that particular employee had all of their updated safety certifications, so I did not need to worry about falling short on due diligence. The most common compliment that I receive in my evaluations is that I am a dynamic leader with employee retention being the lowest its been in eight years. I am very proud of that fact."
"Our office does not perform regular work evaluations as much as we have huddles nearly every day. In these informal meetings, we discuss what we could have done better the day before, and what we were proud of. This method keeps me accountable for my everyday work. Most often I try to work on my ability to change directions when a client requests it. I often receive compliments on my unique thought process and ability to bring an idea to life for a client."
"As the retail manager, I am evaluated on my performance as well as my staff's performance. These performance evaluations are on a weekly basis and focus on sales, returns, and customer response. I am most proud of the fact that I have a 100% customer satisfaction feedback rate. One area I am to work on with my team is increasing sales mid-week versus relying on the weekend shoppers to carry our targets for the week."
"Informally, I am evaluated on a daily basis. Formally. I am evaluated twice per years. In my informal evaluations, my regional sales director will comment on my percentage to target and close ratio. I am always above expectations. One area for me to work on would be to increase my amount of cold calls to build a stronger pipe down the road."
"I am evaluated on a quarterly basis. This evaluation schedule is the schedule I have always followed, as a teacher. Our evaluations are based on classroom observations, primarily. My principal also takes samples of my student's work and my lesson plans. The one piece of feedback that I received this past performance was that I needed to update my Spanish curriculum to include new terms related to current events. I receive consistently positive feedback on my students' performance as well as their level of engagement in the classroom."