It helps managers assess the effectiveness of their employees and identify areas for improvement. For example, a manager couldn't accomplish his function effectively without the combination of a great leadership and credibility. He is one of the most moral employees. We have the tips to help showcase your skills on a resume and provided examples of them to help you out. To demonstrate reliability means to show people that one can be depended upon. Trustworthy people at work always keep their values in mind. This is why the reliability of a company begins with that of each person who is part of it. Dependability: Meets Expectations Phrases. Thats almost two-thirds of the time spent onother distractions. Overarching positive comments about super attitudes provide no information regarding behaviors for an employee to continue, while overarching negative comments about terrible attitudes provide no information regarding behaviors for the employee to eliminate.
\nWhen providing feedback in reliability, dependability, and integrity, keep in mind that as an employee improves his or her performance, then individual attitudes improve as well.
\nReliability and Dependability
\nExceptional: Consistently exceeds expectations
\n- \n
Displays exceptional performance day after day
\n \n Keeps his word under all circumstances
\n \n Regardless of the situation, will do everything possible to make sure that her performance is steady and strong
\n \n Is unstopped by obstacles, pressures, and demands that would justifiably derail others
\n \n
Excellent: Frequently exceeds expectations
\n- \n
Can be counted on to give 110 percent under all circumstances
\n \n Keeps his commitments and works with fellow employees to help them keep theirs
\n \n Automatically works extra hours if thats what it takes to get the job done right
\n \n
Fully competent: Meets expectations
\n- \n
Can be counted upon for steady performance
\n \n Demonstrates consistently solid performance in all aspects of her work
\n \n Handles projects conscientiously from start to finish
\n \n
Marginal: Occasionally fails to meet expectations
\n- \n
Demands reliability from others, but not from himself
\n \n Has energy, drive, and performance levels that are inconsistent and unpredictable
\n \n Talks about deliverables, but does not consistently deliver
\n \n
Unsatisfactory: Consistently fails to meet expectations
\n- \n
Disappoints employees who depend on her
\n \n Makes promises that he doesnt keep
\n \n Guarantees that deadlines will be met, but consistently misses them
\n \n
Integrity
\nExceptional: Consistently exceeds expectations
\n- \n
Maintains the highest standards of personal integrity
\n \n Displays exemplary behavior in every aspect of his work
\n \n Is highly regarded for her integrity both within and outside the company
\n \n Is a true embodiment of the companys values regarding integrity
\n \n Sets the high-water mark for integrity
\n \n Identifies the most worthy steps and then takes them
\n \n When given a choice, always opts for the reputable route
\n \n Finds and implements the sterling way to handle any ethically challenging situation
\n \n
Excellent: Frequently exceeds expectations
\n- \n
Sets very high personal standards of integrity, which his employees emulate
\n \n Will not consider less-than-honorable plans, strategies, or behaviors
\n \n Consistently engages in meritorious behavior
\n \n Can be counted upon to act honorably in all situations
\n \n Builds a climate of integrity in her department
\n \n Demonstrates the highest levels of integrity in all dealings with employees
\n \n Handles all dealings with his customers with the highest levels of integrity
\n \n Has a strong sense of integrity that underlies dealings with vendors
\n \n
Fully competent: Meets expectations
\n- \n
Is well-intentioned in all her workplace behaviors
\n \n Consistently takes the high road
\n \n Appropriately counsels employees who engage in disingenuous behaviors
\n \n Has a strong sense of right and wrong, and consistently strives to do whats right
\n \n Maintains high standards of integrity across his department
\n \n Makes decisions that consistently reflect her strong commitment to acting reputably
\n \n Quickly dismisses less-than-exemplary options
\n \n
Marginal: Occasionally fails to meet expectations
\n- \n
Lets expedience trump integrity
\n \n Sets integrity aside when pursuing his goals
\n \n Rationalizes her less-than-meritorious behaviors
\n \n Does not rank integrity particularly high on his list of priorities
\n \n Always expects integrity from others, but doesnt always display it herself
\n \n Intermittently demonstrates acceptable levels of integrity
\n \n Has had several recent lapses in integrity
\n \n
Unsatisfactory: Consistently fails to meet expectations
\n- \n
Violates company standards and expectations regarding employee integrity
\n \n Has put the company at risk with his untoward actions
\n \n Engages in underhanded behaviors
\n \n Has taken actions that have caused his employees to question his integrity
\n \n Has generated complaints from customers because of issues with his integrity
\n \n Has been the cause of concern from vendors because of her integrity
\n \n Has cost the company customers and money because of his disingenuous behavior
\n \n Has engaged in questionable behaviors that have led to corporate embarrassment
\n \n
Ken Lloyd, PhD, is a nationally recognized consultant, author, and columnist who specializes in organizational behavior, communication, and management coaching and development.
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