problem solving evaluation comments examples

100 Employee Performance Review Comments and Phrases!

by Emre Ok July 3, 2024, 6:36 pm updated August 2, 2024, 2:01 pm 92.2k Views

In this freshly updated list, you will find 100 of the best performance review comments on some of the most relevant performance appraisal topics today.

We know that every leader and reviewer has their own rapport with their employees and the performance review phrases they use will rely heavily on that very relationship.

The performance review comments and phrases in this list are only meant to serve as a structural guide for reviewers as they respond to their employees during performance appraisals. You can also refer to performance review summary examples for additional context and ideas.

While the sample review phrases on this list can simply be used as they are, what we recommend is that you make adjustments using examples from real cases and occurrences from that employee’s performance through the review period.

Before we move on with our list of performance review comments examples, we also wanted to provide you with one of the easiest ways you can respond to performance reviews!

Table of Contents

Can I use AI to write performance review comments? 

Yes, you can! For those reviewers who have too many performance reviews to comment on but still want to respond to them personally effectively, using an AI writing assistant is a solid idea.  

Teamflect’s digital performance review templates come with a built-in AI writing assistant that allows reviewers to enhance their review responses and comments with the help of AI! When responding to a performance review, you have the option: 

• Lengthen 
• Shorten 
• Formalize 
• Spell Check 
• Regenerate 

Your review comments, as well as check for biased language! You can try this feature alongside customizable digital performance review templates right inside Microsoft Teams by clicking the button below. 

Performance Review Phrases About Communication Skills 

While communication skills are a key aspect of employee performance and have a place in performance appraisals, performance review comments or phrases about communication skills have a very thin line to walk. Out of all the supervisor comments examples on this list, review phrases about communication skills have the most risk of making the employee feel like this is a direct attack on their personality. 

While many aspects of employee performance or position-related competencies depend on voluntary decisions and planned actions, how individuals communicate is more natural and reflexive. To help you navigate this area, here are sample performance review phrases about communication skills. 

Positive Performance Review Phrases:  

• “You consistently impress with how you communicate your ideas and feedback so clearly and effectively. You ensuring everyone understands your perspective and that is a huge asset to your team.  
• “You excel at active listening and it helps you address concerns and provide thoughtful responses to your team members.”  
• “You regularly use clear and concise language in your written communications. Messages from you are always easy to understand, leaving no room for misunderstandings.”  
• “Regardless of the situation, you always maintain a positive and approachable demeanor and it hasn’t gone unnoticed! You easily encourage open communication and collaboration among your colleagues.”  
• “You effectively facilitate meetings, ensuring all participants have a chance to contribute and feel heard.”  

Constructive Performance Review Comments:  

• “You could benefit from providing more detailed explanations when sharing complex information to ensure all team members fully grasp the concepts.”  
• “You sometimes dominate conversations, which can make it difficult for others to share their thoughts. Try to balance speaking and listening.”  
• “You might improve your communication by considering the audience’s perspective and tailoring your messages accordingly.”  
• “You tend to rely heavily on email for important communications. Incorporating more face-to-face or virtual meetings could enhance clarity and understanding.”  
• “You could work on managing your tone and body language during stressful situations to avoid misunderstandings and maintain a positive work environment.”  

Examples of Quality of Work Performance Review Phrases  

Performance review comments about quality of work form the backbone of the performance appraisal process. More often than not the quality of an employee’s work is one of the most simple and direct indicators of high or low performance. As is the case with all different performance feedback types, there are some areas to be mindful of. 

Regardless of an individual’s seniority in the organization, whether we are writing performance review comments for managers or direct reports, we need to keep in mind that people have a tendency to fall in love with their work. When that work is criticized without care, it may damage the relationship. Below you will find performance review comment examples on quality of work: 

Positive Phrases:  

• “The work you deliver is consistently at a very high quality. This not only reflects well on your performance and benefits the organization but also sets a high standard for your teammates..”  
• “You pay great attention to detail. We’ve noticed that your work is always crisp, accurate and free from errors.”  
• “This review period, you’ve demonstrated a strong commitment to excellence, regularly going above and beyond to produce outstanding results.”  
• “I can see that you show a deep understanding of your tasks, which is reflected in the high quality of your outputs.”  
• “You take pride in your work, consistently producing thorough and well-researched deliverables.”  

Constructive Phrases:  

• “You could benefit from dedicating more time to reviewing your work to ensure it meets the expected quality standards.”  
• “You sometimes rush through tasks, leading to avoidable errors. While we appreciate your desire to be more productive, slowing down and double-checking your work could enhance its quality.”  
• “You might improve the quality of your work by seeking feedback from peers and incorporating their suggestions.”  
• “You tend to overlook minor details, which can affect the overall quality of your work. Paying closer attention to these details could improve your results.”  
• “You could work on enhancing the thoroughness of your work by ensuring all aspects of a task are fully addressed before considering it complete.”  

Performance Review Comments About Role-Related Competencies 

One of the core goals of a performance review is the development of talent. Employee performance should be evaluated with the intention of helping that employee grow and develop their skills in order to improve that very performance within the upcoming review period.  

In order to achieve that very goal, discussing role-related competencies is a must. While the performance review comments and phrases in this section are on the more general side when it comes to employee competencies, these example phrases can be customized to match the competency framework your organization uses. 

• “Throughout the review period, you’ve demonstrated a high level of expertise in your role, consistently applying your knowledge and skills to achieve excellent results.”  
• “You are proficient in using the tools and technologies required for your job, which enhances your efficiency and productivity.”  
• “You continuously seek to improve your competencies by staying updated with the latest industry trends and best practices.”  
• “You effectively apply your problem-solving skills to overcome challenges and find innovative solutions.”  
• “You exhibit strong analytical abilities, enabling you to make data-driven decisions that benefit the team and organization.”  
• “You could benefit from further developing your technical skills to better meet the demands of your role.”  
• “You might improve your job performance by seeking out additional training or professional development opportunities.”  
• “You sometimes struggle with applying theoretical knowledge to practical situations. Gaining more hands-on experience could help bridge this gap.”  
• “You could work on enhancing your decision-making skills by thoroughly analyzing all available information before taking action.”  
• “You tend to rely on familiar methods and approaches. Exploring new techniques and innovative solutions could improve your job performance.”  

Examples of Initiative Performance Review Phrases  

Taking initiative at work is a great indicator of a high-performing employee. That is why the discussion of taking initiative is always welcome in performance appraisals. Taking initiative not only shows the employee has taken ownership of their role and responsibilities but also how they are willing to take on more work.  

The discussion of initiative in performance reviews can quite easily facilitate conversations of succession planning and career pathing . The initiative performance review phrases below are there to help you kickstart those conversations in self reviews . 

• “You’ve shown a strong tendency to take the initiative to identify and tackle problems before they escalate. This is a sign of your proactive attitude.”  
• “You are always willing to take on additional responsibilities and go above and beyond your regular duties.”  
• “On many different occasions, you’ve proposed new ideas and improvements. This shows your commitment to enhancing our processes and outcomes.”  
• “You take the lead on projects, coordinating efforts and ensuring tasks are completed efficiently and effectively.”  
• “You demonstrate strong self-motivation, regularly seeking out opportunities to contribute to the team’s success.”  

Constructive Review Phrases:  

• “We know you are capable of contributing more. You could be a bit more proactive in identifying areas where you can help without waiting for direction.”  
• “You sometimes hesitate to take on new challenges. Embracing a more proactive mindset could help you grow in your role. We trust your judgement. So should you.”  
• “You have the potential to be more effective by simply taking the initiative to address issues as they arise, as opposed to waiting for them to be assigned.”  
• “You could work on suggesting solutions to problems you identify, rather than just pointing them out.”  
• “You tend to rely on others to drive projects forward. Taking more ownership and initiative could enhance your impact on the team’s success.”  

Performance Appraisal Comments About Problem-Solving 

While each role may have its own set of competencies associated with it, the ability to solve problems as they arise is a competency shared by almost any role in an organization. So it is only natural to have performance evaluation phrases about problem solving.  

Below are 10 supervisor comment examples about an employee’s problem-solving skills. While these review phrases can be used as they are, we strongly recommend you customize them to reflect specific instances where an employee’s problem-solving skills were on display.  

• “It hasn’t gone unnoticed that you demonstrate strong problem-solving skills. You quickly identify the root causes of issues and nd develop effective solutions.”  
• “You approach challenges with a positive attitude, using creative thinking to overcome obstacles and achieve goals.”  
• “You excel at analyzing complex problems and breaking them down into manageable components. On many occasions, you’ve made it easier to find solutions.”  
• “You actively seek out information and resources to address problems, demonstrating resourcefulness and initiative.”  
• “The way you effectively collaborate with team members to brainstorm and implement solutions has enhanced the overall problem-solving process in our organization.”  
• “We believe you are capable of developing a more structured approach to problem-solving, and ensure all potential solutions are thoroughly evaluated.”  
• “There have been instances in which you’ve focused on the symptoms of a problem rather than the underlying cause. Identifying the root issue could lead to more effective solutions.”  
• “You might improve your problem-solving skills by seeking input from colleagues and considering diverse perspectives.”  
• “You have the tendancy to rush through the problem-solving process. This in turn can result in overlooking important details. Slowing down and being more thorough could enhance your effectiveness.”  
• “You could work on becoming more proactive in identifying potential problems before they arise, allowing for preemptive action.”  

Performance Review Comments About Time Management 

Another key area that has gained more and more prominence in performance appraisals is time management. Performance review comments and questions about time management skills have over time evolved to reflect an employee’s ability to maintain a healthy work-life balance. 

Creating a culture where your employees know just how much you value their work-life balance can help immensely with issues such as employee disengagement and feeling burnt out.  

• “You regularly complete tasks ahead of schedule, demonstrating excellent time management skills and reliability.”  
• “We appreciate the way you prioritize your workload. You always ensure that high-priority tasks are completed on time and with high quality.”  
• “You are adept at managing your time during meetings, keeping discussions focused and productive.”  
• “You set an example with your use of productivity tools and techniques to stay organized and manage your time efficiently.”  
• “You balance multiple projects seamlessly, meeting all deadlines without compromising the quality of your work.”  
• “We’ve noticed that you could be setting clearer priorities to ensure that high-impact tasks are completed on time.”  
• “You sometimes take on too many tasks at once, which can lead to missed deadlines. Delegating when appropriate might help manage your workload more effectively.”  
• “We appreciate the amount of work you are taking on. Perhaps you could make your life easier by breaking down larger projects into smaller, more manageable tasks with specific deadlines.”  
• “There have been instances where we noticed that you underestimate the time required for some tasks. Allocating buffer time could help in managing unforeseen delays.”  
• “You could work on minimizing distractions during work hours to enhance your focus and productivity.”  

Leadership Performance Review Comments  

Performance reviews are often meant to be followed up with succession planning . Whether that includes using the 9-box talent grid or mapping out career paths for employees, this process more often than not includes the employee moving on to roles that rely more heavily on their leadership skills. 

For that and many other reasons beyond counting, we put together a list of performance review phrases about leadership. These review comments are centered around recognizing the areas in which an employee’s leadership skills shined as well as discussing some areas of improvement. 

• “You demonstrate exceptional leadership skills, consistently guiding your team towards achieving their goals with clarity and motivation.”  
• “You lead by example, maintaining high standards of integrity and professionalism that inspire others to follow.”  
• “You excel at delegating tasks effectively, ensuring that team members are empowered and tasks are completed efficiently.”  
• “You possess strong decision-making abilities, confidently addressing challenges and making informed choices that benefit the team.”  
• “You foster a positive and inclusive work environment, promoting teamwork and collaboration among all team members.”  
• “Improving your communication with team members can help ensure everyone is aligned and informed about key objectives.”  
• “You still have some room to grow when it comes to providing constructive feedback. Developing this skill could help team members grow and improve their performance.”  
• “You could improve leadership effectiveness by being more open to input and ideas from your team.”  
• “You could work on better managing conflict within the team, addressing issues promptly and fairly to maintain a harmonious work environment.”  
• “You tend to take on too many tasks yourself. Delegating more effectively could help you focus on strategic priorities and develop your team’s skills.”  

Performance Review Comments About Creativity

The last “specific” performance review comment area we want to highlight on this list is perhaps the most versatile of them all. Performance review phrases about creativity and innovation are truly necessary. Whether you are praising an employee’s creativity or simply encouraging them to be more innovative, the discussion of creativity in performance appraisals is gaining more importance every single day. 

• “You bring fresh and innovative ideas to the table. We’ve seen how this helps drive the team’s creative efforts forward.”  
• “You have, throughout the review period, demonstrated a strong ability to think outside the box, finding unique solutions to complex problems.”  
• “You are always willing to experiment with new approaches, and they often lead to successful and innovative outcomes.”  
• “You inspire creativity in others by encouraging a collaborative and open-minded work environment.”  
• “You regularly contribute original and valuable ideas that enhance our projects and processes.”  

Areas of Improvement Phrases:  

• “We appreciate your consistency but we believe you could benefit from taking more risks with your ideas, even if they are unconventional, to foster greater innovation.”  
• “You tend to focus on traditional methods, which can limit creativity. Embracing a more open approach could lead to more innovative solutions.”  
• “We know you have a lot of creative potential. You can improve your creative output by seeking inspiration from a wider range of sources and industries.”  
• “Have you considered working on developing your brainstorming techniques to generate a broader array of creative ideas.”  
• “Your commitment to excellence sometimes results in you overthinking new ideas. This can stifle innovation. Trusting your instincts more could help unleash your creative potential.”

Overall Performance Comments 

We didn’t want to provide you with just very specific appraisal comments. Below we included some overall performance review comments and phrases that can be used in a variety of different performance appraisal scenarios. 

Positive Overall Performance Review Phrases:  

• “You have exceeded expectations in your role and demonstrated exceptional performance alongside a strong commitment to our organization’s goals.”  
• “You show remarkable dedication and enthusiasm for your work, consistently delivering high-quality results.”  
• “You are a reliable and valued team member who regularly contributes innovative ideas and solutions.”  
• “You exhibit excellent leadership qualities, effectively managing your responsibilities and inspiring your colleagues.”  
• “You have shown significant growth and development over the past year, continuously improving your skills and performance.”  
• “We’ve noticed that you could be setting clearer goals and priorities to help focus your efforts and improve your overall performance.”  
• “You on occasion struggle with meeting deadlines. Enhancing your time management skills could lead to more consistent results.”  
• “We appreciate your effort but we believe there is still room to grow. You could build upon your overall performance by seeking regular feedback and actively working on areas for development.”  
• “You have a tendency to rely heavily on established methods. Being open to new approaches and ideas could enhance your effectiveness.”  
• “You could work on building stronger relationships with your colleagues to improve teamwork and collaboration.”  

Examples of Self-Appraisal Comments by Employees 

No performance review would be complete without a self-review on behalf of the employee. So here are some examples of self-appraisal comments by employees. If you have a performance appraisal coming up and you are not quite certain how you should phrase the self-review section, these employee self-review examples can surely be of assistance! 

• “I believe I always strive to exceed expectations in my role by delivering high-quality work and meeting deadlines efficiently.”  
• “I take pride in my ability to collaborate effectively with my team, fostering a positive and productive work environment.”  
• “I have demonstrated strong leadership skills by successfully managing projects and guiding my team to achieve our objectives.”  
• “I am committed to continuous improvement, regularly seeking out opportunities for professional development and skill enhancement.”  
• “I have effectively managed my time and resources, balancing multiple tasks and projects to ensure timely and successful completion.”  
• “I recognize that I need to improve my time management skills to better prioritize tasks and meet all deadlines consistently.”  
• “I acknowledge that I could benefit from seeking more feedback from my colleagues and supervisors to identify areas for growth.”  
• “I am working on enhancing my communication skills to ensure that my ideas and feedback are clearly understood by the team.”  
• “I realize that I sometimes hesitate to take on new challenges, and I am committed to being more proactive in seeking out opportunities.”  
• “I understand the importance of delegating tasks more effectively to empower my team and focus on strategic priorities.”  

How to write performance review comments?

When you’re writing performance review comments, there are some things you should make sure your performance review comments always are. Three key things to keep in mind as you’re writing your performance review comments are:

1. Start with positive feedback: Begin your comments with positive feedback to set a constructive tone and make the employee feel valued.

2. Focus on behavior: Focus on the employee’s behavior, rather than their personality. This helps the feedback feel less personal and more actionable.

3. Avoid vague language: Avoid using vague language like “good job” or “needs improvement.” Instead, be specific about what the employee did well or what they need to work on.

What should I avoid saying in performance reviews?

Performance reviews are a crucial part of employee development and growth within any organization. They provide an opportunity for constructive feedback and goal-setting. Delivering effective performance appraisal comments can be challenging, and using the wrong words or phrases can have a detrimental impact on your team’s morale and productivity. So in this particular section, we’ll explore what you shouldn’t say in performance reviews and provide examples to steer clear of these pitfalls. Negative Language Avoid using harsh or negative language in your performance appraisal comments. Phrases like “You always” or “You never” can be demotivating and unproductive. Instead, focus on specific behaviors or incidents and provide constructive feedback. Example: Instead of saying, “You always miss deadlines,” try, “I noticed a few instances where deadlines were not met. Let’s work together to improve your time management skills.” Comparative Statements Refrain from making direct comparisons between employees in your performance review examples. Using phrases like “You’re not as good as [colleague]” can create unhealthy competition and resentment among team members. Instead, concentrate on individual strengths and areas for improvement. Example: Avoid saying, “You’re not as efficient as Sarah,” and opt for, “I believe you can further improve your efficiency by implementing time-saving techniques.” Vague Feedback Performance review phrases that lack specificity can be frustrating for employees. Avoid vague comments like, “You need to do better” or “Your work has room for improvement.” Instead, provide clear examples and suggest actionable steps for improvement. Example: Say, “Your recent project lacked detailed documentation. To improve, please make sure to document all processes thoroughly for future projects.” Personal Criticisms Keep your performance appraisal comments focused on work-related matters. Avoid making personal criticisms or judgments about an employee’s character or personality. Example: Don’t say “You’re too introverted for this role,” and opt for, “To excel in this role, consider taking on more proactive communication and teamwork initiatives.”

How to make supervisor comments and recommendations?

As a supervisor, it is your job to offer supervisor comments and recommendations to your direct reports. While this may seem like a mundane task at first, effective supervisor comments and recommendations can prove to be the most valuable out of all your performance review comments.

1. What is the point of your supervisor comments and recommendations? Many leaders fall under the false impression that since they are a supervisor, they are under the obligation to offer comments and recommendations. Unless there is a distinct purpose behind your supervisor comments and recommendations, you should abstain from handing them out. Or you will start skirting the dangerous line into the micro-management territory!

2. Do your homework first! To make sure your comments and recommendations as a supervisor are hitting the mark, you need to do your research and do it well! Some of the best ways to gather that information include:

Pulse Surveys 360-Degree Feedback Anonymous Feedback Check-in Meetings

3. Focus on solutions instead of problems. Instead of just pointing out problems, provide recommendations for improvement. Better yet, turn your feedback session into a discussion where you and your direct reports brainstorm on fixing any existing problems together. Supervisor comments and recommendations are opportunities to show your team that you’re in it together.

Here is a quick video tutorial on just how you can gather 360-degree feedback inside Microsoft Teams:

Related Posts:

Written by Emre Ok

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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Performance review phrases for employee evaluation (with examples)

The purpose of employee performance reviews is to evaluate an employee’s work performance, provide feedback on strengths and areas for improvement, set goals for future development, and foster communication and alignment between employees and management regarding expectations and objectives. The important thing is to communicate feedback in a way that is objective as possible and easy for employees and managers to understand . This list of performance review phrases will help you conduct evaluations fairly and effectively .

TABLE OF CONTENTS

Performance review comments example

Phrases for employee strengths and weaknesses, performance review career goals examples.

PHRASES FOR PERFORMANCE EVALUATION

• Collaboration performance review comments
• Teamwork performance review comments
• Professionalism and Commitment phrases
• Attendance performance review comments
• Productivity and Quality of Work phrases
• Adaptability performance review comments
• Communication Skills/Interpersonal skills phrases
• Innovation and Creativity performance review comments
• Accountability performance review comments
• Customer Focus and Customer Satisfaction phrases
• Decision making and problem solving phrases
• Dependability and Reliability performance review comments
• Integrity performance review comments
• Flexibility performance review comments
• Leadership and Management performance review comments
• Initiative performance review comments
• Job knowledge performance review comments
• Planning and Organization performance review comments
• Time Management performance review comments
• Attitude performance review comments

Performance review closing comments

• Do performance reviews with software ✅

There are many different types of employee performance reviews , using a variety of performance management tools such as a 9-box grid . Another type of review employs 360 degree feedback which is a common feature of continuous performance management .

The way the phrases listed in this article could be used are demonstrated in the performance review comment example below:

During an annual employee performance review , a manager might provide a comment such as “John consistently demonstrates exceptional problem-solving skills, effectively resolving complex challenges.” This comment serves as an example of John’s strength in problem-solving and can be used to highlight his positive contributions and areas of expertise within the team. Additionally, it can serve as a basis for discussing specific accomplishments and areas for further development during the performance review discussion.

Employee strengths and weaknesses can be gauged in a performance review through objective metrics, self-assessment, manager evaluation, 360-degree feedback, performance appraisal forms, behavioral interviews, and skill assessments. These methods provide a comprehensive understanding of an employee’s performance, helping to identify areas of excellence and areas needing improvement.

When phrasing employee strengths and weaknesses during a performance review, it’s important to be specific, objective, and constructive. Here are some tips:

• Be Specific: Use concrete examples and evidence to support your assessments rather than generalizations.
• Focus on Behaviors: Describe observable behaviors and actions rather than making assumptions about personality traits.
• Use Positive Language: Frame strengths positively to acknowledge achievements and motivate further development. For weaknesses, use constructive language that emphasizes opportunities for improvement.
• Provide Context: Consider the employee’s role, responsibilities, and the organization’s goals when evaluating strengths and weaknesses.
• Offer Support: For weaknesses, suggest strategies for improvement and offer resources or training opportunities to help the employee develop.
• Balance: Recognize that every employee has strengths and weaknesses, and aim to provide a balanced assessment that acknowledges both.
• Remove bias: Removing bias from reviews involves objectively evaluating employees’ performance based on measurable criteria and avoiding subjective judgments or preconceived notions.

Take a look at the following examples on how employee strengths and weaknesses can be phrased during a performance review cycle.

Performance review strength

Example Phrases for addressing employee strengths:

• “Sarah consistently demonstrates strong leadership skills by effectively guiding her team to achieve project milestones ahead of schedule.”
• “Tom’s exceptional communication skills foster a positive team dynamic and enhance collaboration across departments.”
• “Lisa’s attention to detail ensures accuracy and precision in all her work, contributing to the high quality of deliverables.”

Performance review weakness

Example Phrases for addressing employee weaknesses:

• “While John excels in technical skills, he could benefit from improving his time management to meet project deadlines more consistently.”
• “While Rachel demonstrates creativity in problem-solving, she occasionally struggles with accepting feedback and incorporating it into her work.”
• “David’s excellent interpersonal skills could be further enhanced by actively seeking out opportunities to mentor junior team members.”

Now that you know how to conduct performance reviews and phrase feedback in a way that is useful to employees and managers, read through the examples below to find the phrases you need for all situations.

Although performance reviews can be stressful for managers and employees alike, they provide an excellent opportunity to connect with employees and understand their career aspirations . By engaging in these discussions, managers can gain valuable insights into employees’ goals and preferences, helping to align organizational objectives with individual development paths . This proactive approach fosters a supportive and collaborative work environment, ultimately benefiting both employees and the organization as a whole.

Performance review phrases collaboration

Giving employees feedback on collaboration is crucial. It helps improve teamwork, resolves conflicts, and builds trust. Feedback also guides continuous learning and ensures everyone is working towards the same goals.

Use these phrases to give employees constructive performance review feedback on collaboration.

Meets or Exceeds Expectations

• Demonstrates assistance to coworkers with tasks, even if outside direct responsibility.
• Consistently aids coworkers facing task difficulties.
• Effectively promotes cooperation to ensure team productivity and meet deadlines.
• Displays willingness to offer assistance.
• Receives constructive criticism positively.
• Ensures assignments are followed through and followed up with.
• Volunteers to aid other teams in meeting their goals.
• Readily shares information and resources with colleagues.
• Strives to understand diverse perspectives and find common ground.
• Recognizes and credits others’ contributions.
• Facilitates constructive conflict resolution by considering all sides.
• Treats all colleagues equally regardless of role or level.
• Keeps others informed of progress for collaborative input.
• Demonstrates flexibility in reaching mutually beneficial agreements.
• Respects others’ time by communicating delays and being punctual.
• Supports team decisions even when differing from personal viewpoints.
• Assists in the integration of new coworkers and their role understanding.
• Identifies opportunities for effective coworker collaboration.
• Promotes unity around shared goals.
• Considers multiple viewpoints when evaluating alternatives.
• Facilitates cooperation across departments and organizational boundaries.
• Aids in orienting newcomers to workplace norms and policies.
• Takes initiative to maintain positive working relationships.
• Shows active interest in coworkers’ work and offers assistance.
• Expresses appreciation for contributions to team success.
• Maintains an open mind and reevaluates assumptions.
• Acknowledges personal limitations and involves others as needed.
• Prioritizes team needs over personal preferences.
• Shares credit and deflects praise onto coworkers.
• Makes an effort to connect with coworkers beyond work responsibilities.
• Advocates for the team’s interests when interacting with other groups.
• Helps foster an environment conducive to cooperation and mutual support.
• Brings out the best in coworkers through respect, support, and positivity.
• Integrates cooperation and collaboration into regular work approach.

Below Expectations

• Demonstrates unwillingness to collaborate and prefers solitary work.
• Unwilling to assist coworkers, even upon request.
• Professional in work but hesitant to offer advice to others.
• Demonstrates reluctance to work with others.
• Least likely to offer assistance when needed.
• Adapts to new tasks effectively but fails to communicate with and train others.
• Withholds information and resources rather than sharing.
• Dismisses others’ viewpoints without consideration.
• Takes credit for joint work without acknowledging contributions.
• Tends to argue rather than seek consensus.
• Fails to make an effort to understand perspectives different from own.
• Shows favoritism towards certain coworkers.
• Keeps teammates uninformed about progress and plans.
• Unwilling to compromise on issues important to others.
• Misses deadlines without communicating delays appropriately.
• Undermines group decisions that don’t align with preferences.
• Fails to help new coworkers or ensure they understand their roles.
• Fails to identify ways for coworkers to work together effectively.
• Allows disagreements to divide the team rather than unite them.
• Considers only personal perspective rather than multiple viewpoints.
• Fails to facilitate cooperation between departments.
• Fails to help orient newcomers or introduce workplace standards.
• Does little to build positive relationships with coworkers.
• Uninterested in others’ work and does not offer assistance.
• Fails to acknowledge others’ contributions to success.
• Closedminded and does not rethink assumptions.
• Takes on too much personally rather than involving others.
• Prioritizes selfinterests over team needs.
• Takes credit for self and does not recognize others.
• Detached from coworkers outside of work responsibilities.
• Does not represent team interests to other groups.
• Fosters an individualistic rather than cooperative culture.
• Fails to bring out the best in coworkers.
• Cooperation is not a regular part of work approach.

Performance review teamwork phrases

During a performance review cooperation and teamwork are among the most important qualities that need to be evaluated. Check out these performance review comments on teamwork and choose the ones to ask employees during your next evaluation period.

Performance review phrases for teamwork

Meets expectations

• Shows a high level of team spirit, readily cooperating with team members to get the job done.
• Respects every team member.
• Works well with others.
• Always helps out to achieve the goals of the group.
• Has a great willingness to help fellow teammates.
• Is a good team member, very cooperative and helpful in times of need.
• Actively participates in team discussions and shares workload.
• Respects different opinions and encourages open dialogue.
• Maintains harmonious relationships and resolves conflicts constructively.
• Acknowledges contributions of others and praises the success of teammates.
• Shares knowledge and resources willingly to help teammates succeed.
• Maintains transparency and keeps teammates informed of progress and issues.
• Respects deadlines of other departments and coordinates effectively.
• Respects commitments to teammates and delivers on assigned responsibilities.
• Maintains a collaborative approach and shares credit for team achievements.
• Seeks feedback to improve and respects feedback from other team members.
• Motivates teammates during difficult periods and boosts team morale.
• Respects team norms and establishes a cooperative working environment.
• Values different skills and backgrounds that teammates bring to projects.
• Is flexible and willing to take on additional responsibilities as required.
• Respects team boundaries and does not overstep limits of other roles.
• Is respectful towards teammates and uses polite, considerate language.
• Supports team decisions respectfully.

Below expectations

• Does not have a good relationship with team members and sometimes refuses to accept their opinion.
• Is not consistent in supporting teammates.
• Does not understand how to share tasks with others.
• Is more suitable to an individual-focused environment than a group-work environment.
• Does not know how to cooperate with colleagues in the team to achieve targets.
• Is reluctant to share work and seeks individual recognition over team achievements.
• Argues with teammates and does not respect different opinions and views.
• Fails to keep teammates informed of progress and roadblocks in a timely manner.
• Takes credit for team successes but blames others for failures or mistakes.
• Lacks flexibility and is unwilling to help teammates facing workload issues.
• Plays politics within the team and fails to establish trust and cooperation.
• Does not respect team norms and creates disruptions through unprofessional conduct.
• Fails to value different skills and backgrounds of teammates.
• Does not acknowledge efforts of others and is reluctant to praise teammates.
• Argues with feedback and disrespects suggestions from other team members.
• Discusses team matters outside inappropriately and damages confidentiality.
• Lacks commitment to team goals and allows personal needs to hamper collaboration.
• Is inflexible and unwilling to take on additional responsibilities as required.
• Fails to establish rapport with teammates and comes across as arrogant.
• Lacks initiative in resolving conflicts constructively and damages team harmony.

Performance review phrases professionalism

Professionalism isn’t just a quality; it’s also an attitude. A professional attitude can make working together much easier. Because of this, professionalism may also be evaluated during a review. In addition to phrases to evaluate professionalism in the workplace, this list also contains commitment performance review phrases.

Meets or exceeds expectations

• Demonstrates self-motivation and strives to complete all tasks on time.
• Exhibits perfectionism, persisting until achieving excellent results.
• Displays significant interest in the job, constantly generating new ideas.
• Possesses a high level of professional knowledge in the field.
• Takes initiative and continuously seeks ways to improve work.
• Maintains a positive attitude even during challenging times.
• Takes pride in work and aims for high-quality outcomes.
• Stays updated with ongoing learning in the field.
• Approaches problems with care, diligence, and a solutions-oriented mindset.
• Consistently delivers work exceeding role expectations.
• Demonstrates passion for the profession and enthusiasm for work.
• Represents the organization professionally in all interactions.
• Pays meticulous attention to detail and rectifies errors.
• Assumes responsibility for work and refrains from making excuses.
• Manages time effectively to meet all deadlines.
• Proactively seeks to improve processes and find efficiencies.
• Maintains professional composure under pressure.
• Dedicates efforts to serving organizational goals and priorities.
• Exhibits high organization, ensuring well-documented work.
• Proactively anticipates problems and develops solutions.
• Takes on additional responsibilities voluntarily.
• Willing to work extra hours when needed to complete tasks.
• Maintains a high-quality portfolio of work achievements.
• Seeks feedback to enhance skills and performance.
• Sets an example of excellence motivating high performance.
• Demonstrates leadership and mentors less experienced colleagues.
• Displays full commitment to the organization’s success.
• Pursues continuous expansion of expertise in the field.
• Fails to fulfill required duties.
• Takes excessive breaks and shows reluctance in duties.
• Often attempts to leave the workplace early.
• Shows little genuine interest in the job.
• Punctuality and appearance are lacking.
• Misses deadlines and avoids responsibility.
• Produces sloppy work not meeting quality standards.
• Makes excuses for errors or problems.
• Resists feedback and lacks initiative.
• Knowledge in the field is outdated or insufficient.
• Represents the organization unprofessionally.
• Fails to anticipate issues, leaving problems for others.
• Avoids extra responsibilities and passes work to others.
• Unwilling to work additional hours when necessary.
• Ineffective in documenting or organizing work.
• Demonstrates lack of dedication to organizational goals.
• Disorganized, losing or misfiling important documents.
• Displays a negative attitude impacting others.
• Lacks punctuality, missing meetings or appointments.
• Portfolio lacks substance and accomplishments.
• Closed to feedback and unwilling to improve.
• Shows lack of passion for the profession or field.
• Fails to set a positive example for others.

Performance review phrases attendance

Recognizing employees for their punctuality and consistent attendance is crucial. Positive phrases may include highlighting their on-time arrivals, reliability in meeting deadlines, and adherence to company policies. This acknowledgment fosters a culture of reliability and contributes to a smooth workflow.

Attendance and punctuality performance review sample

Here’s a sample performance review comment addressing attendance and punctuality:

“Jane consistently maintains excellent attendance and punctuality, setting a reliable example for the team. Her consistent presence ensures that team meetings start promptly and deadlines are met without delay. Jane’s dedication to punctuality greatly contributes to the smooth operation of our department.”

Employee performance review phrases attendance

• Performance is always reliable, following the work schedule well.
• Manages the schedule efficiently, fully completing all assigned tasks for the week.
• Sets a standard with perfect attendance.
• Exemplifies an ideal employee, arriving and leaving on time, and taking breaks as scheduled.
• Arrives fully prepared to tackle responsibilities every day.
• Demonstrates reliability with no attendance concerns.
• Punctual for work and meetings.
• Always arrives prepared for work.
• Notifies managers well in advance of planned time off.
• Makes arrangements for coverage during absences.
• Present and engaged during scheduled working hours.
• Arrives early to prepare and stays late to complete work.
• Adheres strictly to scheduled start and end times daily.
• Always ready to start work promptly.
• Schedules personal appointments outside working hours.
• Coordinates schedules with coworkers to avoid disruptions.
• Exemplifies attendance standards.
• Ensures task coverage during absences with contingency plans.
• Always on time for shifts, meetings, and deadlines.
• Impeccable attendance and punctuality year after year.
• Committed to being present and productive during work hours.
• Optimizes schedule for productivity and availability.
• Takes initiative to swap shifts as needed.
• Reliable in unpredictable or emergency situations.
• Attendance sets a motivating standard.
• Communicates availability and schedule clearly.
• Exemplary attendance record with no issues.
• Demonstrates inconsistent attitude negatively affecting the team.
• Follows appropriate schedule but often returns late from off-site activities, impacting coworkers.
• Fails to meet punctuality standards.
• Does not respond to communications promptly.
• Frequently late for work, not adhering to attendance policy.
• Takes unapproved time off or exceeds allotted leave.
• Frequent absences or lateness without advance notice.
• Leaves early or takes extended breaks without permission.
• Unpredictable schedule disrupts coworkers’ work.
• Fails to make arrangements during absences, causing workload pile-up.
• Misses deadlines and appointments due to poor time management.
• Regularly late to meetings and appointments.
• Tardiness and absenteeism set negative example.
• Frequently unavailable during scheduled hours.
• Takes unscheduled days off with short notice.
• Requires excessive supervision and follow-up due to inconsistent schedule.
• Fails to adhere to attendance and punctuality policies.
• Unpredictable whereabouts and availability.
• Inconsistent response to communications.
• Inconsistent schedule disrupts operations.
• Attendance record shows repeated issues.

Performance review comments quality of work

Providing employees with feedback about productivity and quality of work is essential for their professional growth and contribution to organizational goals. By using performance review phrases tailored to productivity and quality of work, managers can offer specific guidance and set clear expectations, fostering a culture of continuous improvement and excellence in the workplace.

Productivity and quality of work performance review examples

• Detail-oriented approach ensures consistently high-quality work.
• Maintains a high level of accuracy consistently.
• Upholds a good standard of productive work.
• Takes on new responsibilities independently.
• Demonstrates a strong grasp of job responsibilities.
• Ensures accuracy in all tasks.
• Attends to every detail in assigned tasks.
• Valued for high-quality, accurate performance.
• Developed [program/initiative] yielding [x] results.
• Improved output/production by [x]%.
• Surpassed start of year goals by [number].
• Delivers consistent, reliable results for clients/customers.
• Completes tasks efficiently well before deadlines.
• Initiates process improvements for increased efficiency.
• Minimizes rework or corrections in work.
• Sets a high standard with work performance.
• Maintains meticulous records and documentation.
• Finds innovative solutions to complex problems.
• Work product exceeds role requirements.
• Completes extra tasks beyond normal duties.
• Receives consistent praise from customers/clients.
• Achieves results exceeding performance targets.
• Delivers work on time and within budget.
• Solutions are well-conceived and enduring.
• Rarely achieves monthly performance targets.
• Produces a higher defect rate compared to peers.
• Work does not meet required output standards.
• Demonstrates low knowledge of required work procedures.
• Reluctant to take on new responsibilities.
• Struggles to concentrate on work.
• Unaware of job requirements.
• Unreliable quality of work.
• Fails to check work thoroughly before submission.
• Unable to perform job without assistance.
• Lack of concentration leads to high error rate.
• Work doesn’t pass inspection by team members.
• Overlooks task details.
• Misses key task requirements.
• Fails to meet basic quality standards.
• Work requires excessive corrections.

Performance review phrases adaptability

Providing employees with feedback about adaptability is crucial because it helps them understand their strengths and areas for improvement in navigating changes and uncertainties within the workplace. By acknowledging adaptability through feedback, employees are encouraged to embrace new challenges, learn from experiences, and develop resilience, ultimately contributing to their professional growth and the overall success of the organization.

• Maintains a calm and composed demeanor under stressful situations.
• Acknowledges and recognizes proposals for change.
• Promptly tackles changes while completing assignments.
• Welcomes criticism to improve the business.
• Willing to explore more effective business methods.
• Adjusts approach when facing obstacles.
• Considers different perspectives before deciding on action.
• Incorporates feedback to improve work methods.
• Remains open-minded towards new ideas and suggestions.
• Readily accepts additional responsibilities when needed.
• Flexible enough to take on varied tasks.
• Adapts communication style to different personalities.
• Makes necessary adjustments to changing priorities.
• Alters approach based on unique situation demands.
• Tailors solutions according to target audience.
• Reworks procedures in response to shifting business needs.
• Modifies plans readily with new information.
• Fine-tunes methods to optimize performance.
• Varies problem-solving techniques for differing issues.
• Adjusts easily to new teams and working environments.
• Alters traditional methods for more effective options.
• Diversifies skill set through ongoing training.
• Reconsiders solutions in response to changing needs.
• Tweaks established processes with new developments.
• Modifies deadlines and timelines to accommodate changes.
• Reworks content for various presentation formats.
• Streamlines operations by refining ineffective practices.
• Upgrades skills continuously to stay ahead of changes.
• Slow to confront changes.
• Unwilling to accept even minor changes.
• Easily confused about “out of plan” changes.
• Unwilling to accept last-minute changes.
• Struggles adjusting to unexpected obstacles.
• Resists considering different viewpoints.
• Fails to incorporate constructive criticism.
• Dismisses new ideas without proper evaluation.
• Declines additional responsibilities outside scope.
• Struggles shifting between diverse tasks.
• Uses a rigid communication approach.
• Difficulty adjusting to shifting priorities.
• Applies a one-size-fits-all solution method.
• Struggles tailoring solutions for different audiences.
• Slow to modify procedures in response to changes.
• Fails to update plans with new information.
• Does not fine-tune methods for better performance.
• Uses a standardized problem-solving approach.
• Difficulties adjusting to new teams and environments.
• Clings to outdated methods despite better options.
• Fails to expand skillset through ongoing learning.
• Slow to reconsider solutions that no longer fit.
• Uses a one-size-fits-all communication style.
• Resists tweaking processes for new developments.
• Does not refine strategies in line with market changes.
• Teaches all learners uniformly regardless of needs.
• Inflexible about deadlines and timelines.
• Presents content in a rigid format.
• Clings to ineffective practices rather than streamline.
• Fails to upgrade skills to adapt to changes.

Performance review communication skills comments

Providing employees with feedback about communication is essential as it enhances teamwork, collaboration, and organizational effectiveness. Through performance review comments on communication and interpersonal skills, managers guide employees to understand how their communication impacts work relationships . By using performance appraisal communication skills examples and evaluation phrases, managers help employees improve their ability to convey ideas, resolve conflicts , and foster positive relationships.

Performance review phrases communication skills

• Communication skills, both verbal and written, are highly effective.
• Friendly communicator, building rapport with every division in the company.
• Positive attitude and willingness to listen are highly appreciated.
• Regularly gives constructive feedback.
• Makes new employees feel welcome.
• Provides accurate and timely information, both written and orally.
• Actively listens to others.
• Involves others in problem-solving.
• Provides clear instructions and expectations.
• Accepts criticism, is open to new ideas, and handles conflict constructively and diplomatically.
• Articulates ideas in a clear and organized manner.
• Communicates effectively with all levels of staff.
• Establishes rapport easily with both internal and external contacts.
• Shares credit and recognizes others’ contributions.
• Gives and receives feedback professionally and productively.
• Builds strong working relationships across departments.
• Expresses empathy when listening to others.
• Facilitates discussions to reach agreement.
• Communicates appropriately for each audience and situation.
• Addresses concerns respectfully and seeks mutually agreeable solutions.
• Presents information compellingly to different groups.
• Encourages open dialogue and the sharing of perspectives.
• Mediates disagreements constructively to find common ground.
• Maintains an approachable demeanor to foster collaboration.
• Keeps others informed proactively through regular updates.
• Clarifies expectations to ensure shared understanding.
• Negotiates diplomatically to reach mutually agreeable solutions.
• Fosters an environment of trust and respect among colleagues.
• Expresses disagreement respectfully and proposes alternative options.
• Welcomes diverse viewpoints and new ideas from all levels.
• Facilitates cooperation across teams to accomplish goals.
• Connects people to build new relationships and opportunities.
• Keeps an open door to address any staff concerns constructively.
• Makes others feel heard by paraphrasing their perspectives.
• Brings people together, finds common ground, and moves discussion forward productively.
• Acknowledges others effectively to build morale and engagement.
• Resolves interpersonal issues diplomatically to maintain cohesion.
• Keeps an even temper when under pressure or during disagreement.
• Fails to communicate with team members effectively.
• Must improve foreign language skills.
• Not adept at documenting verbal communication.
• Should work on this skill over the next 90 days.
• Should communicate project status updates more frequently.
• Seen as unapproachable by many coworkers.
• Needs to work on listening to others.
• Works well with own team but has an “us” against “them” mentality towards others within the company.
• Struggles articulating ideas clearly.
• Fails to communicate effectively across levels.
• Difficulty establishing rapport externally.
• Takes credit individually rather than recognizing others.
• Gives feedback in an unproductive manner.
• Lacks strong working relationships across departments.
• Does not show empathy when others speak.
• Does not facilitate discussions to reach agreement.
• Uses inappropriate communication style.
• Fails to address concerns respectfully to find solutions.
• Presents information poorly to different groups.
• Discourages open dialogue and sharing of perspectives.
• Handles disagreements in an unconstructive manner.
• Maintains an unapproachable demeanor.
• Fails to provide regular updates proactively.
• Lacks clarity on expectations.
• Negotiates in an adversarial rather than cooperative spirit.
• Fosters an environment lacking trust and respect.
• Expresses disagreement disrespectfully.
• Discourages diverse viewpoints and new ideas.
• Fails to facilitate cooperation across teams.
• Does not connect people to build opportunities.
• Inaccessible to address staff concerns.
• Does not acknowledge others’ perspectives.
• Moves discussions in an unproductive direction.
• Fails to acknowledge others effectively.
• Loses temper during disagreement or pressure.

Performance review phrases for innovation and creativity

Providing employees with feedback about innovation and creativity is crucial for fostering a culture of innovation within the organization. By acknowledging and encouraging innovative thinking through feedback, employees are motivated to generate new ideas, solve problems creatively, and drive positive change. This feedback helps employees understand the value of their innovative contributions and reinforces a culture that values creativity, ultimately leading to improved organizational performance.

Creativity performance review phrases

• Demonstrates the ability to develop creative solutions to solve problems.
• Thinks outside the box to find the best solutions to particular problems.
• Regularly contributes suggestions on how to improve company processes.
• Constantly searches for new ideas and ways to improve efficiency.
• Has launched creative initiatives such as [specific example].
• Creates breakthrough and helpful ideas in meetings.
• Trusted for a helpful and creative solution when facing difficulty.
• A creative individual who often finds effective solutions to problems.
• Develops innovative concepts for new products and services.
• Approaches challenges with an imaginative mindset.
• Generates fresh perspectives on existing problems.
• Encourages the team to think creatively and come up with innovative solutions.
• Fosters a culture of creativity and innovation within the team.
• Recognizes and rewards creative thinking and innovation within the team.
• Provides opportunities for the team to develop creativity and innovation skills.
• Collaborates with the team to generate new and innovative ideas.
• Willing to experiment with new approaches or ideas, enabling the team to innovate.
• Seeks out new and innovative solutions to problems.
• Receptive to feedback or suggestions from the team regarding creative solutions.
• Prioritizes creativity and innovation in the team’s goals and objectives.
• Invests in training or development programs to enhance the team’s creativity and innovation skills.
• Provides a safe and supportive environment for the team to take creative risks.
• Encourages the team to challenge the status quo and think outside the box.
• Recognizes and appreciates the value of creative thinking and innovation in achieving business goals.
• Proactive in seeking out new and innovative opportunities for the team.
• Provides the necessary autonomy and freedom for the team to explore creative solutions.
• Empowers the team to take ownership of their creativity and innovation efforts.
• Recognizes and addresses barriers that may hinder the team’s ability to be creative and innovative.
• Provides the necessary support and resources for the team to implement creative solutions.
• Fosters a culture of experimentation and learning from failure.
• Adapts to changing circumstances and finds creative solutions to new challenges.
• Consistently comes up with fresh and innovative ideas to improve business operations.
• Inspires the team to think creatively and embrace new ideas.
• Balances creativity with practicality to find effective solutions.
• Skilled at identifying opportunities for innovation and implementing them successfully.
• Encourages a collaborative approach to problem-solving, leading to creative solutions.
• Communicates complex ideas in a clear and creative manner.
• Passionate about exploring new ideas and finding innovative solutions to problems.
• Does not encourage the team to find creative solutions.
• Demonstrates a lack of interest in contributing creative or innovative ideas.
• Has a difficult time thinking “outside of the box” and creating new solutions.
• Tends to act before thinking, causing problems when pushing untested or unexamined ideas forward too quickly.
• Discourages creative solutions from the team.
• Rarely considers new and innovative ideas from the team.
• Shows little interest in exploring creative solutions to problems.
• Tends to stick to traditional methods instead of exploring new and innovative approaches.
• Not open to new ideas and tends to shut down creative suggestions from the team.
• Lacks the ability to think creatively and come up with innovative solutions.
• Does not value creativity and innovation in the team.
• Resistant to change and new ideas, limiting the team’s ability to innovate.
• Does not provide the necessary resources or support for the team to be creative and innovative.
• Does not foster a culture of creativity and innovation within the team.
• Not willing to take risks or try new things, hindering the team’s ability to innovate.
• Does not encourage the team to think creatively and come up with innovative solutions.
• Does not recognize or reward creative thinking and innovation within the team.
• Does not provide opportunities for the team to develop creativity and innovation skills.
• Does not collaborate with the team to generate new and innovative ideas.
• Not willing to experiment with new approaches or ideas, limiting the team’s ability to innovate.
• Does not seek out new and innovative solutions to problems.
• Not receptive to feedback or suggestions from the team regarding creative solutions.
• Does not prioritize creativity and innovation in the team’s goals and objectives.
• Does not invest in training or development programs to enhance the team’s creativity and innovation skills.
• Does not provide a safe and supportive environment for the team to take creative risks.
• Does not encourage the team to challenge the status quo and think outside the box.
• Does not recognize or appreciate the value of creative thinking and innovation in achieving business goals.
• Not proactive in seeking out new and innovative opportunities for the team.
• Does not provide the necessary autonomy and freedom for the team to explore creative solutions.
• Does not empower the team to take ownership of their creativity and innovation efforts.
• Does not recognize or address barriers that may hinder the team’s ability to be creative and innovative.
• Does not provide the necessary support and resources for the team to implement creative solutions.

Accountability performance review phrases

Providing employees with feedback on accountability encourages responsibility, trust, and high performance, contributing to your company’s success.

Performance review accountability

In performance reviews, accountability is crucial for assessing employees’ reliability and commitment to their roles . Feedback on accountability evaluates their ability to take ownership of their work, meet deadlines, and fulfill commitments. It reinforces the importance of responsibility and reliability while setting clear expectations for future performance. By recognizing instances of accountability and addressing areas for improvement, managers cultivate a culture of trust and integrity within the organization, ultimately leading to improved employee engagement and productivity.

• Demonstrates responsibility by assisting team mates with their tasks willingly.
• Takes full accountability for actions and never avoids responsibility.
• Assists coworkers promptly in response to workload changes.
• Offers assistance to others proactively.
• Volunteers assistance even when not expected.
• Displays empathy towards others’ needs.
• Strives to foster a positive work atmosphere.
• Shows awareness of external environmental needs.
• Efficiently utilizes time consistently.
• Welcomes feedback on work openly.
• Takes ownership of tasks from start to finish autonomously.
• Identifies when additional help is needed and finds solutions without compromising quality or deadlines.
• Acknowledges mistakes as opportunities for growth.
• Considers impacts of actions and decisions on others.
• Leads by example with a strong work ethic.
• Maintains integrity and earns trust through consistent demonstration of competence.
• Respects organizational hierarchy while contributing innovative ideas.
• Finds purpose in work beyond self-interest.
• Considers multiple perspectives and builds consensus before deciding on solutions.
• Gives credit to others and shares team accomplishments.
• Meets commitments reliably while adapting plans to new information.
• Maintains a positive, solution-oriented mindset under stress.
• Advocates for process improvements based on objective data.
• Builds cooperative relationships across departments to enhance coordination.
• Leads with compassion and mentorship.
• Remains solutions-focused under pressure.
• Admits gaps in knowledge and seeks guidance.
• Approaches conflicts with empathy, fairness, and good faith.
• Holds self to high standards with diligence.
• Focuses on completing tasks before moving to new priorities.
• Proactively leads and anticipates challenges.
• Sets vision and strategy while empowering others.
• Fosters a growth culture where all contribute.
• Maintains a learning mindset to optimize outcomes.
• Fosters collaboration for maximum impact.
• Frequently shifts responsibility onto others.
• Reluctant to acknowledge failures.
• Struggles with accepting responsibility.
• Often makes excuses for failure.
• Blames processes and policies for shortcomings.
• Resists feedback that challenges assumptions.
• Takes credit for team accomplishments while avoiding blame.
• Focuses on others’ mistakes rather than supporting improvement.
• Fails to follow through on commitments.
• Makes excuses for missed deadlines.
• Acts entitled and resistant to additional responsibilities.
• Avoids owning up to subpar work.
• Plays the blame game instead of resolving issues constructively.
• Lacks self-awareness and initiative.
• Needs constant supervision and prompting.
• Becomes defensive when standards are enforced.
• Acts entitled when asked to improve.
• Lacks ownership over projects.
• Misses obvious problems.
• Avoids difficult conversations and decisions.
• Fails to acknowledge missteps.
• Lacks attention to detail and quality.
• Acts entitled when given feedback.
• Lacks initiative and ownership.
• Plays the victim rather than taking responsibility.

Performance review customer focus

Providing employees with feedback about customer focus is crucial as it reinforces the importance of prioritizing customer needs and customer satisfaction . This feedback aligns employee behavior with organizational goals, empowers employees to understand the impact of their interactions on customer experiences, and improves customer retention and business outcomes.

Performance review phrases for customer focus

• Demonstrates skill in finding the right approach with any client, even the most critical.
• Maintains politeness and friendliness with customers, avoiding interruptions during conversations.
• Commits to fulfilling promises made to clients without fail.
• Prioritizes the comfort and convenience of clients.
• Goes above and beyond job requirements consistently to satisfy customers.
• Exhibits proficiency in working with clients, receiving no complaints from them.
• Handles difficult customers gracefully.
• Achieves consistently high marks on customer satisfaction surveys.
• Provides consistent, quality service to all customers.
• Follows up with customers promptly.
• Ensures customers are accurately informed, making an extra effort to do so.
• Actively listens to customers, seeking to understand their needs and preferences.
• Responds to customer inquiries promptly and professionally.
• Takes ownership of customer issues and diligently works to resolve them.
• Anticipates customer needs and offers proactive solutions.
• Demonstrates empathy and understanding when customers express frustration.
• Maintains a positive attitude even when dealing with challenging customers.
• Takes responsibility for customer outcomes and aims to exceed expectations.
• Builds rapport and trust with customers through consistent high-quality service.
• Demonstrates flexibility and adaptability to changing customer needs.
• Possesses a deep understanding of the products or services provided to customers.
• Seeks feedback from customers to improve service and product offerings.
• Maintains accurate and up-to-date records of customer interactions and needs.
• Responds to customer complaints urgently and resolves them quickly.
• Proactively identifies and addresses potential customer issues.
• Exhibits patience and persistence in resolving complex customer issues.
• Stays informed about competitors and industry trends to better serve customers.
• Can handle everyday customer service situations but lacks flexibility and knowledge in complex issues.
• Needs to reduce average time per call, especially when it is high.
• Handles phone customer service well but struggles with face-to-face interactions.
• Receives consistently low marks in customer satisfaction surveys.
• Needs improvement in active listening skills.
• Attendance and participation in customer service training sessions are lacking.
• Frequently passes challenging issues to others instead of addressing them personally.
• Demonstrates frustration with clients who ask questions.
• Struggles with difficult customers, often deferring to a supervisor.
• Lacks initiative in finding solutions to challenging customer issues.
• Displays impatience or irritation with customers who have complex needs.
• Fails to take ownership of customer issues and often passes them to others.
• Lacks timely and effective follow-up with customers.
• Shows a lack of empathy and understanding with dissatisfied customers.
• Communicates poorly with customers, leading to misunderstandings.
• Does not take responsibility for customer outcomes and tends to blame external factors.
• Provides inconsistent service quality to customers.
• Fails to anticipate customer needs or proactively offer solutions.
• Does not seek or utilize customer feedback for improvement.
• Neglects to maintain accurate records of customer interactions.
• Responds slowly to customer complaints and does not resolve them promptly.
• Lacks patience and persistence in resolving complex customer issues.
• Lacks understanding of products or services offered to customers.
• Fails to adapt to changing customer needs.
• Does not maintain professionalism in high-pressure situations.
• Lacks understanding of the importance of customer service.
• Fails to proactively address potential customer issues.
• Does not take customer feedback seriously or use it for improvement.
• Fails to fulfill commitments made to customers, leading to dissatisfaction.
• Shows reluctance to learn and improve in customer service skills.

Performance review phrases decision making

Providing employees with feedback about problem-solving and decision-making skills is essential for fostering innovation and efficiency. By acknowledging strengths and addressing areas for improvement, feedback empowers employees to develop critical thinking and sound judgment, leading to better problem resolution and increased productivity. Use these performance review phrases tailored to decision-making and problem-solving to provide employees with specific and actionable feedback .

Performance review phrases problem solving

• Skillful at analyzing situations and working out solutions.
• Clearly defines problems and seeks alternative solutions.
• Demonstrates decisiveness in difficult situations.
• Makes sound, fact-based judgments.
• Carefully analyzes issues and explores different resolutions.
• Demonstrates creativity and innovation in problem-solving.
• Prioritizes competing demands and makes tough decisions.
• Displays good judgment and critical thinking skills.
• Identifies root causes of problems and addresses them effectively.
• Considers all factors before determining the best course of action.
• Thinks through potential consequences before finalizing plans.
• Objectively weighs pros and cons to arrive at well-reasoned conclusions.
• Solicits input from others to gain diverse perspectives.
• Maintains composure under pressure and makes level-headed choices.
• Approaches issues with an open mind to find optimal solutions.
• Thinks creatively to tackle challenging problems.
• Learns from past experiences to improve decision making.
• Breaks large problems down into manageable pieces.
• Balances the bigger picture with important details.
• Gathers relevant facts from reliable sources.
• Adapts decisions based on new information.
• Finds practical solutions within constraints.
• Evaluates outcomes and adjusts as needed.
• Foresees potential obstacles or consequences.
• Balances risks and potential benefits in decision making.
• Draws logical conclusions based on evidence.
• Considers diverse viewpoints to develop plans.
• Prioritizes and tackles important issues first.
• Remains open to new information and perspectives.
• Re-evaluates solutions against goals and refines as needed.
• Anticipates second and third order effects of choices.
• Applies overly complex approaches to problem-solving.
• Struggles with difficult problems.
• Avoids awkward situations.
• Loses focus when faced with complexity.
• Makes hasty decisions without considering factors.
• Fails to acknowledge flaws in reasoning.
• Makes inconsistent decisions without rationale.
• Does not re-evaluate choices when needed.
• Fails to consider implications of decisions.
• Does not gather sufficient information.
• Allows emotions to cloud judgment.
• Rejects contradictory input.
• Becomes flustered under pressure.
• Approaches issues with closed mind.
• Focuses on single solutions.
• Fails to see broader implications.
• Does not learn from past errors.
• Makes excuses for unsuccessful solutions.
• Avoids responsibility for consequences.
• Jumps to conclusions without facts.
• Struggles to break problems down.
• Loses sight of overarching goals.
• Relies on anecdotes over data.
• Fails to re-examine assumptions.
• Does not establish evaluation criteria.
• Ignores potential challenges.
• Struggles to prioritize effectively.
• Fails to adapt to changing circumstances.
• Proposes unrealistic solutions.
• Rushes through decisions without analysis.

Performance review phrases for dependability

Providing employees with feedback about dependability is crucial for maintaining trust and efficiency within the organization. It reinforces the importance of reliability and meeting deadlines , helping employees understand how their performance impacts team dynamics and productivity. By addressing areas needing improvement, feedback empowers employees to enhance their dependability and contribute more effectively to organizational success, fostering a culture of accountability and reliability.

Performance review phrases reliability

• Willing to work overtime until the project is finished.
• The go-to person if the task absolutely must be completed by a given time.
• Dependable and turns in good performance each day. Never fails to impress.
• Shows faithful commitment to getting the job done, consistently performing at or above expectations.
• Known for dependability and willingness to do what it takes.
• Can be counted upon for steady performance.
• Consistently demonstrates solid performance in all aspects of work.
• Handles projects conscientiously from start to finish.
• Meets deadlines reliably and completes work within expected timeframes.
• Follows through consistently and honors commitments.
• Accepts responsibility for tasks and sees them through to completion.
• Maintains a consistent level of quality and effort in all duties.
• Work is thoroughly done right the first time with few errors.
• Can be counted on to handle important tasks independently.
• Punctual and dependable in attendance and timekeeping.
• Keeps others informed of progress and potential delays.
• Maintains focus and follows through to the end of projects.
• Colleagues trust that work assigned will be done reliably.
• Accountable and takes ownership of responsibilities.
• Performance level remains consistent even under pressure.
• Maintains composure and continues working steadily.
• Proactive in preventing delays or issues with deadlines.
• Work habits demonstrate discipline and dependability.
• A rock others can lean on in times of heavy workload.
• Performance level is unwavering despite distractions.
• Delivers on commitments with consistent effort and quality.
• Cannot depend on him. Better to assign tasks to someone else.
• Productivity is not as good as coworkers’.
• Very loyal but cannot be depended on. An irresponsible person.
• Demands reliability from others, but not from himself.
• Energy, drive, and performance levels are inconsistent and unpredictable.
• Makes promises that aren’t kept.
• Guarantees deadlines will be met, but consistently misses them.
• Reliable when it suits him, constantly needs reminders for disliked tasks.
• Work quality and effort levels vary unpredictably.
• Does not demonstrate consistent ownership of responsibilities.
• Makes excuses when failing to follow through on commitments.
• Others cannot rely on him to manage important duties independently.
• Work is error-prone, quality is not maintained.
• Easily distracted or sidetracked from tasks.
• Productivity decreases significantly under normal pressure.
• Unreliable and inconsistent in following instructions.
• Does not take initiative or demonstrate accountability.
• Struggles to multi-task or manage deadlines effectively.
• Colleagues cannot depend on tasks being done right the first time.
• Becomes overwhelmed and makes poor choices when busy.
• Struggles to maintain focus and follow projects through.
• Misses important details and fails to deliver quality work.
• Does not keep others informed of progress or delays.
• Work cannot be depended on to meet professional standards.
• Easily distracted by unrelated tasks or personal matters.

Performance review phrases integrity

Providing employees with feedback about integrity is crucial for upholding trust and ethical standards within the organization. It reinforces the importance of honesty, transparency, and adherence to organizational values, helping employees understand the impact of their actions on the workplace culture and reputation. Addressing any integrity concerns empowers employees to uphold ethical standards and contribute to a positive work environment, fostering honesty and trustworthiness throughout the organization.

Performance appraisal phrases for integrity

• Very honest, never abusing company benefits for personal purposes.
• Highly principled, treating all coworkers equally, regardless of gender, age, or any other factor.
• Has the ability to resolve disputes with clients and partners peacefully.
• Discourages gossip or other negative discourse at the workplace, forming a good working climate.
• Understands legal responsibility to the company very well.
• Strong sense of integrity underlies all dealings with vendors.
• Makes decisions that consistently reflect a strong commitment to acting reputably.
• Never shares confidential company information with outsiders without proper authorization.
• Reports any violations of company policies or code of conduct witnessed.
• Handles all customer complaints with empathy, respect, and care.
• Takes responsibility for own mistakes and learns from them.
• Gives credit to colleagues for their contributions and does not take sole credit for teamwork.
• Leads by example with high ethical standards in all dealings.
• Honest and transparent in all communication with management and peers.
• Handles conflicts of interest appropriately and does not let personal interests influence professional decisions.
• Respects privacy and protects sensitive information of customers, partners, and the company.
• Makes well-considered decisions keeping long-term interests of stakeholders in mind.
• Takes a principled stand against unfair treatment or discrimination.
• Acts with utmost integrity in all internal and external interactions.
• Takes responsibility for ensuring team follows the company code of conduct.
• Leads by setting an example of high ethical values in day-to-day work.
• Honest and transparent in documenting work progress and results.
• Takes initiative to clarify and understand expectations to avoid misunderstandings.
• Respects and complies with all applicable laws and regulations.
• Handles sensitive information with discretion and does not misuse authority or access.
• Truthful and factual in preparing any documents and records.
• Leads by personal example of ethical and lawful conduct.
• Occasionally made misleading statements that needed correction.
• Accusations from customers of being untruthful.
• Integrity does not seem to rank particularly highly on priorities.
• Expects integrity from others, but doesn’t always display it himself.
• Demonstrates acceptable levels of integrity only intermittently.
• Showed several recent lapses in integrity.
• Violates company standards and expectations regarding employee integrity.
• Cost the company customers and money because of disingenuous behavior.
• Integrity seems flexible when it suits purposes.
• Lack of integrity undermines effectiveness and damages credibility.

Performance review phrases flexibility

Feedback on flexibility in performance reviews is important as it encourages employees to adapt to change and new ideas. It helps create a culture of innovation and agility in the organization. Ultimately, addressing flexibility promotes individual growth and organizational success.

• Ready to make new and carefully considered decisions if the situation has changed and the previous actions have become inappropriate.
• Ready to work extra hours if urgent and essential issues must be solved by the end of the day.
• Strong and confident but at the same time open-minded. Always ready to consider proposals from colleagues.
• Always stays aware of market changes to be able to react immediately. This awareness helps the company develop and flourish.
• Shows initiative and is flexible when approaching new tasks.
• Ready to consider new perspectives and adjust views if compelling counterarguments are presented.
• Willing to take on additional responsibilities outside normal role when the team needs support.
• Adapts smoothly to changing priorities and demands without becoming frustrated or overwhelmed.
• Remains open to alternative solutions even after committing to a particular course of action.
• Embraces diverse viewpoints and values the unique perspectives of all team members.
• Receptive to feedback and uses it constructively to strengthen performance.
• Transitions between tasks seamlessly thanks to ability to stay focused yet flexible.
• Brings a versatile skill set to each new challenge and finds innovative ways to add value.
• Tailors approach based on the unique needs of diverse clients and stakeholders.
• Readily takes on different roles to ensure all work gets done to a high standard.
• Handles unforeseen complications calmly and creatively without compromising quality or deadlines.
• Maintains a high level of performance despite unpredictable demands and shifting company priorities.
• Embraces change proactively and sees it as an opportunity rather than a disruption.
• Finds the upside in difficulties and uses challenges to strengthen adaptability.
• Approaches each new task with an open and inquisitive mindset rather than rigid preconceptions.
• Does not excel at activities which require a high degree of flexibility.
• Can change point of view without analyzing or defending it. Should be more certain about proposals.
• Tends to resist activities where the path is unknown.
• Becomes uptight when the plan changes.
• Not comfortable when the agenda changes unexpectedly.
• Prefers sticking to a set routine and gets uneasy with unexpected deviations.
• Adapting to new situations does not come naturally and would benefit from being more open to change.
• Gets stuck in rigid thinking and has difficulty considering alternative perspectives.
• Shows reluctance to adjust approach even when presented with a better option.
• New information that contradicts preconceptions can make defensive rather than open-minded.
• Last-minute changes can frustrate as likes advance preparation and scheduling.
• Tendency to get stuck in rigid ways of thinking instead of considering different perspectives.
• Adjusting to alternative solutions requires more effort than sticking to original idea.
• Shows reluctance to modify strategies even when circumstances change.
• Openness to alternate viewpoints is an area that can further develop for improved flexibility.
• Demonstrates rigidity in thinking patterns and could benefit from strengthening adaptability skills.
• Going outside prescribed processes to get work done can be challenging.

Performance review for leadership

Providing employees with feedback about leadership skills during performance reviews is essential for their career growth and the organization’s success. This feedback helps employees understand their strengths and areas for improvement in leading teams and projects, aligning their behavior with organizational goals and values. By addressing any gaps in leadership capabilities, feedback empowers employees to enhance their skills and positively impact team performance, fostering a culture of effective leadership within the organization .

• Distributes resources in an appropriate manner depending on the priority of assignments.
• Establishes a corporate culture of reliability and caring.
• Is ready to share information and knowledge for the common development of all staff.
• Is very helpful when mentoring entry-level staff getting used to their jobs.
• Creates a culture of dialogue.
• Recognizes staff for a job well done.
• Allocates tasks appropriately based on the prior assignments.
• Understands people and the different ways to motivate them to get the job done.
• Provides constant coaching and guidance to employees.
• Cultivates an atmosphere of teamwork and cooperation.
• Leads by example with integrity and strong work ethic.
• Empowers staff to take initiative within clear guidelines.
• Encourages open communication up and down the chain.
• Provides regular constructive feedback and coaching.
• Celebrates both individual and team achievements.
• Makes oneself available as needed for guidance.
• Helps staff set and pursue career development goals.
• Delegates appropriately based on competencies.
• Gives credit to staff for accomplishments.
• Removes obstacles to allow staff to excel.
• Provides stretch assignments for growth opportunities.
• Leads with a vision that inspires commitment.
• Empowers staff to find innovative solutions.
• Cultivates an inclusive environment of respect.
• Confuses the employees through different directions and guidance.
• Rarely shows appreciation for good performance.
• Fails to explain procedures to subordinates clearly. Lacks the qualifications to be an effective mentor.
• Gets frustrated easily with new team members and fails to offer any support.
• Often impatient and unhelpful.
• Sends mixed signals to the team regarding goals and day-to-day activities.
• Rarely shows any recognition to the team.
• Sets unreasonably high expectations for the team.
• Provides inconsistent direction without clarity.
• Does not recognize contributions publicly.
• Lacks patience when explaining procedures.
• Appears unsupportive of new staff questions.
• Shows irritation easily instead of calm guidance.
• Sends conflicting cues about priorities.
• Sets unrealistic targets without resources.
• Does not cultivate an atmosphere of trust.
• Delegates poorly without clarity on expectations.
• Does not connect staff to learning opportunities.
• Lacks vision and fails to inspire commitment.
• Plays favorites within the team.
• Shows lack of interest in staff development.
• Fails to build an inclusive work culture.
• Lacks integrity and consistency in leadership.
• Is unavailable and unapproachable as needed.

Performance review comments initiative

Providing feedback on initiative during performance reviews is important because it encourages employees to take action and contribute ideas. It helps create a culture where employees feel empowered to drive progress and innovation . Ultimately, addressing initiative promotes success for both individuals and the organization.

• Doesn’t wait for instructions, shows initiative to find new tasks.
• Requires minimal supervision, shows initiative independently.
• Goal-oriented, sets own priorities to accomplish job.
• Takes initiative in overcoming obstacles and finding resolutions.
• Considered best person in group for innovative ideas and effective working methods.
• Never minds taking on new tasks, even the most difficult ones.
• Consistently looks for ways to add more value through continuous improvement.
• Willingly takes on additional responsibilities outside core job scope.
• Proactively seeks out new challenges and stretches continuously.
• Takes ownership and drives tasks from start to finish without needing oversight.
• Solves problems independently before escalating issues.
• Identifies needs and opportunities others may miss and acts quickly.
• Leads by example, inspires others through high levels of self-motivation.
• Identifies and implements efficiencies to optimize performance.
• Initiates collaborative relationships for mutual benefit.
• Takes on additional work during peak periods without needing to be asked.
• Approaches challenges with a can-do attitude, finds solutions independently.
• Identifies and acts on opportunities for organizational improvement.
• Proactively manages workload and workstreams with little supervision.
• Implements best practices to continuously raise performance.
• Takes ownership of projects, driving them proactively.
• Applies skills to new areas for organization’s benefit.
• Builds strong internal and external working relationships proactively.
• Contributes innovative ideas at team meetings and discussions.
• Takes on stretch assignments eagerly to accelerate learning and growth.
• Drives continuous improvement initiatives independently.
• Implements new processes or systems for enhanced effectiveness.
• Pitches in to help others complete their work as needed.
• Takes actions independently to advance organizational priorities and strategy.
• Seems too difficult for him to do job on his own.
• Poor abilities to establish priorities and courses of action for self, lacks planning and follow-up skills to achieve results.
• Needs close supervision when performing assignments.
• Doesn’t seek out opportunities to learn and grow within role.
• Passively waits to be told what to do rather than driving tasks proactively.
• Lacks motivation, relies heavily on external direction.
• Fails to identify needs and opportunities for improvement.
• Does not look for ways to add more value or take on additional responsibilities.
• Avoids or is slow to take on new challenges and stretch assignments.
• Escalates issues prematurely rather than solving problems independently.
• Struggles to work independently, not self-starting.
• Lacks proactive, solution-oriented approach to tasks and challenges.
• Fails to identify opportunities for process improvements.
• Relies on others to identify additional work needed during peaks.
• Lacks can-do attitude, depends on others to solve problems.
• Ineffective at independent time management and workload prioritization.
• Does not initiate implementation of industry best practices.
• Lacks ownership over projects, depends on significant oversight.
• Rarely contributes innovative ideas or suggestions proactively.

Employee performance review comments job knowledge

Giving employees feedback about job knowledge during performance reviews is essential to ensure they have the skills needed for their roles . It reinforces the importance of continuous learning and staying updated on industry trends. Addressing job knowledge promotes competence, growth, and excellence within the organization.

Performance review job knowledge phrases

• Possesses perfect knowledge and skills useful for the job.
• Has deep knowledge of products and particular characteristics of company’s products.
• Takes available opportunities to increase knowledge of relevant job skills.
• Completes assignments accurately and efficiently.
• Maintains up-to-date level of professional and technical knowledge.
• Demonstrates knowledge of job on a daily basis.
• Always applies new knowledge to work and keeps up with changes in field.
• Has excellent grasp of technical aspects of role.
• Seeks out opportunities for continuous learning and skills development.
• Demonstrates expertise when answering questions from others.
• Applies specialized skills and knowledge effectively to all tasks.
• Troubleshoots issues efficiently using in-depth product understanding.
• Keeps well-informed of best practices and emerging standards.
• Delivers work to expert level through extensive learning.
• Takes advantage of all training opportunities provided.
• Shares knowledge and expertise willingly with others.
• Learns quickly and applies new skills independently.
• Stays well-informed on industry news and competitor offerings.
• Contributes insights based on in-depth knowledge and research.
• Provides expert guidance to others regularly.
• Enhances knowledge continuously through self-study.
• Makes complex topics easily understood for others.
• Recommends process improvements based on leading practices.
• Mentors less experienced team members effectively.
• Incorporates feedback to enhance skills and performance.
• Cannot fulfill duties due to lack of necessary knowledge of job.
• Not as knowledgeable about job and its requirements as expected.
• Doesn’t know key fundamentals of job, always asks for other people’s instruction.
• Repeatedly asks same questions about job duties, does not retain important information.
• Skill set does not meet requirements for job.
• Not taking advantage of available learning resources to expand job knowledge.
• Relies too heavily on others rather than developing greater self-sufficiency.
• Learning plan needed to strengthen job knowledge and skills.
• Consistently demonstrates lack of understanding of job requirements and expectations.
• Job knowledge falls short of what is necessary to perform duties effectively.
• Frequently makes mistakes due to inadequate knowledge of job.
• Struggles to keep up with demands of job due to limited understanding of its complexities.
• Has not demonstrated necessary proficiency in job duties despite attempts to improve performance.
• Has not shown significant improvement in job knowledge since hire date.
• Frequently requires assistance from colleagues to complete tasks within job knowledge.
• Appears to have limited understanding of company’s policies and procedures.
• Has not demonstrated ability to apply job knowledge to real-world situations.
• Lacks necessary training and experience to perform job duties effectively.
• Has not demonstrated understanding of importance of job duties to company’s success.
• Consistently fails to meet expectations set for job performance.
• Struggles to keep up with changes in industry due to limited job knowledge.
• Has not shown initiative to improve job knowledge or seek additional training.

Planning and organizing performance review phrases

Giving feedback on planning and organizing during performance reviews helps employees work more efficiently . It reminds them to set goals, prioritize tasks , and manage time effectively. Improving these skills leads to better results for the organization.

Meets or exceed expectations

• Demonstrates good organizational and planning skills.
• Adheres to deadlines and meets production benchmarks.
• Prioritizes tasks effectively based on importance and urgency.
• Allocates sufficient time and resources to complete projects according to deadlines.
• Schedules work systematically and maintains detailed work plans.
• Anticipates risks and roadblocks in advance to plan contingencies.
• Delegates tasks based on skills and workload of team members.
• Monitors progress regularly and makes adjustments to plans proactively.
• Maintains organized documentation, records, and reports on ongoing work.
• Schedules important meetings to ensure timely coordination and progress.
• Plans budgets effectively and completes projects within allocated cost estimates.
• Manages time efficiently and completes tasks as scheduled without delays.
• Establishes standard operating procedures for efficient task completion.
• Plans for potential emergencies and contingencies in advance.
• Schedules work in a manner that prioritizes quality over quantity.
• Ensures proper coordination between different teams and departments.
• Maintains a calendar of important dates and deadlines to track progress.
• Schedules work in a manner that balances multiple ongoing projects.
• Plans and schedules work to achieve objectives within given timeframes.
• Prioritizes new tasks based on strategic organizational goals and objectives.
• Schedules tasks for optimum resource utilization and efficiency.
• Finds it difficult to plan an action without instruction.
• Fails to resolve problems in a timely manner.
• Finds it challenging to determine priorities among competing demands on time.
• Has trouble planning work schedule around deadlines and commitments.
• Requires frequent supervision to stay on track and complete tasks.
• Gets easily distracted and has difficulties managing interruptions.
• Fails to anticipate resource requirements and bottlenecks in advance.
• Struggles to adapt plans when priorities change or issues arise.
• Finds it hard to delegate tasks and monitor progress independently.
• Does not maintain documentation and records work updates properly.
• Has difficulties coordinating with others and sharing status updates.
• Lacks attention to detail and often misses important planning steps.
• Unable to estimate time requirements accurately for projects.
• Does not consider quality standards while scheduling work.
• Fails to identify and mitigate risks proactively in project plans.
• Unable to adapt to changes in priorities or scope without issues.
• Struggles to think ahead and anticipate future planning requirements.
• Unable to allocate budgets effectively for projects and tasks.
• Requires reminders to schedule important client or vendor meetings.

Performance review phrases time management

Giving feedback on time management during performance reviews helps employees work more efficiently and meet deadlines. It reminds them to prioritize tasks and manage their workload effectively. Improving time management skills leads to better performance and outcomes for the organization.

Performance review time management phrases

• Performs tasks with dedication and always accomplishes them on time.
• Demonstrates the ability to manage various tasks and complete them punctually.
• Uses time effectively to address both major and minor responsibilities weekly.
• Divides time logically to achieve set goals.
• Sets clear priorities and objectives to remain focused on important tasks.
• Prioritizes tasks and efficiently completes them within given timeframes.
• Prepares detailed schedules and accurately estimates task durations.
• Avoids distractions to maximize productivity.
• Allocates sufficient buffer time for contingencies and revisions.
• Multitasks effectively without compromising work quality.
• Periodically re-evaluates schedules and adjusts timelines proactively.
• Delegates tasks appropriately for optimal workload distribution.
• Regularly monitors progress against schedules and deadlines.
• Consistently completes tasks on time and manages time effectively.
• Respects others’ time and fulfills commitments as promised.
• Transparently shares status and challenges regarding timelines.
• Manages time effectively, even when faced with unexpected challenges.
• Highly organized and effectively manages time to meet all deadlines.
• Unable to manage time effectively, repeatedly missing project deadlines.
• Needs to improve time management skills for better efficiency.
• Should create weekly work plans to optimize task performance.
• Struggles to complete tasks due to ineffective time management.
• Takes excessive time to complete tasks, requiring better weekly planning.
• Fails to prioritize tasks and loses focus on critical assignments.
• Underestimates task durations.
• Procrastinates and delays tasks until the last minute.
• Easily distracted by social media or non-work related activities.
• Lacks planning and scheduling skills to manage work effectively.
• Ineffective in delegating tasks.
• Fails to communicate proactively about delays or missed deadlines.
• Does not set clear objectives or priorities for work.
• Unable to estimate realistic timelines for tasks and projects.
• Does not regularly monitor progress against schedules and deadlines.
• Disregards others’ time and frequently misses commitments.
• Does not take ownership of work and blames external factors for delays.

Performance review phrases attitude

Providing feedback on attitude during performance reviews is important for a positive workplace . It emphasizes the value of teamwork and productivity, helping employees understand how their behavior affects colleagues and the organization’s culture .

• Builds an atmosphere of trust within the team.
• Cheerful attitude uplifts others in his presence.
• Never complains about the job or colleagues.
• Focuses on the positives when dealing with problems.
• Enthusiastically motivates other team members.
• Finds opportunities to praise others for their efforts and accomplishments.
• Maintains a positive outlook even during stressful times.
• Energy and optimism are contagious.
• Makes others feel valued and respected.
• Looks for solutions rather than dwelling on problems.
• Smile and friendly manner create a pleasant work environment.
• Finds the good in every situation.
• Positivity raises the morale of those around him.
• Makes others feel heard and encourages open communication.
• Optimism is contagious and lifts the spirits of colleagues.
• Looks for lessons in failures and mistakes.
• Encouragement and support motivate others to do their best.
• Brings a sense of fun to work.
• Finds ways to acknowledge others for their efforts regularly.
• Friendly demeanor puts others at ease.
• Expresses appreciation for colleagues and their contributions.
• Enthusiasm is contagious and inspires hard work.
• Focuses on shared goals and teamwork rather than individual accomplishments.
• Positivity makes him a pleasure to work with.
• Finds ways to learn from both successes and failures.
• Can-do attitude boosts productivity.
• Makes others feel their contributions are valued.
• Upbeat manner keeps the team working together harmoniously.
• Language and voice level can be inappropriate.
• Tends to trigger problems between coworkers.
• Displays an overly sensitive and pessimistic personality, focusing too much on negatives.
• Talks negatively about other team members.
• Needs to focus on the positive aspects of the job and team.
• Complaints undermine team morale.
• Dwells excessively on problems rather than seeking solutions.
• Contributes to tension and friction within the team.
• Often has troubles with coworkers, easily angered and argumentative.
• Pessimism saps the energy of colleagues.
• Finds fault easily and fails to acknowledge others’ efforts.
• Takes criticism too personally and becomes defensive.
• Blames others and refuses to accept responsibility for mistakes.
• Lacks tact and consideration in interactions.
• Needs to control temper and attitude, avoiding strong reactions to negatives.
• Fails to acknowledge colleagues’ good work.
• Irritability negatively impacts morale and team cohesion.
• Criticism of colleagues breeds resentment and mistrust.
• Sees setbacks as personal failures rather than learning opportunities.
• Complaints and criticisms distract from productive discussions.
• Contributes more problems than solutions.
• Lacks emotional control and self-awareness in interactions.
• Focuses excessively on minor issues rather than larger goals.

Ending a performance review with closing comments is an opportunity to summarize key points, express appreciation, and set expectations for the future.

Here’s how you could do it:

“Thank you for your dedication and commitment throughout this review process. Your hard work and achievements are greatly valued and appreciated. As we move forward, I encourage you to continue building on your strengths and addressing areas for improvement. Thank you again for your contributions to our team.”

For a simple, yet effective method of employee evaluation, download this free 9 box grid template or this free 360 degree feedback template .

Performance evaluation software

Conducting performance reviews can consume a significant amount of your valuable time and require considerable effort to ensure efficiency. Consequently, they are often overlooked or not taken seriously. However, they are among the most useful tools for enhancing workforce productivity and fostering teamwork, thereby sustaining the organization in the long term.

The most effective way to conduct performance reviews is through HR (human resources) software. Factorial, an HR software solution , offers a comprehensive set of performance management tools and analytics . To learn more about how Factorial can streamline your HR processes by centralizing them in a single platform —rather than scattered across spreadsheets, emails, and paperwork— book a demo to chat with an HR product specialist by clicking the banner below or the button in the top right corner!

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Say It Right: 171 Performance Review Example Phrases & Comments

Navigating performance review conversations is often easier said than done. Managers are busy and many feel unequipped to deliver great feedback. But if you don't want your performance evaluations to feel like a burdensome corporate ritual, you need to consider your approach carefully. In this guide, we present 171 sample phrases and comments to use in employee performance reviews. 

Get your free performance review templates

Table of contents.

The importance of performance reviews

Best practices: how to write a performance review

Pitfalls to avoid in performance reviews

What to say in a performance review

Example phrases & comments: communication skills

Example phrases & comments: teamwork & collaboration

Example phrases & comments: problem-solving and decision making

Example phrases & comments: adaptability & flexibility

Example phrases & comments: customer focus

Example phrases & comments: leadership & influence

Example phrases & comments: innovation & creativity

Example phrases & comments: technical & professional proficiency

Example phrases & comments: results orientation & execution

Example phrases & comments: integrity & ethics

Example phrases & comments: cultural competency

Performance review questions

The performance review is a cornerstone of an effective performance management program. It's an opportunity to reflect, summarize, and plan for what's next. When done well, performance reviews help employees feel valued and motivated to improve.

But navigating the employee review conversation is easier said than done. Managers are busy and often feel unequipped to deliver great feedback. And employees are often anxious about what will happen in the conversation. If you don't want your performance evaluations to feel like a burdensome corporate ritual, you need to consider your approach carefully.

The words exchanged in a performance review matter—a lot. They have the potential to steer an employee's confidence, connection, and contributions in the months to come. And, by extension, the trajectory of your team and organization. You need to handle reviews with a balance of radical candor and encouragement.

Whether you're a seasoned HR pro, a new manager, or an employee preparing for a review, these performance review examples and comments can help you have a more meaningful and productive conversation. These  examples should serve as inspiration, not a script—as we ultimately recommend providing specific and personalized feedback to employees.

The Importance of Performance Reviews

Performance reviews, when done well, are important in performance management and employee engagement . They provide an opportunity for managers and employees to reflect and look forward. To strengthen alignment and maximize growth.

Performance reviews can benefit everyone in the organization. They provide organizational leaders and HR with valuable information about employee performance, so they can make more informed talent decisions.

For managers, performance reviews help evaluate team member performance against established goals. Managers can share feedback, recognize great work, and discuss areas of improvement. This feedback is essential for development, setting clear expectations, and fostering continuous improvement within the team.

For employees, performance reviews help boost growth and development. Employees receive open and direct feedback on their performance, which allows them to adjust and improve. Reviews increase alignment and surface opportunities for development.

Best Practices: How to Write a Performance Review

A crucial aspect of effective performance reviews is delivering constructive feedback. When writing a performance review, it's important to provide specific examples to illustrate your points. You should also avoid generic praise or criticism. Employees will see right through it, and they won't be motivated to improve. Instead, tailor your comments and suggestions to the individual's performance. Let them know you care about their development and want to be an active partner in their growth.

To ensure employee engagement and growth, set clear performance goals and offer support for improvement. Emphasize the impact of addressing the discussed areas on overall performance. Encourage a culture of continuous improvement by calling out great work when you see it and providing coaching targeted and improvement.

Finally, make sure to keep the door open for a two-way conversation. Transparent communication nurtures trust and collaboration between you and your team members. By actively listening to their feedback and valuing their input, you can create a culture where everyone feels heard and respected, ultimately building strong relationships.

A culture of trust doesn’t happen overnight. Managers should have regular performance check-ins outside of the annual performance review. These conversations allow managers to support, adjust, and adapt as needed to keep performance on track and stay connected to employees through effective communication.

Pitfalls to Avoid in Performance Reviews

There are a few common traps that can undermine the effectiveness of your performance reviews. Here's a few and how to avoid them:

• The vagueness vortex. Offering generic feedback leaves employees wanting more. Use specific examples as anchors for your feedback to provide both clarity and direction for improvement. Good performance review templates can help!
• The negative bias barrier. While addressing areas for growth is essential, it's just as important to celebrate what's going right. A balanced review motivated employees and helps them feel valued for their hard work.
• The expectations fog. Ambiguity in objectives can cloud the review process. Setting clear, achievable performance goals from the get-go ensures both managers and employees are on the same page about what's important.
• The follow-up fumble. The momentum from the review is lost without follow-through and ongoing performance conversations. Consistent follow-up translates insights into action, helping employee stay aligned and feel supported.

What Not to Say in a Performance Review

The language you use in performance reviews is so important. It can make or break the review conversation for your employee. Remember your purpose: it is to guide and develop, not to blame and discourage. Here are a few tips for what not to say in a performance review:

• Steer clear of overly critical language without offering a path forward. Your aim should be to inspire improvement.
• Avoid the comparison trap. Don't compare an employee to another team member. You risk creating a competitive rather than a collaborative environment.
• Don't dismiss employee feedback. It's important to acknowledge their thoughts, showing respect and creating space for a two-way dialogue.

What to Say in a Performance Review:

Your performance review delivery is important in nurturing growth and boosting engagement. Frame your feedback with specificity. You want to provide detailed instances that exemplify the feedback you're sharing—both positive and constructive. Taking a balanced approach will help your team members shine and refine their skills.

Keep your commentary aligned with employee goals, behaviors, and organizational values. Don't make it personal. Remember to provide specific feedback on the employee's performance, avoiding general statements like "you did a good job" or "you need to do better next time." Instead, focus on what the employee has done well and how they could improve going forward. This will give the employee clear direction and help them understand exactly where they stand with their manager.

Use each performance review to celebrate milestones, chart new goals, and openly discuss development opportunities. An authentic and candid exchange can invigorate your team members and accelerate growth.

Performance Review Phrases & Performance Review Comments

Having an arsenal of performance review phrases and comments can help you deliver targeted and inspiring feedback to each employee. Use our examples to navigate your next review with professionalism and tact.

Example Phrases & Comments: Communication Skills

Positive Feedback:

• You articulate complex ideas clearly and your presentations are always engaging.
• Your writing is concise and persuasive, making reports easy to understand.
• You listen attentively in meetings and provide thoughtful feedback.
• You consistently ensure all team members are informed and up-to-date.
• Your ability to negotiate effectively has been key in several team successes.

Constructive Feedback:

• Consider pausing to allow questions during your presentations to ensure clarity.
• It may be helpful to proofread your emails once more for clarity and conciseness.
• Encouraging others to share their ideas in meetings could enhance team collaboration.
• Let's work on tailoring your communication style to different audiences for better engagement.
• Try to summarize the main points at the end of your communications for emphasis.

Self-performance review examples:

• I feel confident in my ability to present ideas in a clear and engaging manner, but I want to work on encouraging more interactive discussions during meetings.
• My written communication is thorough and well-received, though I aim to improve my brevity for more impactful messages.
• While I effectively tailor my communication to different audiences, I would like to enhance my active listening skills, particularly in one-on-one settings.

Example Phrases & Comments: Teamwork and Collaboration

• You are a unifying presence in the team, always ensuring everyone's opinions are considered.
• Your willingness to help colleagues demonstrates exceptional team spirit.
• You consistently acknowledge the contributions of others, fostering a positive team environment.
• You excel at coordinating with other departments to achieve shared goals.
• Your collaborative approach has been instrumental in our team's achievements.
• I encourage you to seek contributions from quieter team members, as their input can be valuable.
• When disagreements arise, try to seek a compromise that benefits the team as a whole.
• Balancing your workload with others could help with more equitable task distribution.
• Try to incorporate feedback from all team members when working on collaborative projects.
• Focusing on shared goals could help in reducing instances of conflict within the team.
• I actively contribute to team projects and support my colleagues, yet I see the benefit of stepping back sometimes to allow others to take the lead.
• My willingness to assist others has been a strong point, but I want to develop better conflict resolution strategies within the team.
• I believe in the power of teamwork, and while I’ve been successful in collaborative settings, I plan to seek more feedback to integrate diverse perspectives better.

Example Phrases & Comments: Problem-Solving and Decision Making

• Your ability to swiftly identify and solve problems has improved our team's productivity.
• You analyze issues from multiple angles before making well-informed decisions.
• Your proactive approach to anticipating potential issues is commendable.
• You balance risk and potential when making decisions, showing great judgment.
• Your creative solutions have led to innovative improvements in our processes.
• Expanding your analysis to include more data could enhance decision-making quality.
• Consider involving relevant stakeholders before finalizing key decisions.
• Let's work on developing contingency plans for high-stakes projects.
• Sometimes taking more time to weigh options could result in better outcomes.
• Encouraging input from the team might help refine problem-solving approaches.
• I am adept at identifying issues and implementing solutions, but I want to enhance my ability to foresee potential problems before they arise.
• My decision-making is informed and timely, though I could benefit from incorporating more input from various team members.
• While I have a solid track record for problem-solving, I am working on being more decisive in uncertain situations to maintain momentum.

Example Phrases & Comments : Adaptability and Flexibility

• Your willingness to embrace new situations has made you a role model for adaptability.
• You adjust to sudden changes in plans with grace and efficiency.
• Your flexible approach to work assignments allows us to function smoothly during transitions.
• You've demonstrated you can learn new skills rapidly to meet changing demands.
• Your positive attitude in the face of change inspires confidence in your teammates.
• Being more receptive to new ideas could bring unexpected improvements.
• Flexibility in scheduling could help manage unexpected workload increases.
• Let's look at ways you can more comfortably handle shifting priorities.
• Working on resilience in times of change could help maintain your performance level.
• Consider experimenting with new strategies for managing multiple tasks simultaneously.
• I pride myself on adapting quickly to new software and procedures, but I'm working on managing my stress levels during periods of significant change.
• My flexible approach has served me well in adjusting to shifting priorities, yet I aim to further develop strategies for rapid skill acquisition when facing new challenges.
• I am comfortable handling multiple tasks but need to work on delegating responsibilities to maintain focus on high-priority projects.

Example Phrases & Comments: Customer Focus

• Your dedication to understanding customer needs is evident in your interactions.
• Customers regularly compliment your attentiveness and helpfulness.
• Your follow-through on customer issues is exemplary and sets a high standard.
• You've successfully upsold services by truly understanding customer requirements.
• Your innovative ideas have significantly improved customer satisfaction levels.
• I encourage you to explore additional training to enhance your customer service skills.
• Let's work on reducing response times to customer inquiries.
• Consider asking for customer feedback to identify areas for service improvement.
• Acknowledging customer concerns more promptly will help in building trust.
• Diversifying your approach to customer problems could reveal more effective solutions.
• I consistently receive positive feedback for my customer service, but I am looking to improve the way I manage expectations to prevent misunderstandings.
• Understanding customer needs has been a strength of mine; however, I'm working on more proactive communication to enhance customer satisfaction.
• While my customer interactions are generally successful, I am aiming to deepen my product knowledge to provide even more insightful recommendations.

Example Phrases & Comments: Leadership and Influence

• Your leadership has been pivotal in navigating our team through recent challenges.
• You empower your team members by delegating effectively and trusting their expertise.
• Your vision and direction are clear, making it easy for the team to follow your lead.
• You inspire others through your commitment to excellence and integrity.
• Your ability to influence stakeholders has brought valuable partnerships.
• Providing more frequent constructive feedback can help team members grow.
• Let's develop strategies for recognizing team efforts more publicly.
• Balancing assertiveness with empathy could enhance team morale.
• Encouraging more team input in decision-making processes can drive engagement.
• Developing a more structured approach to mentoring could benefit upcoming leaders.
• My team respects my leadership and vision, but I want to create more opportunities for them to lead initiatives that align with their strengths.
• I have successfully motivated my team through various challenges, though I am focusing on improving how I share constructive feedback.
• I feel I lead by example, yet I am striving to better recognize and celebrate individual team member contributions more consistently.

Example Phrases & Comments: Innovation and Creativity

• Your creative approach to problem-solving consistently leads to innovative solutions.
• The initiative you took on the recent project introduced a novel way to streamline our workflow.
• You encourage a culture of innovation within the team, inspiring us all to think outside the box.
• Your ability to see beyond traditional methods has led to beneficial changes in our approach.
• The creativity you brought to our campaign was a driving force behind its success.
• Let's brainstorm ways to foster a more innovative atmosphere in team meetings.
• Encouraging others to propose creative solutions could lead to more diverse ideas.
• Sometimes, balancing innovative ideas with practicality can ensure better project feasibility.
• Consider setting aside time each week to focus on creative thinking and innovation.
• Exploring training on creative methodologies could greatly benefit your innovative output.
• I have contributed innovative ideas that have been implemented, but I'm also looking to foster a more creative atmosphere within my team.
• While I'm often commended for creative problem-solving, I aim to engage in more brainstorming sessions to diversify my sources of inspiration.
• My approach to tasks is usually creative, however, I am learning to balance this with practical constraints to ensure feasibility.

Example Phrases & Comments: Technical and Professional Proficiency

• Your technical expertise has been a crucial asset in the success of our complex projects.
• You are always up-to-date with the latest industry developments, which enhances our team's knowledge base.
• Your proficiency in our software systems has improved our team's efficiency.
• You consistently produce high-quality work that reflects your depth of professional knowledge.
• Your guidance has helped elevate the entire team’s technical capabilities.
• Consider sharing your technical knowledge more frequently with the team to elevate our collective skill level.
• Engaging with additional professional development opportunities could further enhance your expertise.
• Applying your technical skills to a wider range of tasks could increase your impact on the team.
• Let's identify new technologies that you can master to stay ahead in our field.
• Collaborating with other departments could provide a fresh perspective on your technical work.
• I maintain a high level of professional expertise in my field, yet I am continuously seeking opportunities to further my education and stay ahead of industry trends.
• My technical skills have allowed me to contribute significantly to our team's work, but I need to share this knowledge more effectively with newer team members.
• I am adept at applying my professional skills to my role, however, I plan to embrace newer technologies to enhance our team’s capabilities.

Example Phrases & Comments: Results Orientation and Execution

• Your focus on achieving results has noticeably contributed to our team's success.
• You not only set ambitious goals but also follow through with effective execution.
• Your dedication to meeting deadlines ensures that our projects consistently stay on track.
• You have a strong ability to break down complex goals into manageable tasks.
• Your persistence in the face of obstacles is a testament to your results-driven attitude.
• While focusing on results, ensure that the quality of work remains high.
• Balancing speed with thoroughness can sometimes yield better long-term outcomes.
• Prioritizing tasks according to their impact on end results can improve efficiency.
• Let's explore strategies for maintaining momentum during the final stages of project completion.
• Encouraging the team to regularly review progress towards goals can help keep everyone aligned.
• I am focused on achieving results and consistently meet my targets, but I would like to streamline my processes to increase efficiency.
• My project management skills lead to successful outcomes, though I’m working on improving how I prioritize tasks under tight deadlines.
• I ensure that my work contributes to our company's objectives, yet I am aware of the need to seek regular feedback to align my efforts with our evolving goals.

Example Phrases & Comments: Integrity and Ethics

• You consistently demonstrate integrity in all of your professional interactions.
• Your ethical decision-making reinforces a culture of trust within our team.
• You have been a role model for upholding our company's values even in challenging situations.
• Your commitment to doing the right thing contributes to a strong company reputation.
• You handle sensitive information with discretion and responsibility.
• Being more transparent about your decision-making process can reinforce trust with your colleagues.
• Let's work on strategies for speaking up about ethics in a constructive way when faced with difficult situations.
• Encouraging open discussions around ethical dilemmas can enhance team understanding and cohesion.
• Consider leading a workshop on ethical practices to share your strong understanding with the team.
• Taking a proactive stance on potential ethical issues can prevent larger problems down the line.
• I uphold a strong ethical stance in all professional dealings, but I want to be more vocal in team settings about the importance of maintaining this integrity.
• My actions consistently reflect the company's values, however, I am developing ways to better handle ethical dilemmas when they arise.
• Integrity is a cornerstone of my work ethic, yet I am looking to improve my ability to mentor others in ethical decision-making practices.

Example Phrases & Comments: Cultural Competency

• Your respect for diverse perspectives has greatly enriched our team discussions.
• You effectively bridge cultural differences, fostering an inclusive workplace.
• Your initiatives to celebrate diverse cultures have improved team morale and unity.
• You are adept at adapting your communication style to engage with a diverse clientele.
• Your insights into cultural nuances have been pivotal in our global marketing strategies.
• Participating in cultural competency training could further enhance your ability to connect with diverse teams.
• Expanding your understanding of different cultures can improve your interactions with international clients.
• Let's work on creating more inclusive team meetings where diverse perspectives are actively solicited.
• Consider the impact of cultural differences when designing team-building activities.
• Broadening the range of resources you draw from could offer more diverse viewpoints in your work.
• I value cultural diversity and incorporate it into my work, but I am seeking further training to broaden my cultural understanding and sensitivity.
• I work effectively in diverse environments and strive to be inclusive, however, I aim to develop more culturally diverse networks within my professional sphere.
• My cultural awareness benefits our team's dynamics, but I am looking to enhance our outreach strategies to engage a broader, more diverse audience.

Example Phrases & Comments: Initiative and Self-Motivation

• Your self-starting approach has brought valuable innovation and efficiency to our processes.
• You regularly go above and beyond, which motivates your colleagues to do the same.
• Your initiative in leading our community outreach program has made a tangible difference.
• You seize opportunities for professional development with enthusiasm and dedication.
• Your drive to improve and take on new challenges is contagious and uplifting for the team.
• Expanding your initiative to new areas could have a broader impact on team performance.
• Balancing your autonomous projects with team objectives will ensure alignment with our overall goals.
• Try to share your motivation with teammates, as this can inspire them to undertake their own initiatives.
• While being self-motivated, remember the benefits of seeking input for a well-rounded approach.
• Setting more measurable goals for your initiatives can help demonstrate their impact more clearly.
• I take initiative in my work and seek out new challenges, yet I recognize the need to align these initiatives more closely with team goals."
• My self-motivation drives me to complete my tasks efficiently, but I am working on collaborating more with my peers to share this drive."
• I consistently look for ways to improve my performance, however, I am focusing on setting clearer, measurable objectives for my personal development plans.

Performance Review Questions

Performance reviews are a great opportunity to ask open-ended questions. Asking the right questions helps you gather valuable insights from employees. You can gain a broader understanding of how your employees view their own performance, how they fit into the team and culture, and where they'd like to improve. Here are some effective performance review questions to enhance the evaluation process:

• How do you feel about your achievements since the last review?
• What challenges did you face, and how did you overcome them?
• Can you share examples of how you contributed to team projects?
• What goals would you like to set for the upcoming review period?
• In what areas do you feel you need additional support or training?
• How can we better support your professional growth and development?
• Are there any obstacles hindering your productivity or job satisfaction?
• What feedback do you have for your manager or the team?
• How do you perceive your role within the team and the organization?
• Do you have any suggestions for improving our performance review process?
• How do you think you could improve as an employee? 
• What is a recent situation you wish you had handled differently? What would you have changed?
• How will you keep yourself accountable for meeting goals, deadlines, and results?
• How can I help you become more effective in your role?
• Do you have clarity regarding your responsibilities? Are you ready to take on new responsibilities?

How Quantum Workplace can help you streamline performance reviews

Performance conversations don’t need to be hard. Keep your managers and employees on the same page with engaging performance reviews. Our performance review software gives your teams reliable context to help them have more objective and engaging conversations.

Mastering the art of performance reviews is an ongoing journey. It's essential for the growth of employees and your organization. By harnessing the power of constructive dialogue, recognizing great work, and partnering with employees on development, we create an environment where motivation thrives and potential is realized.

Quantum Workplace's performance review software helps your managers and teams prepare for, facilitate, and follow up for more effective, efficient, and engaging performance reviews. 

Published February 27, 2024 | Written By Kristin Ryba

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55 Effective Performance Review Phrases to Use — and Which Ones to Avoid

Finding the right words can be challenging — especially when it comes to performance reviews . Managers have to strike the delicate balance between acknowledging successes and giving constructive feedback on areas of improvement.

In this guide, you’ll find best practice examples of performance review phrases, broken down by common themes seen in employee performance reviews. Think of this as a series of templates — they’re generic phrases that you can build on to reflect individual employee traits and overall performance by adding in your own specific examples.

Communication

People’s communication and interpersonal skills can vary widely, so it’s important to specifically highlight how an employee’s ability to communicate supports their success in their role — whether by deepening relationships with team members, managing difficult customers, or providing clear direction and constructive feedback to direct reports.

When evaluating employees on communication skills , make sure you consider their ability to promote clarity, specificity, and collaboration.

Positive Feedback Examples for Communication

• Often asks for immediate feedback to clarify and ensure understanding.
• Regularly asks well-prepared or thoughtfully composed questions.
• Quick to ask follow-up questions that pinpoint misunderstanding or a lack of foresight.
• Comfortable saying, “I’m not sure. Can I get back to you?“
• Asks others for their opinions and makes coworkers feel comfortable contributing.
• Collaborates cross-functionally and builds strong working relationships with other internal departments.
• Promotes cooperation, communication, and collaboration by sharing their own knowledge and inviting others to do the same.
• Explicitly communicates expectations, metrics, objectives, and key results to team members and direct reports.

Constructive Feedback Examples for Communication

• Can be verbose, which makes it difficult for them to communicate a clear message.
• Exhibits difficulty breaking down complex issues into manageable parts.
• Is unwilling to commit their staff’s resources to other departments when asked.
• Forgets to include key stakeholders when sharing information with cross-functional teams.
• Is quick to share negative feedback without considering the recipient’s sensitivity.

Teamwork and Collaboration

Teamwork and collaboration skills are essential for a high-performance and employee engagement. Good team relationships not only increase job satisfaction and psychological safety for the individual, but they also make the whole team perform better too, supporting greater knowledge sharing and innovation .

“When an employee makes their coworkers’ work better, they’re bringing value to your company as a whole,” said ‍ Daivat Dholakia , Director of Operations at Force by Mojio , a GPS fleet-tracking app.

Positive Feedback Examples for Teamwork and Collaboration

• Elevates their team’s performance and productivity by [include one to two specific examples].
• Promotes collaboration on teams and encourages participation from individual members.
• Builds effective teams by helping team members play to their strengths.
• Fosters a sense of unity on teams, which encourages individual buy-in and helps the group reach its common goal.
• Insists on mutually respectful dialogue when resolving interpersonal problems or challenges .
• Provides positive affirmation and encouragement to balance constructive criticism.

Constructive Feedback Examples for Teamwork and Collaboration

• Fails to provide emotional encouragement or hands-on support to struggling members of the team.
• Discourages coworkers from volunteering ideas by interrupting others in team meetings.
• Responds aggressively when their authority is challenged.
• Takes individual credit for team success instead of crediting others for their contributions.

Goal Achievement

Evaluating how well employees have set and met their goals is a core part of the performance review process. As much as possible, managers need to tie what employees did to its outcome on the business. Linking the two clarifies to employees how their actions are helping advance the organization’s goals and agenda .

“I like to use phrases that home in on key positive traits of the employee that are benefitting our business, then back them up with specific examples,” said Ravi Parikh , CEO of RoverPass , a SaaS company that helps individuals book campsites. “If I can tie it to a clear outcome, I do.” Parikh offered this phrasing as an example: “Your implementation of chatbots on our websites contributed to a 21% rise in online sales this past year.”

Positive Feedback Examples for Goal Achievement

• Improved communication by [include one to three specific examples].
• Improved our service and/or production of X item or X service by Y%.
• Led X project that resulted in higher-than-expected profits in Y quarter.

Constructive Feedback Examples for Goal Achievement

• Has consistently struggled to achieve OKRs over the last X quarters.
• Often reports a lack of necessary resources to perform their job description adequately.
• Has trouble setting measurable goals that align with company strategic objectives.

Creativity, Problem-Solving, and Critical Thinking

Evaluating your employees’ creativity and problem-solving skills during the performance appraisal process means considering how they generate ideas, approach new challenges, and use their problem-solving ability to complete tasks. 

“[It’s important to] acknowledge an individual who develops creative strategies and seeks creative solutions to challenging obstacles,” said Lori Rassas , SPHR-certified employment attorney and author of It’s About You, Too: How to Manage Employee Resistance to Your Diversity Initiatives and Improve Workplace Culture and Profitability . “You want to be sure to acknowledge those who carefully evaluated the pros and cons of challenging decisions and excelled in seeking solutions.”

Positive Feedback Examples for Creativity, Problem-Solving, and Critical Thinking

• Identifies new approaches to complex problems or obstacles.
• Translates creative ideas into practical application to solve everyday issues.
• Analyzes possible barriers and bottlenecks to reduce delays.
• Resolved long-standing X problem with the creative workaround of Y.
• Understands when to take creative risks and when to stick with more conventional solutions.
• Drives creativity across the team by seeking out different perspectives and embracing experimentation.

Constructive Feedback Examples for Creativity, Problem-Solving, and Critical Thinking

• Struggles to adjust their quality of work in the face of a client’s changing needs.
• Unwilling to explore the creative ideas of peers.
• Struggles to see the patterns in recurring issues.

Flexibility and Adaptability

During times of change — like a merger or acquisition , layoff, or economic instability — adaptability is vital for keeping your employees motivated, engaged, and performing at their best. It’s what helps your people adjust quickly to a new work environment, maintain their work ethic during trying times, or proactively learn new skills to help them overcome new challenges. 

Positive Feedback Examples for Flexibility and Adaptability

• Shows a positive attitude when the team has to pivot quickly.
• Maintains composure when faced with stressful or unexpected situations.
• Quickly adapts to a new action plan when plans change or unexpected issues arise.
• Proactively focuses on professional development to accomplish new tasks or team goals.

Constructive Feedback Examples for Flexibility and Adaptability

• Unwilling or unable to listen to others’ points of view.
• Becomes frustrated and unfocused when faced with unexpected challenges.
• Resists implementing new company policies or programs in their day-to-day work.

Time Management and Dependability

Time management skills and dependability are a key component of a well-oiled, productive team. When evaluating this skill in performance reviews, it’s important to consider how well your employees manage their time in their individual tasks, as well as how this impacts the wider team’s goal accomplishment and employee engagement. 

Positive Feedback Examples for Time Management and Dependability

• Meets deadlines and delivers high-quality work on time.
• Demonstrated excellent task prioritization and project management skills when working on X project with Y team.
• Communicates in a timely manner when extra time is needed to complete a project.

Constructive Feedback Examples for Time Management and Dependability

• Appears to find time management difficult when working on specific tasks, including X and Y.
• Struggles with onsite punctuality when required.
• Struggles to manage time effectively when required to deliver under pressure.

Leadership and Management

Leadership and management isn’t just about evaluating how well your leaders lead. Instead, it’s just as much a chance to see how readily your individual contributors will support and mentor their colleagues, show initiative with decision-making, and take the wheel on team projects or company-wide initiatives. 

Positive Feedback Examples for Leadership and Management

• Demonstrates willingness to lead the onboarding process for new employees to the team.
• Founded and led a company-wide ERG.
• Mentors junior employees to help their professional development in X skill.
• Takes charge when required in group projects.

Constructive Feedback Examples for Leadership and Management

• Struggles with effective decision-making when leading a team project.
• Shows an unwillingness to participate in company mentorship program for junior employees.
• Can appear unsupportive or unhelpful when colleagues need help or advice.

3 Things to Avoid When Writing Performance Reviews

Getting the words right in a performance review means your employees have clear, specific information on what they’ve done well, what they need to improve, and critically, how they can get there. But beyond saying the right things, there are a few key rules of thumb when it comes to what to avoid saying in a performance review.

1. Don’t be vague.

You’d be surprised how often ambiguous wording slips into our written and verbal communication. This is even more true in business settings — we’re at greater risk of speaking or writing in vague terms because using jargon or clichés is so common.

Dholakia said this is why he avoids the term ‘team player,’ for instance: “It’s a meaningless term that doesn’t say anything concrete or specific about how the employee collaborates with others.”

For greater clarity and specificity during performance reviews, avoid business jargon, acronyms, or team-specific cultural references that might confuse a team member. Instead, opt for simple sentences and specific details that clearly point to next steps.

2. Avoid absolutes.

Use words like ‘always’ and ‘never’ sparingly, if at all. It’s rarely accurate that an employee always or never does something. If an employee is often late to work, avoid saying,“You’re always late” or, “You’re never punctual.” Rebecca Southern Mills , HR consultant and founder of Simplecated , said managers should provide more accurate and specific feedback, like, “You’ve been late to work at least twice a week for the last six months.”

3. Skip surprises.

Because managers and their direct reports should have open communication and exchange regular feedback , “nothing in a performance review should ever come as a surprise to a team member,” said Arron Grow, PhD , CEO at management consulting firm AP Grow and author of How to Not Suck As a Manager .

Great managers ensure employees know how they are performing, and whether they are exceeding expectations or not. “If something needs to be said to help a team member improve, have that conversation (or two) long before the performance review,” Grow advised. “Surprises are great for holidays and birthdays, but not for performance reviews.”

Performance Reviews Are Just One Piece of Performance Management

Words matter — and finding the words and phrases to accurately describe employee performance can be tough. But remember, even if you provide the most incisive, accurate, and motivational performance review, doing so in a vacuum absent of other feedback won’t get you far. 

To be effective, performance reviews must exist within the ecosystem of greater performance management , which includes mid-year and annual reviews , but also regular check-ins, like one-on-ones ; affirmations, like sharing everyday praise ; and a consistent culture of feedback .

‍Balancing all of these essential feedback processes requires you to match the specificity and clarity of your feedback with compassion, sensitivity, and empathy so that your employees feel recognized for their successes , understand their opportunities for growth and development , and understand what to do next to perform at their best.

While this might seem like a tall order, Lattice is here to help. If you’re a manager, download our free workbook, Preparing for Performance Reviews as a First-Time Manager . And if you’re an HR leader looking to enable your managers, request a demo to see our continuous feedback features in action.

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60 Best Performance Review Phrase Examples

Effective performance review phrases from managers are critical to employee growth and development. This in-depth list of example phrases works as a starting point for any manager desiring to improve upon performance review communication, while also leaving room to include their own unique style. 

Managers and employees alike rarely get excited about performance reviews . Sometimes managers lack the confidence to effectively share helpful feedback. In some cases, employees are unsure if they have met leadership expectations. In both cases, clear communication is essential.

Effective communication in performance management is critical to employee growth and development. The health of the organization is largely dependent on each team member fully grasping what is expected of them, and that begins with the manager/employee relationship. While the performance review is not the only determinant of this relationship, it is a defining discussion that gives insight into the level of trust, communication, and respect between the manager and employee. A healthy dose of positive and constructive feedback is needed so the employee knows their value and what action steps to take.

But, effective communication does not come naturally to most. That is why we have compiled a list of performance review phrase examples to help ensure appraisal conversations are pleasant and produce results.

Performance Review Phrases for Employees

It’s a fine balance between honestly sharing performance contributions and sounding arrogant. Reviews can feel awkward because employees generally want to avoid ‘tooting their own horn’ when completing self-evaluations. On the other end, no employee enjoys admitting to their manager the areas in which they struggle. To help combat the self-evaluation challenge, we have listed an easy process below for employees to follow:

• Action- Clearly explain what action(s) you took toward accomplishing the performance objective, goal, or workplace behavior. Be concise but specific. 
• Result- What was the result of the action you took? Describe how your action  impacted your organization and/or your team. 

Following this process reduces emotion and opinion and focuses on concrete results/actions. It also gives managers insight into the employee’s perspective, allowing the manager to provide more intentional feedback. Here are a few general examples of employee comments:

• I adjusted our email campaign to include more stats and less content ( action) based on the desires of our target audience. This resulted in a higher click-through rate and an increase in demo conversions. ( result )
• I scheduled a one-on-one meeting ( action ) with the project lead to hear her concerns about not meeting our deadline. We determined two major issues and devised a plan to tackle them together. We were ahead of our deadline by 2 days. ( result )

Performance Review Phrases for Managers

The example phrases below are categorized by common performance objectives and core values/workplace behaviors. Each objective and behavior is then broken down further into examples for not meeting, meeting, and exceeding expectations. While these comments are meant to be generalized to assist a larger audience, it is critically important to note that each review should be unique to the employee.

Performance Objectives 

• Job knowledge/Self-Development 

Problem-Solving and Decision-Making 

• Productivity 

Quality of Work

Delivers results.

Core Values 

Adaptability

Collaboration, communication, inclusivity, phrase examples for performance objectives, job knowledge/self-development.

Demonstrates a good understanding of job duties and accurately identifies their own strength and development areas. Engages in learning opportunities to further develop skills and capabilities in technical and functional areas, taking constructive feedback when given.

Not Meeting Expectations:

• You have struggled with receiving and implementing constructive feedback regarding your performance. I suggest creating a plan to tangibly apply these suggestions and asking your teammates for help in doing so. 
• Your performance is lacking in [specific area(s)]. I recommend setting a goal of taking one measurable action per week to actively improve in this area.

Meeting Expectations:

      3. You have demonstrated a good understanding of job expectations and embraced your strengths while working on your weaknesses. Well done! For stellar performance, I would encourage you to seek out ways to further enhance your skills, such as feedback from peers, LinkedIn Learning, etc. 

     4. You have gracefully accepted feedback on job performance. Continue implementing the recommendations made.  

Exceeding Expectations:

     5. You have exceeded expectations for all job duties by consistently improving upon your skills, tacking development areas, and taking feedback well. Excellent job!

     6. Your work in this [performance area] is the example by which all other colleagues should follow. Continue capitalizing on your strengths!

Extent to which an employee deals with complex problems in their entirety. Effectiveness of employee addressing and resolving problems. Seeks out new and better solutions. Makes appropriate and timely decisions. 

     7. You have not shown sufficient initiative in providing solutions in a timely manner. Your next steps should include quicker responses to active problems.

     8. Your decisions have not been in line with company standards. I would encourage you to focus on the issue in front of you and eliminate unnecessary distractions.

 Meeting Expectations:

     9. You show obvious skill in providing creative and effective solutions. My only suggestion is to take more initiative in anticipating problems before they arise. 

     10. It is clear you are confident in making good business decisions. I would just encourage you to seek out new and improved ways of solving problems with increased efficiency.

     11. You have a knack for finding solutions when others can’t. I look forward to seeing your skills continue to benefit the organization!

     12. Excellent proficiency in problem-solving and making decisions. Your skills set a great example for your team. 

Productivity

Extent of work volume employee regularly produces. Efficient management of workload. Satisfactory speed and consistency of output. Completes requirements/projects within specified timeframe. 

     13. Your productivity has been inconsistent and work is often not completed on time. The action steps required are to meet all upcoming deadlines and ensure work is not missing important items.

     14. You seem to struggle with managing your workload well. I would recommend breaking down deadlines into smaller deadlines for yourself to ensure things are done well and on time. 

     15. You show efficiency and care in the work you produce. Continue honing in your skills and you will see your projects completed faster and even more efficiently. 

     16. Your work is reliable and consistent. As your comfort with [insert task] increases you will be even more impressed with what you can accomplish!

     17. The speed and volume of your work is highly impressive. You show great skill in managing your workload beyond what is required of you.

     18. The consistency of your work is highly reliable and completed well before deadlines. Your skill in this area is obvious and does not go unnoticed. 

Extent to which employee can be counted on to carry out assignments to completion. Work is thorough, accurate, and meets standards. Employee corrects errors and questions inconsistencies. 

     19. Your efforts in [insert area] have not met required standards. It is important that you always check your work for errors before submitting it.

     20. Your team has not been able to trust that you will complete what is required of you on time. A good next step would be to choose a teammate who can help answer any questions you have and hold you accountable to work completion. 

     21. Your work to date has been thorough and consistent with minor errors. Nicely done! I would encourage you to be just a bit more diligent in checking your work for inaccuracies before submission.

     22. Your dedication to completing work on time is very beneficial to your whole team. My only additional feedback is to work to put just as much effort into quality as you do to deadlines.

     23. The quality of your work is excellent and consistently shows no errors. You go above and beyond to ensure no inconsistencies are present. 

     24. Your team and the organization at large benefit from the thoroughness of your work. Everyone knows if you are working on it, it will be done on time and with near perfection. 

Maintains focus and prioritizes tasks based on importance and delegates appropriately. Actively identifies ways to improve. Completes all tasks and goals with accuracy. 

     25. Your tasks have not been prioritized appropriately and therefore do not produce consistent results. It is crucial that you focus on managing your time better, perhaps by writing to-do lists each day. 

     26. Your results have suffered because you appear unwilling to delegate tasks appropriately. I would encourage you to find 2 to 3 tasks you are comfortable passing off to others.

     27. You have mastered the art of prioritizing what is important and you consistently produce results. I would now encourage you to shift your focus to ways you could improve upon [insert skill].

     28. You have actively been improving upon your skillset in this role and continue to produce good results. I would suggest that you continue to work on prioritization to ensure you do not rush to complete things.

     29. Your results produced are consistently exceeding what is expected of you. You skillfully delegate when appropriate and show initiative in improving upon your areas of opportunity. 

     30. Your ability to remain focused on the task at hand is highly impressive. You can always be counted on to deliver results and accomplish all goals. 

Phrase Examples for Core Values

Leads change by example. Accepts change as positive. Adapts plans as necessary. 

     31. Your resistance to change causes disruption and creates a negative work environment. You are expected to take necessary changes in stride and ask any questions you have politely and professionally. 

     32. Your unwillingness to shift plans when necessary slows down work and is frustrating to others. I encourage you to respectfully respond when changes occur and strive to be an example to those around you.

     33. You have proven to be skilled in adapting when necessary and this sets an example for others. I would recommend encouraging your teammates to embrace your attitude by speaking positively about change when it occurs. 

     34. Your willingness to shift your plans when necessary does not go unnoticed. As you continue to hold a positive attitude, change will get even easier!

     35. Your ability to seamlessly transition when necessary is an example to others. Letting the adjustments roll off your back, you forge ahead to complete what is required of you every time. 

     36. You have become a champion of change for your team. They look to you as the reference point for how they should respond and you carry that responsibility graciously. 

Seeks input and ideas from others. Able to effectively work with different personalities and pursue common goals. Respects other opinions. 

     37. You seem to have a difficult time working alongside other colleagues. You are expected to be respectful of other personalities and remain professional, even if you do not like or agree with something.

     38. You have shown an unwillingness to hear ideas other than your own. I encourage you to remain a professional and be willing to work with your colleagues, hearing out their thoughts even if you disagree.

     39. You are a team player and willing to work with people who are not like you. My only recommendation is to actively seek out additional ideas from your colleagues. 

     40. You successfully work toward the same goals with your teammates and remain respectful of all input. Continue with this approach and you will quickly grow into a leader in this area.

     41. Your ability to work well with anyone in the organization sets the standard for all others. You initiate others’ ideas and input, contributing to a culture of strong collaboration. 

     42. Everyone enjoys working with you, even if their approaches are different from yours. You have proven to be the ultimate example of what it looks like to be a collaborative team member. 

Conveys information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message. 

     43. It is difficult to communicate with you as your messaging is often disjointed and confusing. I would encourage you to slow down when typing emails or speaking with colleagues/clients and ensure you have shared all necessary information.

     44. Colleagues and customers have repeatedly struggled with getting in contact with you. It is imperative you communicate via phone call, email, etc. to those waiting on a clear response from you.

     45. You appropriately communicate all necessary information to those who need it. One additional thing to consider is to be more concise in your messaging and correspondence.

     46. Your communication has been timely and clear. I would encourage you to work on adjusting your messaging to your audience. For example, using different verbiage for colleagues vs. customers. 

     47. Your ability to communicate clear, concise messages to everyone you interact with is inspiring. You craft your messaging to the appropriate audience so that no information is left out. 

     48. Your communication is engaging and easily understood.. Phone calls, emails, and face-to-face conversations are clear and effective, and all parties know exactly what you are trying to say. 

We are all a team. We win together, rejoice together, mourn together. We will not develop cliques, or tolerate ‘water cooler talk.’ 

    49. You have neglected to show inclusivity by speaking negatively about your fellow colleagues. You are expected to act as a member of the team, refraining from contributing to discourse. 

     50. You have been working in a silo. Moving forward, you should interact with your team by actively celebrating wins and discussing losses.

     51. You are a positive and active member of the team. While it is encouraged to celebrate your wins, I would encourage you to also attribute those wins to the team members that helped you get there.

     52. Your behaviors toward your team members prove to be inclusive and kind. I would encourage you to distance yourself from conversations that paint the organization or any of its individual members in a negative light. 

     53. You go above and beyond to ensure all team members feel included and appreciated. You show no appetite for engaging in water cooler talk and have stopped those conversations from continuing when you were in the room.

     54. You never act alone, always winning and losing alongside your teammates. You are the first person to congratulate someone else or to walk with someone through a tough situation. 

Every team member is expected to fulfill his or her commitments to the team. In some cases, this may mean working longer than expected on a particular task.

     55. Your work ethic is lacking and your commitments often go unfulfilled. Your next course of action is to commit to completing all commitments, even when it is inconvenient. 

     56. You show a tendency of giving up on something if it is not completed in the time you expected. You are expected to stick it out and complete what is required of you, even if that means working longer occasionally.

     57. You have demonstrated a strong work ethic and fulfill all commitments. For stellar performance, I would encourage you to anticipate upcoming work so you stay ahead.

     58. Your team members can count on you to get the job done. While this will certainly not happen often, I would encourage you to be willing to work later on occasion so you do not have to rush to fulfill your commitments. 

     59. Your strong work ethic is unmatched. You have gone above and beyond to ensure all work is complete and even stayed behind to help a teammate finish theirs. 

     60. Without prompted, you have willingly stayed late on occasion to ensure your work was completed with quality and on time. You set the example for a strong work ethic on this team. 

Create Effective Performance Review Conversations with WorkDove

The above phrase examples are intended to be a launching point for improved performance reviews but all managers should add in their own style. Each manager and employee relationship is unique and every employee deserves individualized coaching for their needs. 

For the most effective review experience, organizations turn to performance review software to streamline the process. WorkDove provides an easy-to-use performance review tool that integrates employee goals, recognition,  360-feedback , and Workplace Satisfaction results. Our app offers automated reminders and customized templates that fuel the review cycle. Improve retention and employee satisfaction with WorkDove’s review capabilities. 

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300 Performance Review Phrases in 20 Areas of Work

Performance review season is a stressful time of year. As a leader, it can be a struggle for you to properly describe a behavior exhibited by an employee, so we tried to make it easier by listing over 100 performance review phrases below. They are grouped by category to make it easy to find inspiration and not get in trouble with HR.

Two pieces of advice before you get started:

At Friday, we make it easy to have regular conversations, so you don’t have to bottle up your feedback for a review and performance appraisal that happens once a year.  See our playbooks  for success. You should not delay important conversations. We strongly recommend having regular  1-1s  and establishing a feedback loop. Don't kick the can down the road.

Second, please make sure when completing a performance review that you  outline behaviors, not personality traits . Behaviors can be changed. Also make sure you document the behavior. Ideally, you bring it up in-the-moment vs. a performance review.

With the disclaimer out of the way, here's a list of canned performance review phrases to give you some inspiration. For the love of everything, please don't copy these phrases verbatim.

You owe it to your employee to put some time into this process and consider their overall performance. If you want to learn how to effective run a performance review, you should read  High Output Management .

Before we dive in take a look at these performance review templates !

Active Listening

1. Is an active and focused listener

2. Makes sure the team feels heard

3. Creates healthy dialogue to help the best solution come forward

4. Listens with an open mind

5. Demonstrates a sincere appreciation for opposing viewpoints

6. Actively seeks feedback, even when it’s not in agreement

7. Asks insightful questions to understand the root cause

8. Empathizes with others who have opposing viewpoints

9. Follows instructions with care and attention

Needs Improvement

10. Asks questions that show he/she is not actively listening to the conversation at hand

11. Is distracted easily and doesn’t fully absorb another person’s point of view

12. Interrupts peers

13. Constantly interjects into conversations

14. Dismisses other people’s ideas who she/he doesn’t agree with

15. Stops listening when presented with an opposing viewpoint

Administration

16. Is effective when handling large amounts of data 

17. Produces high-quality work that is well documented and detailed
 

18. Is capable of working independently from day one

19. Is a strong team player
 

20. Is well organized, and can effectively implement projects from start to finish
 

21. Can make independent decisions when necessary
 

22. Demonstrates good time management skills
 

23. Can adapt his/her schedule to meet the needs of the business
 

24. Has excellent follow-through skills, and is always on time with deliverables 

25. Shows ability to be proactive in identifying tasks that need to be completed 

Areas for Improvement 

26. Does not show an aptitude for number crunching and data entry activities 

27. Has difficulty following through with tasks that require a high amount of organization and time management 

28. Seemed to have trouble getting organized this week
 

29. Demonstrates disinterest in the administrative aspects of the job 

30. Has trouble with filing, record keeping, and other administrative tasks


31. Is less than eager to complete documentation-related work
 

32. Is often late, which negatively impacts project completion timelines

Attendance & Being On-Time

33. Is punctual and consistently on-time to meetings

34. Arrives at meetings on time and is always prepared

35. Attained perfect attendance over $time_period

36. Schedules time-off according to company policy

37. Completes deadlines as promised

Areas for improvement

38. Does not meet attendance standards for punctuality

39. Has exceeded the maximum number of vacation days allotted

40. Is frequently late to work

41. Does not return communications in a timely manner

42. Is a quick study 

43. Learns from mistakes 

44. Is willing to hear constructive criticism 

45. Accepts coaching well, and does not become defensive when given negative feedback 

46. Takes responsibility for own mistakes and failures 

47. Demonstrates a willingness to improve performance in the face of negative feedback 7. Asks questions about the most effective way to approach new activities 

48. Asks for clarification when he or she is unsure how to correctly complete a task or activity 

49. Demonstrates self-awareness and willingness to improve in areas where he or she is lacking 

50. Is sensitive to the fact that there is always room for improvement, both personally and professionally 

Areas of Improvement

51. Seeks individual coaching only when an area of weakness has been identified by someone else 

52. Demonstrates lack of awareness regarding his or her own deficiencies as a team member or employee 

Communication

53. Regularly gives constructive feedback

54. Is willing to entertain others ideas

55. Asks great questions

56. Explains tough issues in a way that is clear to the rest of the team and direct reports

57. Is not afraid to say “I don’t know” when presented with a tough question.

58. Is effective at summarizing and communicating key business decisions.

59. Stands out among his/her peers for outstanding communication skills

60. Is effective at persuading and convincing peers, especially when the stakes are high

61. Is an effective listener, always willing to listen and understand peers objections

62. Makes new employees feel welcome

63. Acts as a calming force when the team is under pressure

64. Blames others for problems

65. Complains of lack of resources to adequately complete job functions

66. Fails to alert proper personnel regarding bad news

67. Regularly engages in off-putting conversations, can be territorial at times

68. Humiliates staff members on a regular basis

69. Has trouble communicating effectively in groups

70. Has other coworkers deliver bad news instead of doing it himself/herself

71. Makes others feel intimidated when working on company projects

Cooperation

72. Is easy to work with, and encourages others to work together as a team 

73. Is supportive of coworkers, even in the face of conflict or adversity 

74. Supports group decisions even when it is not his/her preferred course of action 

75. Fosters a cooperative atmosphere 

76. Is a team player who does not put personal goals ahead of the greater good of the group 

77. Is receptive to ideas from peers and willing to adapt his/her own behaviors in response

78. Frequently expresses frustration with coworkers when they are too slow, or do not complete their tasks in time for the next project phase to begin on time 

79. Frequently comes late to meetings and disrupts workflow for other workers 

80. Takes credit for the work of others, especially when it is not deserved 

81. Does not share information with colleagues if they do not ask for it directly 

82. Thinks outside the box to find the best solution to a particular problem

83. Is creative and finds ways to correlate ideas with action

84. Artfully changes when presented with new information and ideas

85. Is always willing to directly challenge the status quo in pursuit of a more effective solution

86. Contributes fresh ideas regularly

87. Encourages coworkers to be inventive

88. Contributes innovative ideas in group projects

89. Contributes suggestions regularly on how to improve company processes

90. Demonstrates disinterest in contributing creative or innovative ideas

91. Is rigid and unwilling to adjust when presented with new information

92. Fails to properly attribute coworkers who contribute innovative solutions

93. Seems unwilling to take risks, even when presented with a compelling reason

94. Fails to incentivize peers to take creative and innovative risks

95. Is reluctant to find more effective ways to do job activities

Customer Relations

96. Works effectively with clients

97. Has strong rapport with those he/she interacts with

98. Enjoys the people related aspects of the business

99. Is pleasant and projects a friendly tone over the phone

100. Has become a linchpin with clients

101. Consistently spearheads effective customer relations

102. Is empathetic towards customer issues

103. Is direct, yet helpful in dealing with customer concerns

104. Displays an effective cadence when working with clients on projects. Is effective, not overbearing

105. Artfully helps customers overcome objections

106. Can handle difficult customers with grace

107. Consistently receives substandard comments from customers

108. Appears disinterested in helping customers with their challenges

109. Does not manage customer expectations, especially in tough situations

110. Consistently passes challenging issues to others instead of tackling them head-on

111. Misses opportunities to further educate customers about other products or services.

112. Uses inappropriate language with colleagues or customers

113. Appears to become frustrated by clients who ask questions

114. Displays sarcasm when dealing with client challenges

115. Is a good delegator, even with those who don't report directly to him/her 

116. Is able to delegate tasks and responsibilities effectively to appropriate team members 3. Is able to delegate work without micromanaging 

117. Is able to delegate work while maintaining the vision of what is to be accomplished 

118. Is able to delegate work to teammates without fear of losing control 

119. Demonstrates trust in subordinates, allowing them the freedom to make decisions 

120. Designs delegation strategies which provide opportunities for staff members to grow and develop 

121. Seems unwilling, or unable, to give up control of work activities completely when delegating tasks

122. Appears hesitant about allowing subordinates the freedom needed in order to complete delegated tasks successfully 

123. Does not seem confident when delegating tasks or responsibilities; does not inspire confidence in subordinates when delegating work

Flexibility

124. Constantly identifies more efficient ways of doing business


125. Is accepting of constructive criticism


126. Is a well-versed team player capable of handling a variety of assignments


127. Is calm under pressure


128. Is a calming force, especially with [his/her] peer group


129. Shows initiative, and is flexible when approaching new tasks

130. Does not excel at activities which require a high degree of flexibility

131. Tends to resist activities where the path is unknown

132. Appears uninterested in new duties

133. Becomes uptight when the plan changes

Goal-Setting

134. Is effective at goal-setting and challenging oneself

135. Clearly communicates goals and objections to coworkers

136. Is constantly striving to be the best he/she possibly can be

137. Sets concrete and measurable goals

138. Sets aggressive targets to meet business objectives

139. Creates clearly defined goals that align with the company’s mission

140. Proactively shares progress on goals

141. Is inconsistent in defining goals and objectives

142. Struggles to set goals that align with company objectives

143. Sets performance goals that are out of touch with reality

144. Struggles to communicate when deadlines will be missed

145. Leaves peers struggling to understand the status of a project

146. Refuses to delegate to others, attempts to do all the work by himself/herself

147. Is unwilling to claim responsibility for missed goals

148. Is easily distracted and disinterested in focusing to achieve performance goals

149. Finds creative ways to solve problems and improve processes 

150. Is an idea generator, and finds innovative ways to accomplish tasks 

151. Contributes new ideas to team project discussions regularly 

152. Contributes new ideas at staff meetings  

153. Contributes well-thought out suggestions for company improvements 

154. Evolves process improvement ideas in staff meetings 

155. Thinks outside the box when presented with a new challenge

Areas of Improvement 

156. Tends to react negatively when presented with a new problem or challenge which requires innovative thinking 

157. Fails to offer new solutions even when presented with a compelling reason to do so 10. Has difficulty coming up with creative ideas, even when prompted by supervisor 

158. Fails to recognize that all employees should contribute innovative ideas for improvement of company procedures and processes

Create improvement plans with 30-60-90 day templates !

Interpersonal skills

159. Is a good communicator with [his/her] peers, requiring little or no direction in how to communicate 

160.Is a strong team player who thrives on teamwork 

161. Has the ability to diffuse conflict among peers 

162. Has the ability to resolve emotional situations quickly and efficiently 

163. Is able to hear and accurately interpret verbal and nonverbal cues from peers

164. Has the ability to diplomatically handle difficult situations with peers 

165. Has the ability to ensure that [his/her] peers are satisfied with a decision made by a superior

166. Is able to effectively communicate across cultures, geographical regions, etc.

167. Utilizes peer feedback to make improvements in [his/her] interpersonal skills 

168. Is an active listener that is sensitive to both verbal and non-verbal cues from peers 22. Has the ability to approach every situation with confidence 

169. Fails to appropriately respond when receiving negative feedback from coworkers 24. Fails to ask for clarification if [he/she] does not understand what a coworker is trying to tell [him/her] 

170. Does not use constructive criticism from peers in an effort to improve performance at work or in school

171. Does not take initiative or act on positive suggestions given by coworkers68. Uses abrasive language when interacting with peers

172. Displays defensiveness when receiving constructive criticism

173. Appears uncomfortable when asked questions during group discussion

174. Shows sound judgment when evaluating multiple opportunities

175. Comes to reasonable conclusions based on information presented

176. Is fact-based, and refuses to accept emotional arguments when evaluating a decision

177. Remains calm, especially under stress

178. Balances swift decision-making, with the ability to analyze the many angles to a story

179. Is confident and persuasive when making big decisions

180. Consistently understands the core issues at play, enabling him/her to solve problems at a remarkable pace

181. Makes confident decisions when presented with facts and data.

182. Effectively prioritizes urgent matters with those that can wait

183. Effectively outlines the best case (and worst case) scenarios to aid decision-making

184. Makes hasty decisions without first collecting facts & data to inform the decision-making process

185. Consistently displays analysis paralysis when making a decision

186. Makes big decisions without approval from respective parties

187. Is unable to keep confidential information private

188. Approaches decisions with a one-track mindset. Has a “my way or the highway” view of others ideas.

Leadership Ability

189. Is a servant-leader, always willing to help his/her team

190. Gives structure, feedback, and direction to his/her team

191. Consistently recognizes his/her team for a job well done

192. Actively listens to his/her team

193. Creates a culture of dialogue

194. Recognizes staff for a job well done

195. Provides just enough conflict to find the best outcome

196. Balances the strategy of the organization with tactical day-to-day tasks

197. Demonstrates a high bar for ethical behavior

198. Tends to overanalyze problems when a prompt decision is required

199. Fails to plan for the future

200. Sends mixed signals to the team regarding goals and day-to-day activities

201. Rarely gives recognition to his/her team

202. Sets an unreasonably high expectation for his/her team

203. Fails to keep confidential information secret

204. Plays favorites and does not treat each member of the team equally

205. Shows interest in learning new skills and expanding knowledge base 

206. Is willing to take risks to gain new skills and knowledge 

207. Consistently seeks out professional development opportunities 

208. Demonstrates a desire to learn from peers rather than simply teaching them 

209. Is able to learn from past mistakes 

210. Consistently seeks out new experiences 

Needs Improvement 

211. Rarely uses past experience as a guide for decision making in new situations 

212. Does not appear willing to take risks to gain new skills and knowledge 

213. Fails to understand the value of taking risks to gain new skills and knowledge 

214. Has difficulty accepting criticism 

215. Does not like to be told what to do, when, or how to do it

Management skills

216. Is self-motivated

217. Manages time well

218. Sets attainable goals and objectives

219. Is able to effectively prioritize amongst competing demands

220. Is a good negotiator, able to get people to agree to new ideas or actions

221. Communicates clearly and delivers messages in concise, effective ways

222. Recognizes the contributions of peers and subordinates

223. Assigns challenging but appropriate tasks to staff, and provides adequate resources to ensure successful completion of assignments

224. Has difficulty being firm when needed with staff who are underperforming or inefficient 

225. Fails to reward subordinates for hard work or for delivering results on time 

226. Perceives subordinates as too personal and not business-like in their approach to work relationships 

227. Views employees as a cost center rather than an asset for the company's future growth and profitability

Motivation & Drive

228. Constantly pursues learning opportunities

229. Consistently takes on additional responsibility for the team

230. Successfully finds more effective ways to perform a specific task

231. Is constantly looking for new ways to help the team

232. Is always willing to jump in and learn something new

233. Requires little direction when given a new responsibility

234. Is not afraid to take calculated risks

235. Is not afraid to make periodic mistakes

236. Is unwilling to assume responsibilities outside of his/her job description

237. Frequently sows seeds of doubt with the rest of the team

238. Resists opportunities to train and learn new things

239. Contributes few suggestions to projects with ambiguity

240. Can be overzealous, stepping on others’ toes

241. Seems unwilling to learn new things

242. Struggles to do tasks without assistance from peers

243. Is a careful planner, and always considers the end result of [his/her] actions

244. Creates detailed plans to ensure [his/her] work is done efficiently and effectively 

245. Does not leave any loose ends when completing assigned tasks

246. Is able to accurately predict the outcome of [his/her] actions 

247. Is an effective time manager 

248. Sets realistic deadlines for [his/her] work, and does not procrastinate 

249. Does not waste time, and completes [his/her] work efficiently 

250. Is organized, and keeps notes or files with information that may be needed in the future

251. Has difficulty deviating from a previously established plan when new information is revealed 

252. Does not demonstrate much concern for the long-term effects of [his/her] decisions 11. Is slow to start working on an assignment until all details are ironed out 

253. Has difficulty making quick decisions under pressure 

254. Waits until last minute to begin work on an assignment, and becomes stressed during crunch time 

255. Appears disorganized, even though [he/she] is very organized in reality 

256. Appears to lack organization skills in front of peers and upper management 

257. Is unable to prioritize tasks appropriately based on urgency and importance 80. Is constantly late with assignments and projects 

Problem-Solving Skills  

258. Sees problems as challenges to be overcome

259. Brings ideas to the table when discussing problem-solving 

260. Is able to pressure test his/her own ideas in a calm but assertive way 

261. Is able to persuade others that [his/her] solutions are the best course of action 

262. Is able to persuade others with [his/her] ideas 

263. Sets up a system for tracking problems and their solutions 

264. Uses a variety of techniques to solve problems, and is willing to try new approaches 8. Puts in extra time to ensure that problems are solved completely 

265. Is able to explain the rationale behind [his/her] solution to a problem 

266. Demonstrates effective leadership skills when solving group problems 

267. Demonstrates disinterest in pressure testing ideas with others 

268. Does not set up a system for tracking problems and their solutions 

269. Fails to take action when a problem is raised 

270. Fails to explain the rationale behind [his/her] solution to a problem 

271. Does not optimize use of time when working on difficult problems 

272. Does not solve problems in an efficient manner 

273. Is not adept at persuading others to buy into [his/her] ideas 

274. Fails to persuade others that [his/her] solutions are the best course of action 

275. Is unable to pressure test his/her own ideas in a calm but assertive way

Time Management

276. Handles multiple assignments and projects well with limited supervision 

277. Is able to manage numerous assignments with great speed and accuracy 

278. Can effectively prioritize work so that the most critical assignments receive attention first 

279. Manages his/her time in a highly effective manner 

280. Is able to complete assignments even with extended deadlines 

281. Displays a strong ability to manage multiple assignments and projects simultaneously 

282. Does not meet deadlines, even when given ample time 

283. Has difficulty balancing multiple assignments and projects 

284. Does not manage his/her time effectively 

285. Fails to effectively prioritize work so that the most critical assignments receive attention first 

286. Displays a tendency to allow personal issues affect work performance 

Understanding of Job Responsibilities

287. Has a strong understanding of job responsibilities

288. Regularly alerts management of key developments in his/her job function

289. Has deep knowledge that surpasses job expectations

290. Regularly contributes and works with other departments

291. Crafts an extensive network of peers to tackle tough issues

292. Shares knowledge with peers

293. Is constantly sharing industry trends and best practices to create outsized outcomes

294. Is adept in all areas of job responsibility

295. Has little understanding of the competitive landscape

296. Has difficulty locating necessary information to complete job responsibilities

297. Produces many unnecessary errors

298. Produces substandard work

299. Fails to demonstrate a strategic mindset

300. Does not demonstrate mastery of basic concepts in the role

That’s all for now. We’ll continue to update this list of phrases in the future. Again, we strongly recommend offering continuous feedback with your team vs. waiting for an annual performance review. Also, offer an action plan to help all parties navigate difficult situations.

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53 performance review examples to boost growth

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The importance of performance reviews

53 performance review examples, 3 tips for delivering a performance review to an underperformer, a performance review is an opportunity to foster growth.

Even the most well-intentioned criticism can be hard to hear. 

If you need to give feedback to a peer or employee, you might feel nervous. After all, you can probably empathize — most of us have been in their position. You want the person to know where they excel and how to improve, but you don’t want to come off as harsh or lose your authority. It’s a delicate balance.

When sharing professional feedback, you need to achieve that perfect equilibrium to motivate your team to continue doing their best work. Perfect your delivery by studying these 53 performance review examples.

A performance review -– also known as a performance appraisal — evaluates how well an employee is tracking toward goals and upholding the company vision and values . This formal assessment documents strengths and weaknesses , expectations for improvement , and other relevant employee feedback , like kudos for a standout performance. 

Performance reviews are essential because they provide managers (or employees assessing their peers) with a set time and structure for delivering in-depth, example-driven feedback. It’s also an opportunity for the reviewer to set metrics-based expectations so the reviewee knows how to improve for next time. 

Plus, performance reviews are an excellent opportunity to open lines of communication between peers or a manager and their direct reports. Both sides can clarify questions or concerns about performance, and the reviewer may use this time to motivate the reviewee. These types of workplace conversations build more trusting, engaged, and caring professional relationships. 

Unfortunately, typical performance reviews only inspire 14% of employees . In other words, reviewers need to step up their own performance if they want to make an impression during these meetings.

Effective performance reviews are level-headed and honest. They aren’t excuses to scold an employee for a mistake or poor performance . They make time to offer constructive criticism, praise what the team member is doing well, and provide suggested areas for improvement. 

To keep the conversation as productive as possible, study our list of performance evaluation examples that provide focused feedback and maintain an upbeat, inspiring tone that doesn’t undermine the seriousness of the commentary. 

Here are 53 employee evaluation examples for various scenarios. 

Communication

Good workplace communication helps teams clearly express ideas and work through problems effectively. Respectful communication also fosters healthy social relationships between peers, which are essential for a positive work culture. 

When you assess a colleague on this interpersonal skill , focus on the politeness of their interactions, the coherence of how they present information, and their ability to listen to others actively .

Use performance evaluation comments like the following when a colleague has done an exceptional job of clearly and respectfully communicating:

1. “I’ve noticed how clearly you communicate complex concepts to clients. I really admire this ability.” 

2. “You’re excellent at solving conflicts . Thank you for taking on this responsibility.” 

3. “Several of your teammates have told me how pleasant it is to work with you. Thank you for being such a respectful communicator.”

4. “I’ve been observing your standout negotiation skills and will continue to look for opportunities for you to use them.”

5. “I’d like to congratulate you on your clear and easy-to-follow presentations. Would you consider giving a workshop for your teammates?”

Improvement suggestions 

Poor communication leads to confusion and fraught interactions. Plus, muddled instructions or explanations can cause project errors, and negative delivery can harm team and stakeholder relationships . It’s important for each team member to have this skill.

Here’s how to cite communication that needs improving: 

6. “I’ve noticed that you sometimes miss part of an explanation. I have helpful materials on active listening I recommend taking a look at.” 

7. “Clients have noted that your explanations are difficult to understand. You have a strong grasp of complex concepts, but let’s work together on ways to break them down for an unfamiliar audience.”

8. “I’d appreciate it if you could communicate when there’s an issue on a project or you have a question. I’ve seen delays and errors due to a lack of updates.”

9. “Some of your emails to clients have had spelling and grammar errors. Could you make an extra effort to check your work so that we keep our company communication as polished as possible?” 

10. “Your teammates have cited rude interactions with you. We must keep communication respectful. Is something going on that’s causing you frustration or prompting these interactions?”

Innovation and creativity 

Innovative solutions and creativity allow organizations to generate new products and services, build a more resonant brand image, and connect successfully with their target audience. When giving a performance review, provide positive feedback on how the person contributes to the team or company’s growth. 

Teammates who offer fresh ideas for projects or ways to improve company processes to boost efficiency deserve a proverbial pat on the back. Here are five performance appraisal examples that show how to give it:

11. “Last quarter, you saved our team 50 hours of administrative work with your solution for streamlining databases. Thank you for this invaluable idea.”

12. “The marketing campaign you created to target younger audiences has been one of our most successful. Everyone on our team has something to learn from you.” 

13. “You’ve been integral to launching one of the most innovative apps on the market. You should be proud of yourself. You’re helping a lot of end users.” 

14. “I admire the way you creatively approach complex problems . You resolved a tricky supply chain issue that kept our deliveries on track.”

15. “You deeply understand the brand image and voice. All of your marketing copy and designs represent us well.”

Improvement suggestions

Team members in creativity- and innovation-driven roles may stagnate. Your organization might have a performance review template you can follow to zero on in how to improve in these areas. You can also use the following feedback pieces to push them in the right direction:

16. "You’re one of our most valued graphic designers. However, I’ve noticed that your recent designs have been similar. Let’s talk about ways to innovate.”

17. “Since you’re in a leadership role, I would like it if you took more initiative to offer creative solutions to problems . I have some reading to guide you.” 

18. “I’ve noticed that your copy lacks that fresh voice we admire. Have you also tracked this change, and what solutions do you have to liven up the writing?”

19. “You’ve offered some of the most innovative development ideas our company’s seen. But you’ve been quiet in brainstorming sessions lately. Let’s talk about what may be going on.”

20. “Your latest product innovation had flaws resulting from rushed work and a lack of attention to detail. Does that resonate?”

Everyone can be a leader — regardless of their rank at an organization. Team members set examples for their peers, and managers guide reports toward success. Whether you’re giving a performance review for a veteran or an entry-level employee, address their leadership skills where you can. 

When an employee exceeds expectations by mentoring others, taking charge of problems, and upholding organizational values , recognize their outstanding work with phrases like the following:

21. “Your positive attitude , willingness to take on more responsibility, and ability to explain concepts to your peers makes you an example to all.”

22. “I appreciate your advances in developing better leadership skills, like clear communication and excellent negotiation tactics. Kudos.” 

23. “I know you started here recently, but many people already look up to you. You take initiative, aren’t afraid to share ideas, and treat your peers respectfully.” 

24. “Since you’ve become a project manager, the development team consistently delivers quality outputs on time. You’re doing a great job guiding the group.” 

25. “When there was a conflict with a client last month, you stepped in to manage it. You have the makings of a great leader.”

If an employee like a project manager or team lead isn’t mentoring others as well as they could, a performance review is the perfect moment to tackle the issue. And if you have a stellar employee who isn’t showing the leadership and initiative required to earn them a promotion, they might need some encouragement to strengthen these skills. Use the following examples as a guide for wording your feedback:

26. “You’ve consistently been an excellent leader, but teammates have reported a lack of mentorship on recent projects, leading to confusion and poor results. What can we do to improve the clarity of your communication and guidance?”

27. “I’ve noticed that you’re stepping back from public speaking opportunities. You’re a strong leader already, but giving talks is an inevitable part of your role. Here’s information on a speaking course I took that could help.”

28. “Some of your teammates have said you’re difficult to approach with a problem. Let’s work to improve your communication skills to make others comfortable asking you for help.” 

29. “Your communication and mentorship skills are unmatched, but you still have to improve your time management skills. Several projects have run late, impacting client deliveries.” 

30. “You form excellent social relationships with your team, but you may be getting too close. I’m concerned you could lose your authority if you continue to act more like a peer than a mentor.” 

Collaboration and teamwork

Teams must work well together — it’s synergy that allows them to accomplish more than they’d be able to alone. Collaboration drives better organizational results and fosters a communicative, innovative work environment. Here’s how to tackle this topic in a performance appraisal.

Certain team members go above and beyond to help peers, manage conflicts, and share their knowledge. Reward them with statements like the following: 

31. “You’re an excellent resource for new team members. Thank you for being willing to share what you know.” 

32. “Your ability to adapt when obstacles arise and encourage your teammates to do the same has saved us from late deliveries several times. Congratulations, and thank you.”

33. “You didn’t have to navigate that conflict between your peers last week, but you stepped up. I think everyone in your group learned something from you that day.” 

34. “I know you’d like to be doing more on projects, but I appreciate that you’re splitting the work with newer teammates so they can learn. Exciting opportunities are coming your way soon.” 

35. “Your team traditionally had trouble working together. Thank you for identifying their strengths and guiding them as a leader to use them in harmony.” 

Employees resisting participation in a team or creating conflicts must change behaviors to help their peers thrive. Here are a few ways to suggest improvements: 

36. “I’ve noticed that you’ve been canceling team meetings and avoiding social events. Let’s talk about what’s going on.” 

37. “It’s great to challenge your peers' ideas, but I’ve repeatedly observed you push contrary thoughts when the rest of the team has reached a consensus. This can hold up projects, so I’d like to ask you to be more flexible.” 

38. “I know you’ve been very busy, but could you take more time to share your skills with others? There are new team members who could learn from you.” 

39. “You’re sometimes quick to nix others’ ideas. Try listening to their suggestions with a more open mind to be a better team player.” 

40. “You’re an involved leader, and that’s an excellent trait. But sometimes, you get too close to a project, and your guidance borders on micromanaging . I’d encourage you to try taking a step back when the team is working well together.”

Work ethic and organization

Punctuality, time management , and planning keep work flowing. In performance reviews, ensure all team members understand how their work ethics contribute to overall success.  

Show your appreciation to those employees who keep administrative tasks running smoothly. Here are some examples:

41. “Thank you for changing our customer relationship management system. Now everyone can access data more easily, and it’s improved our workflow.” 

42. “Your persistence in implementing the Agile project management framework has paid off. We’re delivering better, more timely products to clients.”

43. “You’re never late and sometimes even early. I appreciate your dedication to punctuality. It helps meetings run on time, and the day gets off to a strong start.”

44. “You always answer clients’ emails promptly. Thank you for your dedication to excellent customer service.” 

45. “As a project manager, you do a great job resolving teammate’s blockers efficiently. This allows them to perform tasks confidently and keeps projects on track.” 

Improvement suggestion

Employees who consistently arrive late or have trouble organizing tasks and following company processes negatively impact others’ ability to work well — not to mention their own. Here are constructive employee review examples for those cases: 

46. “You’re often tardy to meetings, which causes your teammates and clients to wait. This can be frustrating for stakeholders. I’d like to share some tips for time management.” 

47. “I’ve noticed you consistently turn in work late. I’m concerned you may have too much on your plate. Let’s assess your workload.”

48. “Client emails are falling through the cracks, making us look like we don’t care. Here’s a system I use to ensure I respond to every email quickly.”  

49. “I understand the new customer relationship management system is tricky, but we need everyone to get on board. Would it be helpful if I set up an additional training session to walk you through the software?”

50. “You didn’t meet your goals this quarter, so I’m modifying them for the upcoming one. Please let me know if you need tools, skills, or support to make achieving these goals possible.”

Performance review summary examples

Wrap up your review by revisiting what the employee has done well and highlighting the improvements they should make. Here are three examples you can model your performance review summary on:

51. “You’ve improved your communication and public speaking skills this quarter, making you a stronger leader. But you can still work on your task and time management skills by implementing better organizational practices.” 

52. “Your first few months at the company have been a success. You’ve learned to use our tools and processes, and your teammates enjoy working with you. Next quarter, I’d like you to take more initiative in brainstorming sessions.” 

53. “You’re a long-time valued employee, and you have a unique talent as a graphic designer. Your social media campaign last quarter was top-notch, but others have been stagnant. I know you can tap into your talents and do more innovative work.”

You’re a compassionate leader and never want to hurt anyone’s feelings. But in a performance review , you may have to deliver tricky constructive criticism . You’re giving this feedback with the best intentions, but doing so might make the other person defensive. Keep the conversation productive and focus on framing improvement as a positive with these three tips:

• Start and end on a high note: Open the conversation with what the employee has done well and circle back to this point after giving criticism. This will remind the employee of their value. 
• Use metrics: Don’t run a performance review on “gut feelings.” Quantifiable metrics and clear feedback allow you to identify areas of improvement. You must demonstrate specific examples and measurable figures to back up your claims. Otherwise, your criticism can seem unfounded. 
• Offer suggestions: An employee may not know how to interpret feedback and translate it into action items. And they might have some concluding performance review questions about how to improve. Offer help and a professional development plan so the person feels inspired, capable, and supported in making the changes you suggest.

Many fear receiving and giving sub-optimal feedback. However, in performance reviews, colleagues inevitably highlight negative aspects of a person’s work.

But if you establish a healthy balance between recognizing an employee’s strengths and offering constructive feedback for improvement (like in our performance review examples), these sessions turn into growth opportunities. Your colleagues take on new challenges, acquire better skills, and become more understanding teammates thanks to criticism.

And guess what? The next performance review will be less nerve-wracking for everyone involved.

Understand Yourself Better:

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Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

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Problem/Situation Analysis: 40 Useful Performance Feedback Phrases

Problem/Situation Analysis: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Problem/Situation Analysis: Exceeds Expectations Phrases

• Asks oneself what the situation is, makes a list of issues within the situation, and defines why each one is a problem
• Brainstorms possible ways to resolve the issue at hand and writes down possible solutions even those that seem absurd
• Weighs both the positive and negative effects of the suggested solutions to the problem or situation at hand
• Looks for the solution that highlights the most positive effects as well as that, which produces the mildest consequences
• Concentrates on the solution that can lead one to achieve the set goals and anticipates possible challenges associated with this solution
• Defines own goals specifically and makes them as realistic and as attainable as possible
• Accepts that the problem already exists and puts more energy into solving it rather than in resisting it
• Gathers some good knowledge about the problem at hand in order to decrease the uncertain anxiety and fear that one would face when solving it
• Tries to look for solutions from other people who have faced the same situation, how they have solved it and the kind of challenges they have faced along the way
• Opens own mind to a solution that may work and tries it out instead of making snap judgments based on little experience and information

Problem/Situation Analysis: Meets Expectations Phrases

• Tries to break the problem down into smaller, manageable parts in order to decrease anxiety and think more clearly
• Finds a more positive side of the situation and focuses on it in order to reduce the situation's negative emotional impact
• Uses more positive or neutral words to describe the situation and avoids words that may make one feel frustrated about the situation
• Keeps own motivation up by rewarding oneself after successfully completing a phase of the problem
• Looks at the problem from different directions in order to identify the root cause rather than getting sidetracked by the symptom
• Prepares for the worst possible outcome and how to deal with it; tries something else when a solution one has implemented doesn't work
• Tries to form own goals in the sense of actions one can take to achieve the desired goals
• Keeps track of each solution in order to know what needs to be changed or whether the solution itself needs to be changed
• Takes full responsibility for mistakes made from solutions that one has implemented and refrains from blaming other people
• Sets a deadline for when a situation should be solved and a schedule for reporting in order to stay on track and know when one is falling apart

Problem/Situation Analysis: Needs Improvement Phrases

• Blames other people when one makes mistakes instead of taking responsibility for own actions
• Spends time complaining about the problem at hand instead of looking for solutions and prevention of such a problem in the future
• Does not take the time to create a plan that would help one stay on track when analyzing the situation at hand
• Faces the problem alone without involving other people's ideas and therefore ends up spending more time on the problem than expected
• Believes in perfection; spends time going through a problem over and over instead of trying out the available solutions and looking for changes afterward
• Does not care about checking the progress of the implemented solutions or suggesting changes
• Does not create time to do exercises that improve one's ability to think strategically and analytically
• Jumps into solving a problem without enough information and facts thus generates solutions that are half-baked
• Does not ask questions or look at the situation from different angles thus fails to understand it better
• Breaks down a problem into smaller ones but does not develop strategies to solve the problems

Problem/Situation Analysis: Self Evaluation Questions

• Describe a time when you solved a problem without all the necessary information about it in hand. How did you go about it and what was the outcome?
• How do you weigh the advantages and disadvantages of a solution before implementing it?
• Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been?
• What information do you research when analyzing a problem and how do you use it?
• Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply?
• Describe a time when you have anticipated a problem. What did you do about it?
• Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome?
• What factors have you considered when developing and evaluating solutions to a problem?
• What are some of the challenges that you have encountered when analyzing problems and how have you faced them?
• Describe a time when you have found a creative way to solve a problem. How did you feel?

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100 Best Performance Review Examples (Comments & Phrases)

Author & Editor at ProProfs

Michael Laithangbam is a senior writer & editor at ProProfs with over 12 years of experience in enterprise software and eLearning.

I always believe that how you say something is far more important than what you say.

This can’t be truer anywhere than in the context of employee performance reviews.

Using the right comments and phrases in performance reviews is important because it can have a significant impact on the effectiveness of the review process, employee engagement, and performance improvement.

It’s about communicating the right message, the right way, to the right employee.

Here are 100 great employee performance review examples based on different evaluation criteria that you can use in your annual appraisals.

Attendance is about being present and available for work during scheduled working hours.  It is an essential aspect of employee performance and organizational management as it is tied to punctuality, productivity, performance, and customer satisfaction.

Examples of Positive Attendance Review Comments

• We appreciate your consistent punctuality, which shows your dedication to your work and the company.
• Your reliability through regular attendance has set a perfect example for others to emulate.
• You’ve been punctual and always on time.
• Your excellent attendance record demonstrates your strong work ethic.
• Your consistent and timely attendance is noteworthy. It’s a pleasure to work with someone who values being present and contributes to a positive and productive work environment.

Examples of Negative Attendance Review Comments

• Your attendance record indicates excessive absenteeism, leading to increased workload and project delays.
• We noticed that you’ve a tendency to arrive at work late, causing disruption to team workflow.
• There has been a failure on multiple occasions to notify in advance about your absences, leaving team members unprepared.
• You regularly leave work early without prior approval, resulting in incomplete tasks and missed deadlines.
• Your attendance issues are negatively impacting client satisfaction and team morale.

The attitude of employees toward their work, other employees, and the organization plays a vital role in the success of a business. A positive attitude fosters a collaborative and supportive work environment. Conversely, a negative attitude disrupts team dynamics, hinders innovation, and has a detrimental effect on individuals and organizations.

Examples of Positive Attitude Review Comments

• We’re impressed with your positive and friendly attitude. It creates a harmonious atmosphere in the workplace.
• We appreciate how you consistently bring a positive attitude to work, even during challenging times.
• You’ve always taken an optimistic approach to problem-solving and turned challenges into opportunities.
• Your positive and enthusiastic attitude towards customers makes a significant impact on our customer satisfaction.
• You consistently demonstrate a can-do attitude that is truly inspiring.

Examples of Negative Attitude Review Comments

• You often display a negative attitude and lack of professionalism.
• Team members regularly reported having an unpleasant experience discussing work-related matters with you.
• Your constant dismissive and condescending tone made others feel disrespected and disregarded.
• We observed a confrontational attitude in you, which led to negative experiences with many customers.
• Your disinterested attitude seems to convey your lack of care about helping or addressing the team’s concerns.

Organizations always value employees who display leadership qualities. True leaders can lead others on the path to success, and they have a clear vision, inspire others, set personal examples, and get things done. This makes it a key performance area (KRA) to evaluate during employee performance reviews.

Examples of Positive Leadership Review Comments

• Your ability to inspire and motivate the team has been exceptional. Your leadership style drives the team to exceed expectations consistently.
• Your forward-thinking and strategic decision-making abilities have significantly contributed to the organization’s success.
• Your open-door policy and willingness to listen have created a positive and inclusive work atmosphere.
• Your mentorship and guidance have played a pivotal role in the growth and skill enhancement of team members.
• Your proactive approach to problem-solving has had a direct impact on our operational efficiency.

Examples of Negative Leadership Review Comments

• There is room for improvement in communicating expectations and performance standards to your team members.
• Your decision-making process needs refinement. Consider seeking input from team members to ensure a more well-rounded perspective before making key decisions.
• A more organized approach to tasks is necessary to avoid delays in project completion.
• There have been instances where the delegation of tasks lacked clarity, leading to confusion among team members. Please work on this area.
• Improvement is needed in handling interpersonal issues to maintain a positive and productive work environment.

Communication & Interpersonal Skills

Effective communication and interpersonal skills are paramount in professional environments. They facilitate clear conveyance of ideas, ensure mutual understanding among team members, and foster a cohesive work environment. These skills also build trust, resolve conflicts, and enhance collaboration.

Here are some performance evaluation examples based on this assessment criteria.

Examples of Positive Review Comments On Communication & Interpersonal Skills

• Your ability to articulate ideas clearly and concisely has greatly enhanced team collaboration.
• Your communication style fosters an open and transparent work environment.
• You understand your colleagues’ perspectives through active listening and it has strengthened our team dynamics.
• Your approach to offering constructive feedback is commendable. It shows your dedication to helping team members grow and improve their skills.
• We noticed your versatility in adapting communication styles to different team members and situations and it has been a valuable asset.

Examples of Negative Review Comments On Communication & Interpersonal Skills

• At times, your communication lacked clarity and it has led to confusion in the team.
• Improvement is needed in actively seeking and incorporating input from others.
• Your tendency to interrupt during discussions has been noted. It’s important to allow others to express their thoughts fully before responding to ensure a more respectful and collaborative environment.
• There’s room for improvement in being more open to constructive feedback. Embracing feedback is essential for personal and professional growth.
• You should work harder in the area of refining your communication style to match the different situations and personalities of the team members.

If your employees are skilled in their core work but often struggle with communication, it is advisable to provide them with training to overcome the obstacle.

I recommend exploring this Workplace Communication Skills Course . It specifically focuses on the practical aspects of effective communication to bring measurable changes in employees’ soft skills.

Teamwork & Collaboration

Teamwork and collaboration are critical components of success in the workplace. They are the foundation for shared responsibility, synergy, collective problem-solving, efficiency, and productivity. Check out which performance review phrases and comments you can use in this evaluation.

Examples of Positive Teamwork & Collaboration Review Comments

• We’re glad to learn that you consistently demonstrate excellent teamwork skills by actively collaborating with team members and willingly sharing knowledge and expertise.
• You’ve been a valuable team player who consistently goes above and beyond to support your colleagues and contribute to shared goals.
• You’ve been instrumental in fostering a positive environment by encouraging open communication, actively listening, and providing constructive feedback.
• Your ability to build and maintain strong working relationships with team members greatly enhances collaboration and contributes to the overall success of the team.
• You consistently demonstrate a strong commitment to teamwork by being flexible, adaptable, and supportive of changes.

Examples of Negative Teamwork & Collaboration Review Comments

• We observed difficulty in working well with others and resistance to cooperation, negatively impacting team dynamics.
• You often fail to participate in team discussions actively and tend to work independently, which limits collaboration and the ability to generate innovative ideas.
• Your lack of communication skills often leads to misunderstandings and conflicts within the team, hindering collaboration and productivity.
• The tendency to dominate conversations during team meetings inhibits equal participation and diminishes the sense of collaboration among team members.
• There has been a consistent failure to meet deadlines and deliver on commitments, putting additional pressure on team members.

Watch: How to Build High-Performing Teams 

Flexibility & Agility

Flexibility and agility enable employees to adapt to changing business environments, respond quickly to new challenges, and stay competitive. They make a business more resilient.

Examples of Positive Flexibility & Agility Review Comments

• You have consistently demonstrated a high level of flexibility in adapting to changing work demands.
• Your ability to quickly switch gears and handle unexpected challenges is commendable.
• You’re always willing to go above and beyond your designated responsibilities by helping out team members in various areas.
• You consistently exhibit a positive attitude and adaptability when faced with new procedures or systems.
•  You’re always open to change and it has positively impacted the overall productivity of the team.

Examples of Negative Flexibility & Agility Review Comments

• You have shown some difficulty in adjusting to changes, which has resulted in delays and inefficiencies in task completion.
• Your lack of flexibility in accepting feedback and resisting alternative approaches has hindered team collaboration and stalled projects.
• In situations that required quick decision-making, you tended to become overwhelmed and struggled to adapt your approach, leading to missed opportunities.
• A rigid adherence to established routines limits your ability to respond effectively in dynamic situations.
• We have observed that you struggle to maintain composure and adapt when dealing with unexpected challenges or setbacks. Your ability to stay agile in such situations needs improvement.

Dependability

Dependable employees contribute to a positive work environment by meeting deadlines and enhancing overall organizational efficiency. Their reliability reduces stress, builds trust among team members, and positively impacts the company’s reputation.

Examples of Positive Dependability Review Comments

• You’re a reliable person and you consistently deliver high-quality work on time.
• We can always count on you to meet project deadlines in record time.
• Your dependability is exceptional. You consistently show up on time and are always ready to help team members.
• You’re a true team player who can always be relied upon to get the job done, no matter the circumstances.
• Your dependability is outstanding. You take ownership of your tasks and ensure they are completed efficiently and accurately.

Examples of Negative Dependability Review Comments

• You need to improve your dependability. There have been several instances where you’ve missed deadlines or been late for meetings.
• Your lack of reliability often causes delays in project completion and negatively impacts the team’s overall productivity.
• Your uninformed leaves are a big concern, as they create disruption in team schedules and hamper progress on deliverables.
• You came up short in fulfilling commitments and it caused frustration among team members and hindered goal achievement.
• Your lack of accountability and reliability has led to missed opportunities and dissatisfied customers.

Time Management & Efficiency

Time management and the resulting efficiency enable individuals to maximize productivity and accomplish tasks in a timely manner. By effectively managing one’s time, prioritizing tasks, and implementing efficient strategies, employees can reduce stress, optimize workflow, and meet deadlines consistently.

Let’s check out some employee performance review comments examples on time management.

Examples of Positive Time Management Review Comments

• Your time management skills are notable. Your ability to organize and allocate time to different tasks efficiently contributes to the overall success of the team.
• You consistently deliver tasks within tight deadlines, showing a remarkable ability to balance multiple tasks simultaneously.
• Your dedication to efficient time utilization is commendable.
• You’ve been a reliable team member with outstanding time management abilities.
• You’re adept at setting realistic timelines and consistently meeting or exceeding expectations.

Examples of Negative Time Management Review Comments

• Your time management has been a concern lately. There have been instances of missed deadlines, so you need to prioritize tasks and allocate time effectively to ensure timely project completion.
• Based on our reviews, you should start developing a more structured approach to planning and executing tasks to avoid the negative impact on team timelines.
• Time management has been inconsistent on your part. While you show the capability to meet deadlines, there have been instances where poor planning resulted in rushed work.
• Your time management skills need improvement. There have been occasions where tasks were not completed on schedule. You should focus on better planning and organization.
• Poor time management is a concern. Focus on addressing this issue promptly to avoid further setbacks.

Is a lack of time management taking a toll on your employees’ productivity and overall performance?

This online training course on managing time can help your employees become more productive by prioritizing their daily activities more efficiently. It demonstrates how to overcome procrastination, handle distractions, and schedule tasks smartly.

Innovation & Creativity

Innovation and creativity in the workplace are highly sought after as it is crucial for businesses to stay ahead of the competition. They drive growth, bring new ideas to the table, and create unique and valuable products or services that meet the changing needs of customers.

Examples of Positive Review Comments On Innovation & Creativity

• You always bring fresh and creative ideas to the table, which has helped us come up with some truly innovative solutions.
• Your ability to think outside the box and come up with new approaches to difficult problems is a real asset to the team.
• Your creativity has helped us win several new clients, and your willingness to take risks has paid off in big ways.
• You consistently produce high-quality work that shows your ability to innovate and improve upon existing processes.
• Your ideas and suggestions have helped us streamline our operations and improve efficiency across the board.

Examples of Negative Review Comments On Innovation & Creativity

• You’re resistant to change and unreceptive to new ideas, which holds back the team’s progress and prevents us from reaching our full potential.
• Your lack of creativity has resulted in stagnant projects and missed opportunities to improve our business.
• Your work has been lacking in originality and innovation, which has affected our ability to compete in the market.
• Your unwillingness to try new things or take calculated risks has prevented us from exploring new revenue streams.
• You tend to focus too heavily on the status quo, rather than exploring new ideas and approaches to problem-solving.

Train your employees on how to build a culture of innovation in the workplace by using the following course:

Problem-Solving

Problem-solving ability enables individuals to navigate challenges, make informed decisions, and contribute to organizational success. Employees with strong problem-solving skills can efficiently address issues, enhance productivity, and foster innovation, ultimately promoting a dynamic and adaptive work environment.

Examples of Positive Review Comments On Problem-Solving

• Your problem-solving skills are truly impressive. You can tackle challenges with a creative and analytical mindset.
• We appreciate the way you approach problems. You’re not afraid to take the initiative and find solutions independently.
• Your resourcefulness in handling unexpected issues is commendable, and it greatly contributes to the overall efficiency of the team.
• You demonstrate a keen ability to identify root causes and implement effective solutions.
• Your problem-solving skills have made a significant difference in several recent projects. It’s testimony to your ability to thrive in challenging situations.

Examples of Negative Review Comments On Problem-Solving

• There have been instances where your problem-solving approach seemed reactive rather than proactive. It’s crucial to anticipate potential issues and address them before they escalate. Let’s work on fostering a more anticipatory mindset.
• We’ve noticed a pattern where you tend to struggle with finding solutions independently. It’s important to be more self-reliant in problem-solving situations. Consider taking the initiative to research and explore potential answers.
• Your problem-solving skills need improvement, particularly in terms of speed and efficiency. There have been delays in resolving issues, impacting our team’s productivity. Let’s discuss strategies to streamline your problem-solving process.
• In some instances, your problem-solving approach lacked a comprehensive analysis of the situation. Start delving deeper into the root causes of issues rather than opting for quick fixes.
• There have been communication gaps in your problem-solving process, leading to misunderstandings within the team. Always keep everyone informed about your approach and progress.

Ready to Conduct Outstanding Performance Reviews?

If yes, start with these employee performance review examples.

Annual employee evaluations are an age-old tradition in any organization, but the way you summarize your assessments is even more important.

Regardless of which KRA you’re evaluating, clear phrasing makes it easier for employees to understand the points you’re communicating, and they can focus on future expectations better.

Make the feedback as objective as possible and express them concisely.

Such clarity in performance review phrases and comments will enable your employees to absorb the feedback and ultimately act on it.

To help you make headway, here’s a performance review template you can use. It contains manager and self performance review examples.

Frequently Asked Questions

What is a performance review.

A performance review is a process where employees and their supervisors discuss the employee’s job performance, identify areas that need improvement, and set goals for future development. Generally, such reviews are held annually and they are done for all employees at all levels. But while annual performance reviews are a common practice, some organizations are moving towards more frequent and continuous feedback systems. This enables more timely adjustments, fostering a culture of ongoing improvement and development.

How to write an effective employee performance review

The effectiveness of performance reviews depends on the quality of the feedback provided, the clarity of goals, and the commitment of both managers and employees to the process. To write an effective employee performance review, set clear expectations and goals from the start, document specific examples of the employee’s performance, provide constructive feedback on areas for improvement, recognize the employee’s strengths and successes, and develop a plan for future performance and career growth.

About the author

Michael Laithangbam

Michael Laithangbam is a senior writer & editor at ProProfs with over 12 years of experience in enterprise software and eLearning. His expertise encompasses online training, web-based learning, quizzes & assessments, webinars, course development, LMS, and more. Michael's work has been featured in industry-leading publications such as G2, Software Advice, Capterra, and eLearning Industry. Connect with him on LinkedIn .

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500+ Performance Review Phrases for 2023

Performance reviews.

Performance reviews are a regular and significant part of the appraisal process in any organization. Basic reviews that include generic performance evaluation do little to improve performance. Performance reviews should be unique and personalized towards every employee for this process to be truly effective. The company’s and team’s values must be incorporated into the list of competencies by the manager. However, the fact is that the capabilities for which they are appraised are similar to an extent, and these should be encapsulated in the employee evaluation phrases. An effective performance review is a balanced assessment of the strengths and areas of improvement conveyed by performance appraisal phrases. The key to this process is knowing the correct employee performance review phrases and using them effectively during the performance review to communicate your feedback to the individual. 

What is a performance review?

A performance review process is vital for assessing any employee’s performance as it helps them understand where they excel and where they require improvement. For this process to work, it must be aligned with the company’s vision and enable employees to work towards it. The challenge for any manager is to avoid using the exact performance appraisal phrases for more than one individual about the same competency. This may lead to team members assuming that performance reviews are broadly generic, with the same feedback communicated through evaluation phrases to everyone. Hence, it’s important for managers to consider each case differently and use specific and exact phrases for employee evaluation to keep the review process credible. 

How to create a performance review for an employee?

During the performance review, it’s not what you say but how you say it that makes all the difference. Managers need to prepare their feedback carefully and ensure that they don’t use overly harsh appraisal phrases. A structured approach to performance reviews can avoid awkward conversations, mixed messaging, and defensive reactions from employees. Any feedback or review will comprise positive and negative performance appraisal phrases. These elements must be mixed and matched as per the situation. ‘Needs improvement’ performance reviews or negative performance reviews are particularly difficult as it can be difficult to communicate criticism. However, using the relevant poor performance feedback phrase and sandwiching it between two positive statements can soften the blow. This can improve the chances of employees receiving the feedback positively and using it to make improvements.

Striking the right balance

Positive employee review phrases are easy and simple to communicate as everyone likes praise and encouragement about their performance and achievements. It’s important not to get carried away while lauding an employee, and one must temper praise. On the other hand, penning poor performance feedback may also appear simple, as failures are all too apparent and obvious. Yet communicating negative feedback is much more challenging and must be done truthfully but tactfully. It’s a tightrope that managers must walk, and finding the right balance requires choosing their performance evaluation phrases well and using the right tone and manner to communicate them. 

A balanced performance review should ideally include positive and negative performance feedback examples, with the positive part dominating the discussion. Honest discussions that are structured and planned carefully ensure that both the manager and employee are motivated to improve their performances and help the organization grow.

Using the right appraisal phrases in a performance review

Using simple and descriptive phrases can communicate your feedback effectively and accurately. While performance appraisals are largely universal and generic, using the correct employee evaluation phrases can make all the difference. In this article, we have consolidated 500+ positive & negative performance review phrases by skills that could be handy during employee evaluation. These phrases have been categorized and divided based on essential skills that an employee is expected to hone. We aim to provide an effective guide to managers to build well-rounded performance reviews while helping employees self-evaluate. 

Goal-setting

Good performance feedback phrases- examples

• Effectively sets goals and challenges self to become better
• Constantly works to be the best he/she possibly can be
• Sets concrete goals that can be measured
• Focuses on targets to achieve business objectives
• Communicates goals and objectives to colleagues
• Sets clear expectations from team members to achieve goals
• Sets goals that align with the company’s mission
• Proactively shares update and progress on goals
• Designs effective systems to streamline work processes

Poor performance feedback phrases- examples

• Inconsistent in defining goals and objectives
• Struggles to set goals that align with company objectives
• Sets unrealistic performance goals 
• Struggles to meet deadlines 
• Avoids communicating delay 
• Keeps team members in the dark about project status
• Resists delegation of responsibilities and work
• Unwilling to take responsibility for missed goals
• Easily distracted and lacks the focus to achieve performance goals
• Passes the buck for missing deadlines 
• Unable to set goals that match his/her talent or capabilities

Accountability

• Takes ownership for the company’s success 
• Assumes responsibility and contributes as a team member
• Accepts mistakes humbly
• Takes responsibility for meeting deadlines
• Owns his/her share of project management
• Always willing to share the extra workload 
• Offers assistance without needing to be asked
• Volunteers to take on new tasks
• Empathetic to the needs of team members
• Strives to create a positive work environment 
• Shows awareness of the external environment and its impact on the organization 
• Receives and accepts feedback positively

Poor performance feedback phrases – examples

• Reluctant to take ownership of meeting deadlines
• Avoids assuming responsibility for mistakes
• Unable to offer solutions 
• Evades communicating project delays
• Shirks responsibility and shifts blame onto others
• Defensive in the face of constructive criticism
• Doesn’t accept responsibility well
• Makes excuses for failure instead of admitting mistakes
• Looks for opportunities to blame processes and external factors

Attendance & Punctuality

Good performance feedback phrases – examples

• Always on time to work and punctual about attending meetings
• Prompt and on time to begin each workday
• Respects colleagues by arriving on time
• Adheres to schedules and plans 
• Never been a ‘no call, no show’ employee 
• Achieved perfect attendance 
• Motivates others to improve their attendance
• Adheres strictly to the attendance policy 
• Reports on time to fully tackle responsibilities
• Very reliable about being on time for external meetings
• Always calls ahead if he/she is going to be late
• Reaches office looking fresh and positive 
• Starts and ends meetings punctually
• Plans and books vacation time in advance and informs the team about it
• Prepared to put in extra hours to meet deadlines
• Ensures out-of-office auto-replies are activated when on vacation or traveling for work

Poor Performance Review Phrases- Examples

• Unable to meet company standards for attendance
• Failed to meet previous attendance goals 
• Frequently late to work
• Often returns late from vacation 
• Disrespects team members by arriving late to meetings
• Loses track of time when hosting meetings
• Indulges in frequent breaks than permitted
• Exhausts all sick leave days without any supporting documents
• Offers weak excuses for arriving late
• Usually, the first to leave the office before everyone else
• Ignores email meeting invitations
• Goes offline on communication channels while working from home without any information or notice
• Does not follow the company’s attendance policy
• Poor attendance impacts team members and work culture
• Unable to hold others to the organization’s attendance standards

Good Performance Review Phrases- Examples

• Displays a cheerful attitude at work
• Seeks the positive in every situation
• Diffuses team members’ stress during trying times
• Tries to get the better of difficult circumstances 
• Shows enthusiasm toward work
• Motivates team’s other members with a positive attitude
• Shows readiness to get to work
• Displays a smiling disposition
• Attitude reflects enjoyment of his/her job
• Builds a culture of trust and respect
• Handles pressure to meet deadlines well
• Gets upset and flustered easily
• Resists from accepting constructive criticism
• Allows non-work issues to rattle her/him
• Randomly switches from positive to negative attitude
• Lets stress and pressure to get the better of him/her
• Loses cool over minor issues
• His/her negative attitude impacts other team members
• Needs to bring poor attitude under control
• Talks negatively about other team members
• Displays a tendency to trigger problems among his coworkers
• Makes inflammatory comments 
• Uses inappropriate language
• The level of voice can be objectionable
• Always willing to help colleagues
• Makes team members feel comfortable in voicing their opinions and ideas
• Builds a free culture that promotes dialogue
• Delegates work on the basis of the strengths of team members 
• Keeps team engaged and on track
• Appreciates excellence exhibited by team members
• Motivates team members to excel
• Creates a culture of learning and understanding
• Actively listens and responds to what team members say
• Sets a positive example for others to follow
• Takes on additional responsibility for the team
• Constantly looks for ways to help the team
• Shows willingness to take calculated risks
• Encourages team members to embrace challenges 
• Provides constant coaching and guidance to team members
• Displays empathy to colleagues facing personal or professional challenges
• Sets achievable as well as ambitious targets
• Is considered the backbone of his/her team
• Provides conflict at times to prompt colleagues to work harder 
• Aligns the strategy of the organization with day-to-day tasks
• Sets a high benchmark for ethical behavior
• Reluctant to listen to the opinions of team members
• Does not inspire teammates to work hard
• Unable to plan for the future
• Shows bias towards certain colleagues
• Overanalyzes problems that require prompt thinking
• Lacks the ability to assign goals and activities
• Impatient with new team members 
• Fails to offer support to colleagues struggling with a task
• Rarely gives recognition for a job well done
• Displays a condescending attitude while speaking to coworkers 
• Unable to keep confidential information
• Frequently diverts team’s attention with insignificant tasks 
• Makes contrived and unnecessary suggestions 
• Sows seeds of discord between team members
• Appears physically distant from subordinates
• Unavailable to team members for extended periods
• Dominates meetings and suppresses team members’ ideas
• Cultivates an atmosphere of fear and apprehension
• Frequently communicates aggressively through reprimands
• Prioritizes own needs and career goals

Management Style

• Manages team to help them perform their tasks well
• Creates action plans and sets deadlines for each team member
• Displays professional attitude with employees 
• Regularly receives good feedback from team and managers
• Adept at managing difficult employees 
• Assesses abilities of team members and assigns tasks accordingly
• Delegates tasks and responsibilities effectively to appropriate team members 
• Supervises team’s work without micromanaging 
• Displays trust in subordinates
• Gives team members the freedom to make their own decisions 
• Designs strategies that provide opportunities for team members to grow 
• Is considered an advisor, friend, and guide by the team 
• Covers all aspects of a project when assigning tasks
• Accurately foresees the output of the team’s efforts 
• Manages time effectively
• Motivates team to deliver a high level of performance 
• Earns the respect of most or all team members 
• Unable to lead the team to meet targets
• Fails to resolve conflict among team members
• Lacks the foresight to identify problems that can cause conflicts
• Shows difficulty in making quick decisions under pressure
• Displays tardiness about meeting schedules
• Unable to manage difficult employees
• Lacks clarity to set team goals 
• Limits himself/herself to just task management
• Unable to set a broader vision for the team
• Seeks creative ways to solve problems and improve processes 
• Strives to be an idea generator 
• Finds innovative ways to accomplish tasks 
• Contributes new ideas to team project discussions and staff meetings
• Offers constructive suggestions to meet the company’s goals
• Helps evolve improvement ideas in staff meetings 
• Finds new and imaginative ways to overcome challenges
• Always seeking new ways to improve and deliver value
• Considered a champion of new ideas and approaches
• Embraces new opportunities and takes on challenges
• Meets a new challenge with an innovative solution
• Creatively implements the company’s vision 
• Reacts negatively when presented with a new problem or challenge 
• Unable to apply innovative thinking 
• Fails to offer new solutions at project discussions
• Shows resistance to coming up with creative ideas, even when prompted by supervisor 
• Unable to extract innovative ideas from employees to improve the company’s procedures and processes
• Shows recklessness by trying risky ideas 
• Rarely adds additional value to projects beyond basic requirements
• Unable to cope with more pressure or unexpected challenges
• Reluctant to adjust to new or unfamiliar tasks or circumstances

Communication

• Regularly offers constructive feedback
• Shows willingness to entertain other ideas
• Makes sure the team feels heard 
• Keeps all stakeholders updated about projects’ status
• Takes and shares notes regularly
• Asks insightful questions to understand and solve problems 
• Ensures questions are clarified before taking actions 
• Explains tough issues clearly and calmly to the team 
• Doesn’t hesitate to admit, “I don’t know.” 
• Takes time to understand what others are saying
• Effectively summarizes and communicates key business decisions
• Stands out for outstanding communication skills
• Persuades and convinces peers in challenging situations
• Actively hears and understands peers’ objections
• Demonstrates sincere appreciation for opposing viewpoints
• Makes new employees feel welcome
• Is considered a friendly communicator 
• Builds a rapport with every division in the company
• Acts as a calming force when the team is under pressure
• Facilitates conversations with team members that bring out new ideas and solutions
• Able to articulate complex, technical concepts in plain language
• Blames others for problems or setbacks
• Complains of lack of resources to complete tasks
• Fails to alert proper personnel about problems or crises
• Regularly engages in confrontations
• Speaks rudely to staff members regularly
• Has trouble communicating effectively in groups
• Makes coworkers deliver bad news instead of doing it himself/herself
• Intimidates team members when working on challenging projects
• Asks questions that show he/she is not actively listening 
• Easily distracted and doesn’t fully absorb other opinions
• Interrupts colleagues during team meetings and discussions
• Is dismissive of other ideas when opposed
• Rules out an opposing viewpoint
• Avoids tough conversations with team members’ superiors
• Gets defensive if questioned or criticized
• Fails to keep team members updated on important updates and developments
• Avoids follow-up after the task at hand is over
• Hesitates to seek help
• Displays “us” against “them” attitude when it comes to others within the company
• Written communication skills need improvement
• Displays poor email etiquette

Customer Service

• Works effectively with clients
• Shares strong rapport with those he/she interacts with
• Enjoys people-related aspects of the job
• Projects a friendly tone over the phone
• Gets consistently high marks on customer satisfaction surveys
• Consistently spearheads effective customer relations
• Deals easily with all types of customers
• Shows empathy toward customer issues
• Direct yet helpful in dealing with customer concerns
• Does not let a customer’s negative attitude get him/her down
• Tactfully helps customers overcome objections
• Shows care about the client’s comfort and convenience
• Goes above and beyond his/her job requirements to satisfy the customers
• Follows up with customers in a timely manner
• Makes extra effort to keep customers updated and informed
• Goes the extra mile to make a real difference in customer experience
• Handles difficult customers with grace
• Consistently receives negative comments from customers
• Appears disinterested in solving customers’ problems
• Does not manage customer expectations, especially in tough situations
• Passes challenging issues to others instead of tackling them head-on
• Misses opportunities to educate customers about other products or services
• Uses inappropriate language with colleagues or customers
• Frequently gets frustrated by clients who ask questions
• High average time per call 
• Speaks rudely or sarcastically when dealing with client challenges
• Effective on the phone, but does not handle face-to-face service well
• Shows a lack of enthusiasm for customer service training 

Coaching & Training

• Enthusiastically accepts coaching in various job duties 
• Applies learning from training to improve abilities
• Asks for more training when processes aren’t clear or understood
• Always willing to learn new processes
• Shows eagerness to learn new software and improve efficiency
• Encourages team members to join in the necessary training sessions
• Able to learn concepts quickly and implement them into his/her work
• Actively participates in specialized training sessions
• Does not get defensive when given negative feedback during training
• Shows self-awareness and willingness to improve in areas where he/she is lacking
• Recognizes scope for improvement, both personally and professionally
• Could benefit from seeking more training in various tasks
• Should ask more questions when not sure of expectations
• Reluctant to learn new processes 
• Unable to apply knowledge gained during training sessions to work
• Could improve adaptability to learning new software and procedures
• Seeks coaching only when an area of weakness is highlighted
• Demonstrates a lack of awareness regarding his/her deficiencies 

Adaptability

• Accepts constructive criticism 
• Constantly works towards improving performance
• Comes up with new solutions to common problems
• Shows willingness to change the way he/she works for the betterment of the team
• Takes the initiative to start a new task
• Capable of handling a variety of tasks
• Shows ability to identify new and more efficient methods
• Stays calm under pressure
• Considered a reassuring force within his/her peer group 
• Willing to admit when he/she is wrong
• Quick to adapt to alternate points of view
• Shows willingness to work extra hours in case of crises 
• Handles change well
• Tends to shy away from new activities 
• Does not excel at projects that require a degree of flexibility
• Gets agitated when original plan changes
• Shows a lack of interest in accepting new responsibilities
• Sticks to old methods even if a new approach is better
• Fails to offer new solutions 
• Unable to come up with creative ideas, even when prompted
• Tends to get overwhelmed by challenges 
• Doesn’t innovate when things don’t go according to plan
• Unwilling to admit he/she is wrong
• Does not accept constructive criticism well
• Resistant to trying new techniques or approaches
• Proven team player
• Encourages teammates to work together toward a common goal
• Offers assistance and advice to team members
• Promotes a team-centered workplace
• Sensitive and considerate of coworkers’ feelings
• Shares ideas and techniques with others
• Builds strong relationships within the team
• Always willing to cooperate with coworkers
• Takes on more work to help the team excel
• Seeks new ways to help the team
• Easy to work with, and encourages others to work together as a team 
• Displays loyalty and support for colleagues, even in the face of conflict 
• Supports group decisions even in case of a disagreement
• Fosters a cooperative atmosphere 
• Does not prioritize his/her personal goals over the team 
• Receptive to ideas from peers and willing to adapt his/her behaviors in response
• Always congratulates team members who do well
• Encourages and motivates even the most reluctant team members
• Considered a positive influence on all team members 
• Solves team conflicts in a calm and mature manner
• Collaborates well with colleagues, vendors, and external partners
• Promotes harmony to ensure colleagues work as a team to meet deadlines
• Always offers to help with tasks outside their role
• Needs to improve teamwork skills
• Does not consider the workplace as a team environment
• Prefers to work alone on projects
• Colleagues are hesitant to ask him/her for help
• Does not work well with others during group projects
• Blames others when problems arise 
• Insensitive to team members’ feelings
• It comes across as guarded and secretive
• Does not share well with others
• Considered a divisive element within the team
• Gets impatient with colleagues when they are slow or unable to finish tasks on time 
• Comes late to meetings
• Disrupts workflow for other workers 
• Takes credit for the work of others, even when it is not deserved 
• Does not share information with colleagues unless they ask for it directly
• Leaves early even if the rest of the team is working late
• Only considers own needs and happiness
• Unwilling to share credit with others for team assignments
• Publicly criticizes team members 
• Instigates arguments with others
• Appears too blunt in feedback
• More suitable to individual-focused work than the group-work environment

Commitment & Professionalism

• Displays excellent work ethic 
• Is considered an engaging personality
• Exhibits professional attitude even when under pressure
• Takes on challenges head-on
• Customers prefer to speak to this person 
• Self-motivated and strives to complete all tasks on time
• Strives for excellence in everything he/she does
• Is not engaged in illegal or unethical business practices
• Their energetic and creative attitude impacts team members positively
• Takes setbacks in his/her stride
• Polite and professional in dealing with colleagues as well as customers and vendors
• Cannot separate personal life from work
• Colleagues complain of poor hygiene habits
• Dresses too informally for the office environment
• Shows a lack of enthusiasm to improve performance
• Frequently arrives late at work
• Often attempts to leave the workplace early
• Unwilling to broaden skill sets 
• Disrespectful to leadership behind their backs
• Unwelcoming to new team members
• Fails to keep the workspace tidy
• Gets angry and emotional in stressful situations

Ethics & Integrity

• Highly organized and adept at prioritizing what is important
• Strives to keep commitments
• Truthful and honest in all dealings
• Never betrays the company’s core values and principles
• Demonstrates trustworthiness
• Never abuses any company resources for personal purposes
• Understands legal responsibility towards the company 
• Displays a strong sense of integrity that underscore all his/her dealings and interactions
• Always keeps promises
• Follows ethical business practices and company policies
• Respects confidentiality
• Avoids office gossip
• Takes frequent breaks if not being watched
• Makes excuses to leave work early
• Usually gossips and is untruthful about the company or team members
• Blames coworkers for his/her mistakes
• Speaks rudely to junior/senior team members
• Makes unkind personal remarks
• Untruthful to other members of the team
• Breaks company’s rules
• Allows personal biases to influence important business decisions
• Withholds important information to evade disciplinary action
• Violates company standards related to employee integrity
• Unethical behavior has cost the company customers and money or both

Technical Skills

• Shows a deep and thorough understanding of systems and processes 
• Understands the technical requirements of assignments thoroughly
• Adept at solving complicated technical issues 
• Displays exemplary technical knowhow 
• Resolves technical challenges and records guidelines for future 
• Able to grasp complex technical concepts 
• Goes the extra mile to ensure the technical problems are resolved within the time
• Keeps team members updated by creating documents, flowcharts, layouts, diagrams, charts, code comments, etc.
• Explains elaborate ideas and concepts in easy-to-understand ways
• Extremely reliable when the company is implementing new technology
• Unable to properly communicate with other members of the team about technical issues
• Needs to attend more training sessions 
• Must study harder to improve technical knowledge
• Finds it tough to learn new technology
• Needs to improve technical understanding required for the job
• Unable to translate theoretical knowledge into practical applications
• Provides temporary solutions that can lead to long-term problems
• Spends a considerable amount of time retrieving simple information 
• Lacks knowledge about the latest development tools, programming techniques, and computing equipment 
• Unable to understand and adapt to changing technology and instructions

Problem-solving

• Considers problems as challenges to be overcome
• Brings new ideas to the table when discussing problem-solving 
• Shows the ability to pressure test his/her own ideas calmly 
• Tries to get a buy in from others to adopt his/her solution
• Sets up a system for tracking problems and their solutions 
• Uses a variety of techniques to solve problems
• Willing to try new approaches or suggestions that may come from others 
• Invests extra time and effort to solve problems completely 
• Shows the ability to explain the rationale behind his/her solution to a problem 
• Demonstrates leadership skills when solving group problems
• Evaluates challenges from all angles before deciding on a way forward
• Willing to collaborate with peers to explore solutions to problems
• Resolves customer complaints professionally and promptly
• Makes well-thought-out decisions and sticks to them
• Takes full responsibility for any problems of assigned tasks
• Tackles problems in a creative and analytical way
• Stays calm even when required to resolve a problem under high pressure
• Articulates issues clearly and concisely to team members
• Retains objectivity while assessing situations and suggesting solutions
• Accommodates and listens to other people’s perspectives 
• Capable of independently solving complex problems
• Breaks a problem down to analyze it minutely 
• Collaborates well with others to find solutions to project challenges
• Offers multiple solutions to complex problems
• Makes sound and fact-based judgments
• Looks for different ways to resolve complex issues
• Demonstrates disinterest in pressure-testing ideas with others 
• Does not set up a system for tracking problems and their solutions 
• Fails to take action when a problem is raised 
• Resists explaining the rationale behind his/her solution to a problem 
• Does not optimize use of time when working on difficult problems 
• Does not offer efficient solutions 
• Unable to persuade others to agree to his/her solutions 
• Not receptive to other people’s ideas and opinions
• Unable to articulate problems in ways that others can understand
• Indecisive when it comes to coming up with solutions
• Rushes to make decisions without thinking things through
• Fails to monitor progress to ensure that they deliver the desired outcome
• Does not learn from previous successes or failures
• Gets flustered when facing a tough decision  
• Loses cool with team members when faced with a problem
• Unwilling to collaborate with others to discuss solutions 
• Fails to give team members the proper guidance and direction
• Deals with customer-related issues unprofessionally 
• Chooses complex and convoluted approaches to solving problems
• Often paralyzed and confused when facing tight deadlines 
• Struggles to find solutions for complex problems
• Tends to shy away than face an awkward problem
• Quickly loses focus when facing a difficult situation

Critical Thinking

• Uses sharp ideas and essential thinking ability to solve issues quickly
• Possesses strong reasoning and critical-thinking skills 
• Always thoroughly considers everything before submitting any idea
• Offers workable plans for each problem
• Exhibits sound judgment when evaluating multiple opportunities
• Arrives at reasonable conclusions based on information presented
• Chooses a fact-based approach over sentimental arguments when making decisions
• Balances prompt decision-making, with the ability to analyze every aspect of a problem
• Prioritizes urgent matters over those issues that can wait
• Sets out the best-case and worst-case scenarios to help decision-making
• Makes hasty decisions without considering all facts and information 
• Frequently struck by analysis paralysis when making a decision
• Makes big decisions without approval from concerned parties
• Inconsiderate of others’ opinions and suggestions 
• Fails to consider possible changes in circumstances when making decisions
• Rarely thinks decisions through
• Employs problem-solving techniques that end up complicating matters
• Jumps on the solution before properly analyzing the problem

Time Management

• Efficiently manages time to complete tasks
• Respects the time of colleagues
• Keeps presentations on schedule
• Regularly meets all deadlines
• Works hard to stay organized and on time
• Driven to complete tasks on time
• Reliable when it comes to time management
• Shows dependability to manage time well
• Prioritizes well to save time
• Displays sensitivity to the constraints of colleagues
• Handles multiple assignments and projects well 
• Able to juggle numerous tasks with speed and accuracy 
• Effectively prioritizes work to ensure critical assignments are managed well
• Manages his/her time in a highly effective manner 
• Completes assignments even with extended deadlines 
• Organizes time systematically to achieve goals
• Frequently misses deadlines
• Regularly late from break
• Unable to understand how much time a task will take
• Meetings and presentations tend to overrun the allotted time
• Indulges in small talk that takes up valuable time of others 
• Gives little or no importance to being on time
• Takes no steps to improve time-management techniques
• Is considered unreliable in finishing tasks by the allotted deadline
• Frequently exceeds mandatory due dates
• Does not meet deadlines, even when given ample time 
• Has difficulty balancing multiple assignments and projects 
• Fails to prioritize most critical assignments effectively 
• Allows personal issues to affect work performance
• Does not manage time well

Balanced Reviews Leading to Positive Outcomes

Effective performance reviews are imperative to optimize employee engagement and motivate them to provide their best performance. Any manager’s essential function is to recognize an individual’s efforts while politely but firmly addressing their weaknesses. 

Creating performance reviews is a continuous learning process that requires a fair amount of time and an element of trial and error. For any manager striking a delicate balance between appreciation and criticism can be a challenge. However, with this comprehensive and exhaustive list of employee performance review phrases based on essential skills, we hope your task will be simpler and easier.

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94 Example Performance Review Phrases and Comments for Skills and Competencies

There are few employees who truly enjoy the idea of annual performance review . The concept of being judged and criticised by those above them can send a shiver down anyone’s spine.

As this can be a nerve-wracking time for employees, continuous learning performance review comments are vital for a comprehensive and positive workplace. The more in-depth, the more good that can come from it and certainly getting your performance review comments and phrases right make a big difference. Here we show you some supervisor comments and recommendations:

What to Include in your Performance Evaluation

• positives and negatives.

Bad performance reviews can lead to low productivity, decreased morale and the chance the employee will leave. This means that it is important to balance the negative comments with some positive  constructive feedback .

Performance reviews are there to identify areas of improvement, but highlighting examples of good work or strengths is key to maintaining a good relationship with your staff. Always keep learning ability performance review phrases.

• Goals and outlooks

As many businesses are very busy, there sometimes isn’t enough time to check in with all of your employees on a personal basis. Although they are getting the work done as a team, you might not be sure how they are progressing individually.

Take the time during a performance review to set out some personal goals with the employee and talk about their role in the wider scheme. This will give them something to strive towards over the course of the year.

• Good constructive feedback

Although you don’t want to fight your staff on every negative aspect of the performance review, you should give them the opportunity to respond to your suggestions.

This may reveal other issues in the business as well as opening the lines of communication with this particular employee. They will certainly respect you more if you give them the chance to provide continuous feedback on their own performance.

• Sample Performance Review Phrases

The saying, “Always choose your words carefully” is applicable not only during inter-personal communication but it holds true in a corporate context as well, especially during sensitive matters like performance reviews.  A performance review needs to be a balanced affair where as a manager or supervisor you are required to state the obvious, and communicate an effective feedback to the employees. The secret is to craft your performance review comments in such a manner to be specific and short and succinct without sounding on the edge.

To develop your ability to learn appraisal comments, heres a comprehensive list of example phrases, comments, and constructive feedback examples as ideas and inspiration for your next performance review , performance self appraisal , 360 peer review , or just offering continuous feedback as part of employee performance and development.

These example performance review phrases can be use when writing comments in a positive or negative feedback context.

• Communication Skills

While covering the communication skills of the employee, you may use the following phrases:

• Effectively communicates his/her point of view and expectations
• Effectively manages communication at all levels (lateral, upward, or downward flow of communication)
• Effectively manages and facilitates meetings and group discussions
• Promotes action/task oriented meetings
• Effectively enforces company values and polices without evoking negative reactions
• Effectively communicates with clients

• Achievements

While writing down the employee’s achievement highlights, you may use the following types of phrases:

• Achieved and exceeded the original set goals of “X” by a margin of “Y%”
• Accomplished optimal levels of performance with great sincerity in areas such as…
• Showcased great team player abilities in executing …..
• Excelled and consistently improved at developing strategies/programs by delivering stellar performance in …..
• Improved his or her overall productivity levels by “X%”
• Showcased proactiveness in various activities both within and outside the project

• Coaching/Training Abilities

While listing down the coaching or training abilities of the employee, you may use the following phrases:

• Offered guidance and support to colleagues/peers by….
• Displayed a genuine interest in listening and addressing the problems shared by employees
• Displayed strong training abilities by using sound training techniques to solve XYZ problems
• Offered to provide continuous training in XYZ domain
• Garnered great support and respect from employees for lending a patient ear to their problems and concerns.
• Created opportunities for employees in areas pertaining to…..

• Interpersonal Skills

While jotting down pointers pertaining to an employee’s interpersonal skills, you may find these sample phrases helpful:

• Builds effective working/professional relationships with…
• Understands the needs of peers and offers a helping hand to…
• Promotes synergy within the team by….
• Follows and abides by the company culture and inspires the same amongst peers
• Builds on understanding and mutual reliance

• Administrative Abilities

While covering the administrative abilities of an employee, you may use a couple of these phrases:

• Developed successful strategies pertaining to administrative tasks such as….which produced amazing results
• Consistently worked towards improvising and examining the effectiveness of XYZ administrative tasks
• Effectively devised better procedures to perform XYZ tasks flawlessly
• Established effective systems for retrieving lost data
• Improved the existing administrative support systems by…
• Effectively maintained and organized documents to avoid duplication

• Innovation Skills

While listing down your inputs regarding an employee’s innovative abilities, you may use the following phrases:

• Tries to innovate even under adverse conditions
• Looks out for innovative solutions
• Contributes towards innovative strategies
• Fosters a spirit of innovation within the team
• Actively participated in innovation events by …..

• Collaboration Skills

Here are a couple of phrases which you can use to describe an employee’s collaborative abilities:

• Encourages team bonding activities
• Brings new ideas and techniques to promote collaboration within the team
• Harbors and builds strong relationships with the team members
• Displays a cooperative and harmonious nature
• Proactively shares expertise with the rest of the team

• Delegation Abilities of Employees at a Senior Level

While writing about the delegation abilities of an employee, you can use the following examples:

• Encourages team members to solve issues at their end
• Encourages and empowers employees to lead by example and provides all the required resources to achieve the same
• Helps team members to gain visibility
• Delegates thoughtfully by matching with an individual’s strengths
• Delegates with precision and clarity

• Attendance

Here are a few sample phrases  to describe an employee’s attendance record :

• Is punctual and consistently on-time to meetings
• Arrives at meetings on time and is always prepared
• Attained perfect attendance over X period
• Schedules time-off according to company policy
• Completes deadlines as promised

• Process Improvement Skills

Here are a couple of phrases which you can use as example while listing down the ability of an employee process improvement skills:

• Displayed consistent overall improvement and growth
• Has an innate ability to think of various types of methods of improvement
• Accomplished amazing results by displaying marked improvement in….
• Can consistently plan on the go towards improvement

• Customer Experience 

Here’s a examples of how to describe Customer Experience competency:

• Works effectively with clients
• Builds strong rapport with clients  he/she interacts with
• Has a pleasant and  friendly tone over the phone
• Consistently drives effective customer experience strategies
• Is empathetic towards customer issues
• Is direct, yet helpful in dealing with customer concerns
• Displays an effective cadence when working with clients on projects. Is effective, not overbearing
• Can handle difficult customers with grace

• Learning Skills

Listed below are some of the examples of how you can jot down the learning ability of an employee during his or her performance review :

• Displays keenness towards learning new methods/techniques/skills
• Is a rapid learner and adapts rapidly as well to changing situations
• Quite open to share his or her learning experience with the peer group
• Encourages and promotes a learning culture in the team

• Creative Abilities

Here are a couple of examples on how you can state the creative abilities of an employee:

• Ability to think out of the box in the most challenging situations
• Ability to think of alternatives such as …..which produced brilliant results
• Constantly strives to experiment to drive results
• Has initiated and executed creative ideas such as……
• Looks out for new approaches and ideas

• Management and Supervisory Skills

Listed below are some of the phrases that you can use to describe the management and supervisory abilities of an employee:

• Consistently provides support to the team
• Promotes one on one communication with the team members to …..
• Provides the team with the required resources to achieve results
• Provides support to the team during times of organizational transitioning
• Provides timely feedback to employees
• Gives credit and recognition to deserving team members
• Always available to lend an ear and support to team members
• Ensures that employees understand their roles and responsibilities clearly

• Critical Thinking and Problem Solving Skills

Here are a couple of phrases which you can use while describing the problem solving abilities of an employee:

• Capable of developing creative solutions
• Look out for creative solutions with a practical approach towards problem solving
• Understands and effectively solves problems instead of focusing on the symptoms
• Posses the ability to propose options in times of need
• Quite resourceful by showing skills to turn problems into opportunities…

• Productivity and Time Management Abilities

While describing an individual’s productivity and time management abilities, you may use the following competency phrases:

• Consistently delivers beyond expectations
• Exceeds the normal standards of output delivery
• Substantially contributes towards the continued growth and operation of the organization
• Is an important pillar of success for the department
• Always meets deadlines consistently
• Displays respect towards the time of others
• Maintains the schedule of meetings

• Potential of an Employee

Here are a couple of examples on how to jot down the potential of an employee:

• Is capable of taking up a higher role with additional responsibilities
• Is capable of being entrusted with bigger assignments and projects
• Can enhance his or her skills further by participating in various classroom or external training programs
• Has the potential to learn new and additional skills for future career advancement

While you can certainly follow the listed competency feedback examples while writing performance review competencies comments or performance appraisals, you must ensure that you support each of your phrases with a relevant and specific example or data rather than assumption.

In the world of HR software, EmployeeConnect continues to be one of the leading industry providers of innovative solutions. We helps Australia business owners and people managers be more efficient, cost-effective and compliant by taking the hassle out of HR and payroll admin. If you spend more than an hour every day on HR administration (like on/off-boarding, performance review, or employee timesheets), then  EmployeeConnect  is here for you.

Byron Conway

Content Coordinator at EmployeeConnect

600 Helpful Examples of Performance Evaluation Comments

By Status.net Editorial Team on April 5, 2024 — 34 minutes to read

• Work Ethic Performance Review Comments Part 1
• Problem-Solving Skills Performance Evaluation Phrases Part 2
• Adaptability Performance Review Phrases Part 3
• Communication Skills Performance Review Phrases Part 4
• Teamwork and Collaboration Evaluation Comments Part 5
• Leadership Abilities Performance Review Phrases Part 6
• Technical Skills Performance Evaluation Comments Part 7
• Interpersonal Skills Performance Review Examples Part 8
• Self-Management Performance Review Examples Part 9
• Innovation and Creativity Performance Evaluation Examples Part 10
• Customer Service Performance Review Phrases Part 11

Performance reviews don’t have to be tough for managers or their teams. You can make them better and less stressful by knowing the right things to say, and this article gives you a list of simple comments you can use in reviews, sorted by the skills they relate to.

Part 1 Work Ethic Performance Review Comments

Consistency and reliability evaluation examples.

• You consistently meet deadlines and can be counted on to finish tasks.
• Your attendance record is impeccable, and you rarely take unexpected days off.
• You handle high-pressure situations with grace and remain productive.
• You deliver quality work consistently, which makes you a valuable team member.
• Your coworkers appreciate that they can rely on your steady performance.
• You maintain a high level of energy throughout the day.
• Your determination ensures that every task is completed to the best of your ability.
• You consistently exceed expectations with the quality of your work.
• Peers know that they can delegate tasks to you with confidence.
• You have a strong record of being prompt and ready to contribute when needed.

Weaknesses:

• Occasionally, your work may lack consistency when juggling multiple tasks.
• You could improve upon following up on tasks after initial completion.
• There are moments when your focus on details wanes, affecting reliability.
• You sometimes prioritize less important tasks, affecting overall productivity.
• Your performance occasionally drops under stressful circumstances.
• You’ve been known to require reminders on tasks you’ve committed to.
• Deadlines have been missed a few times, which has impacted team performance.
• You could work on maintaining steadiness in your attitude towards repetitive tasks.
• Reliance on team members for problem-solving could be reduced with more confidence.
• Balancing quality and speed is sometimes a challenge for you.

Time Management Performance Evaluation Examples

• You are skilled at prioritizing tasks and managing your time effectively.
• You rarely rush to complete tasks and consistently manage deliverables well before deadlines.
• Your planning skills are excellent, allowing you to allocate time for all tasks judiciously.
• You utilize time-saving strategies that increase your productivity without compromising quality.
• You make smart decisions on the fly that prevent wasted time.
• You balance multiple projects successfully and manage your time to accommodate all.
• Your efficient work pace sets a good example for your peers.
• You’ve mastered the skill of estimating how much time tasks will take.
• You delegate appropriately, which aids in effective time management.
• You have a talent for recovering lost time and getting back on schedule.
• You occasionally underestimate the time required for tasks, leading to delays.
• Procrastination has sometimes pushed you to complete tasks at the last minute.
• You could improve your ability to identify tasks that can be delegated.
• Time management during unexpected setbacks isn’t always effective.
• Balancing time between tasks and breaks has room for improvement.
• You sometimes spend too much time perfecting details on tasks that are less critical.
• Distractions can lead you off course and away from more immediate priorities.
• Overcommitting to tasks can sometimes jeopardize your time management.
• Prioritizing tasks based on importance rather than preference is an area for growth.
• You have been overly optimistic about how many tasks you can handle simultaneously.

Professionalism Evaluation Examples

• You consistently demonstrate respect and courtesy in all professional interactions.
• Your attire and demeanor are always appropriate for the workplace.
• You remain composed and professional, even in stressful situations.
• You show a deep respect for company policies and standards.
• You keep personal matters discreet and maintain a professional boundary at work.
• Your communication is clear, respectful, and appropriate for the audience.
• You handle criticism well and use it constructively to improve your work.
• You exhibit a positive attitude that lifts the mood of the entire team.
• Your behavior sets a positive example for new team members.
• You are adept at keeping non-work topics out of professional discussions.
• You occasionally allow personal calls or texts to interrupt your work.
• Attention to professional dress code could be more consistent.
• Maintaining professionalism during unexpected challenges needs attention.
• You sometimes forget to filter personal opinions in professional settings.
• There is a tendency to let stress affect your professional interactions.
• Balancing assertiveness and diplomacy is an area for growth.
• You could be more consistent in separating work and personal life.
• Let’s non-work topics provoke you more than they should.
• You could demonstrate more initiative in taking on professional development opportunities.
• Setting boundaries between personal and professional life could be improved.

Part 2 Problem-Solving Skills Performance Evaluation Phrases

Analytical thinking evaluation examples.

• You analyze issues systematically and come up with logical conclusions.
• You identify key components of a problem quickly and accurately.
• Your ability to break down complex issues into manageable parts is commendable.
• You employ a methodical approach to problem-solving that is effective.
• You consistently use relevant data to inform your problem-solving process.
• You excel at distinguishing between correlation and causation in complex scenarios.
• You adeptly prioritize issues to focus on the most critical problems first.
• You show an excellent capability for critical thinking and evaluating different viewpoints.
• You have a knack for identifying underlying problems that are not immediately apparent.
• You avoid jumping to conclusions and take the time to analyze the facts.
• You tend to over-analyze problems, which can lead to decision paralysis.
• You can be slow to identify the key components of complex issues.
• You sometimes miss the broader implications of a problem when focusing on details.
• You may rely too heavily on data, overlooking the need for gut-instinct decisions.
• You occasionally struggle to prioritize issues, which affects your efficiency.
• You are sometimes challenged by distinguishing relevant from irrelevant data.
• You might avoid making decisions due to fear of making the wrong choice.
• A tendency exists for you to overlook creative solutions when analytically solving problems.
• You can improve your critical thinking by considering a wider range of perspectives.
• At times, you might not communicate your analytical insights effectively to the team.

Creative Solutions Evaluation Examples

• You consistently devise innovative solutions to complex problems.
• You bring a fresh perspective to challenges, leading to unexpected breakthroughs.
• Your creativity often saves time and resources when addressing challenges.
• You have an innate talent for out-of-the-box thinking.
• You are adept at improvising when confronted with new issues.
• Your ability to see connections where others don’t leads to creative problem-solving.
• You are skilled at brainstorming sessions, contributing valuable ideas.
• You are not afraid to take calculated risks for the sake of innovative solutions.
• You handle ambiguity well, often turning it into an opportunity for creative solutions.
• You inspire your colleagues by showcasing how a creative approach can yield results.
• You sometimes focus too much on creativity and overlook the tried-and-tested solutions.
• There is a tendency for you to suggest ideas that are not practical for implementation.
• You occasionally prioritize novelty over functionality in problem-solving.
• You might rush to implement new ideas without fully considering their viability.
• You can improve on balancing creative thinking with practicality.
• You may benefit from focusing more on developing complete solutions rather than just imaginative ones.
• A pattern exists where you underestimate the time and effort needed to implement creative ideas.
• You might struggle to convince others of the value of your unconventional approaches.
• You could enhance your creativity by exposing yourself to more diverse viewpoints.
• At times, you might not follow through on innovative ideas, leaving them untested.

Part 3 Adaptability Performance Review Phrases

• You readily adjust your approach when faced with new challenges.
• You maintain composure and clarity of thought during unexpected changes.
• You quickly learn from setbacks and apply lessons to future problem-solving.
• Your flexibility allows for seamless transitions between tasks and roles.
• You skillfully juggle multiple tasks, adapting as priorities shift.
• You are always open to new methods and willing to abandon outdated practices.
• You demonstrate resilience when your initial problem-solving attempts are unsuccessful.
• You stay informed about industry trends, enabling you to anticipate and adapt to changes.
• You encourage others to embrace change and adapt their problem-solving strategies.
• You balance consistency with flexibility, understanding when each is needed.
• You can improve on how quickly you adapt to new situations.
• When plans change, you occasionally have difficulty adjusting your expectations.
• You sometimes resist new methodologies due to comfort with current practices.
• Learning from mistakes could be an area for your growth, to avoid repetition of errors.
• You may find it hard to balance multiple tasks when priorities shift.
• You could be more proactive in seeking new methods and strategies for problem-solving.
• Resilience in the face of unsuccessful attempts could be stronger.
• You might benefit from a greater awareness of industry trends to better anticipate changes.
• Encouraging others to adapt might not come naturally to you, but you can improve in this area.
• You can develop a clearer balance between when to be consistent and when to be flexible.

Part 4 Communication Skills Performance Review Phrases

Articulation and clarity evaluation examples.

• You articulate your thoughts clearly and confidently in meetings.
• You convey complex information in a way that’s easy to grasp.
• Your ability to explain is reflected by low instances of miscommunication.
• You use language effectively to persuade and inform your colleagues.
• Your presentation skills are polished, creating engaging and impactful sessions.
• You maintain a clear and concise style of communication.
• Your emails and reports are consistently well-structured.
• In discussions, you stay on topic and contribute insightful points.
• You are adept at translating technical jargon into everyday language.
• You possess a strong vocabulary that enriches your verbal and written communication.
• You sometimes struggle to make your point succinctly.
• Technical terms and jargon often cloud your message.
• You tend to provide more detail than necessary, leading to information overload.
• Your ability to articulate your thoughts under stress needs improvement.
• Non-verbal cues like facial expressions and gestures are sometimes inconsistent with your words.
• In writing, you struggle to maintain a clear flow of ideas.
• Your instructions sometimes lack clarity, causing confusion.
• During presentations, you occasionally go off-topic.
• You occasionally assume knowledge on the part of the listener, leading to misunderstandings.
• You have had instances of misinterpretation when explaining complex subjects.

Active Listening Evaluation Examples

• You give speakers your full attention, which encourages open communication.
• You’re skilled at picking up on non-verbal cues in conversations.
• You effectively summarize and reflect on what’s been said to ensure understanding.
• You patiently allow others to speak without interruption.
• You ask relevant questions that demonstrate your engagement in the conversation.
• Your eye contact with speakers is steady, showing your interest.
• You consistently provide feedback that acknowledges the speaker’s points.
• You recognize the importance of listening to all ideas before responding.
• You avoid getting distracted, maintaining a focus on the speaker.
• You encourage others to contribute, improving team communication.
• You occasionally interrupt others while they’re speaking.
• Sometimes you miss key details because of multitasking during conversations.
• Your body language at times shows a lack of interest in the discussion.
• You tend to give premature advice before hearing the full story.
• You struggle with jumping to conclusions before the speaker is finished.
• Your responses sometimes indicate a misunderstanding of the speaker’s points.
• You find it challenging to maintain attention in longer meetings.
• You rarely ask questions, which may suggest you’re not fully engaged.
• You might not always recall important details of previous discussions.
• You can sometimes focus too much on formulating a response rather than listening.

Constructive Feedback

• You offer feedback that is specific, helpful, and targeted towards growth.
• You can highlight strengths while also providing advice for improvement.
• Your comments are always respectful, regardless of the situation.
• You deliver feedback in a manner that is motivating rather than discouraging.
• You are receptive to feedback and use it to better your own communication.
• You facilitate an environment where feedback is seen as a tool for development.
• You ensure that your feedback is timely, enhancing its effectiveness.
• When giving feedback, you stay focused on behavior and actions rather than personal attributes.
• You demonstrate empathy when delivering potentially difficult feedback.
• You balance praise and constructive criticism well.
• Your feedback can sometimes lack specificity, making it hard to act on.
• You have a tendency to focus on negatives more than positive achievements.
• You might delay providing feedback, which reduces its impact.
• Your attempts at constructive criticism can occasionally be perceived as personal attacks.
• You are sometimes defensive when receiving feedback from others.
• You occasionally forget to follow up on feedback provided to ensure understanding.
• You might not always tailor your feedback to the individual’s style of receiving it.
• There are times when your feedback lacks clear actionable steps.
• When overwhelmed, you may provide cursory feedback that lacks depth.
• You rarely provide recognition for improvements following feedback.

Part 5 Teamwork and Collaboration Evaluation Comments

Conflict resolution evaluation examples.

• You tackle disagreements constructively to find mutually beneficial outcomes.
• Your diplomatic approach to conflicts fosters a respectful work environment.
• You actively listen to your team members’ concerns and facilitate a fair discussion.
• Your skills in mediation often turn potential conflicts into positive dialogues.
• You remain impartial during disputes, ensuring that all sides are considered.
• Your ability to stay calm under pressure prevents conflicts from escalating.
• You prioritize finding solutions over assigning blame when resolving team disputes.
• Your open-mindedness allows you to see conflicts from various perspectives.
• You possess strong negotiation abilities that help you resolve differences quickly.
• You encourage a culture of openness which helps prevent misunderstandings.
• Sometimes you avoid confrontations that can lead to unresolved team issues.
• You occasionally rush conflict resolution, which can leave some issues unaddressed.
• Your reluctance to give candid feedback may allow conflicts to recur.
• At times, you prioritize being liked over making the necessary tough decisions.
• You struggle with handling conflicts involving strong personalities.
• You may be too compromising, resulting in solutions that don’t satisfy everyone involved.
• Your discomfort with conflict can make you less effective in heated discussions.
• You sometimes take criticism personally, which can cloud your judgment in resolving conflicts.
• Your hesitation to step in early sometimes allows small issues to become bigger problems.
• At times, you focus too much on details and forget the bigger picture in conflict situations.

Contribution to Team Goals

• You consistently meet your individual targets, contributing positively to the team’s objectives.
• Your proactive attitude drives the team forward and motivates others to contribute.
• You clearly understand the team’s goals and align your efforts to achieve them.
• Your innovative ideas have a significant impact on the team’s success.
• You excel in identifying tasks that advance the team’s goals and work diligently to complete them.
• Your ability to align personal objectives with team targets enhances group unity.
• You frequently volunteer for assignments that support the team’s objectives.
• Your foresight in planning ensures that your contributions are timely and effective.
• You regularly set challenging yet achievable goals for yourself that benefit the teamwork.
• You understand and leverage your strengths to maximize your contributions to the team.
• You occasionally focus too much on individual tasks, neglecting the team’s broader objectives.
• Your tendency to work in isolation can sometimes hinder collaborative efforts.
• You may hesitate to take on tasks outside of your comfort zone that could aid in achieving team goals.
• At times, your contributions are limited by a lack of awareness of the team’s needs.
• Your reluctance to take on leadership roles can slow down team progress.
• You sometimes underestimate the time and effort required for tasks, impacting the team’s goals.
• You occasionally miss opportunities to offer help outside of your assigned tasks.
• Your difficulty in delegating can lead to personal overload and less contribution to the team.
• You may resist changing your approach, even when it’s not aligning with team objectives.
• You sometimes fail to prioritize tasks that would more directly contribute to the team’s success.

Supporting Team Members Evaluation Examples

• You are always available to help your colleagues, which strengthens team collaboration.
• Your mentorship of newer team members accelerates their integration and productivity.
• Your encouragement and recognition of others’ achievements boost team morale.
• You actively share your knowledge and expertise, which helps the entire team grow.
• Your positive and inclusive approach makes everyone feel valued and engaged.
• Your attentiveness to others’ needs ensures that support is given where it’s most effective.
• You adapt your working style to complement others, creating a more cohesive team.
• You are skilled at providing constructive feedback that nurtures your colleagues’ development.
• Your willingness to step in during others’ absences keeps the team running smoothly.
• You recognize the importance of celebrating team successes together.
• You are sometimes too focused on your own tasks to notice when colleagues need support.
• Your discomfort with giving feedback can lead to missed opportunities for team improvement.
• Your busy schedule may prevent you from offering the support your teammates need.
• You might struggle to balance your workload with the time required to assist others.
• You occasionally withhold information that could be beneficial to your team members.
• Your inconsistent availability makes it difficult for team members to rely on you for support.
• You may be overly critical, which can discourage team members rather than help them improve.
• Your reluctance to ask for help can set a tone that asking for support is a sign of weakness.
• You sometimes fail to recognize the achievements of your team members, affecting their motivation.
• You may not always be aware of the personal strengths and weaknesses of your teammates, which can lead to inefficient collaboration.

Part 6 Leadership Abilities Performance Review Phrases

Decision making performance evaluation examples.

• You analyze all available information before making an informed choice.
• You reliably make tough decisions under pressure, demonstrating your resolve.
• Your decisiveness is a catalyst for team progress and morale.
• You consider the long-term impact of your decisions, which benefits the whole team.
• You weigh the pros and cons effectively, leading to sound business choices.
• You gather diverse perspectives before finalizing a critical decision.
• Your ability to make strategic decisions contributes positively to our goals.
• You use a combination of data and intuition to guide your decision-making process.
• You show confidence in your decisions, which instills trust in your team.
• You are quick to make decisions, keeping projects moving forward efficiently.
• Sometimes you hesitate, which can delay decision-making processes.
• At times, you can make decisions without consulting others who will be affected.
• You tend to avoid making tough calls, which can create bottlenecks.
• Occasionally, you overlook important details that could affect outcomes.
• You might rush decisions without thoroughly considering all aspects.
• Your reluctance to take risks can hinder innovation and growth.
• You can be indecisive when faced with ambiguous situations.
• At times, you might prioritize your own perspective over collective input.
• You have shown a tendency to second-guess your decisions, creating uncertainty.
• You might not always adapt your decision-making to new information quickly enough.

Delegation and Empowerment

• You delegate tasks effectively, playing to each team member’s strengths.
• You empower your team by entrusting them with meaningful responsibilities.
• Your delegation skills bolster team confidence and skill-building.
• You ensure everyone has clarity on their roles and expectations after delegation.
• You’re adept at recognizing when to step in and when to let team members take the lead.
• Your approach to delegation increases overall team productivity.
• You foster independence in your team, which encourages professional growth.
• You use delegation to effectively balance your workload and focus on strategic planning.
• You support delegated tasks with appropriate resources and guidance.
• You provide constructive feedback that helps team members grow post-delegation.
• You sometimes delegate without providing clear directions, which can lead to confusion.
• You might hesitate to delegate key tasks, leading to overburdening yourself.
• You occasionally assign tasks to people who are not yet ready for them.
• You may overlook ensuring accessibility to needed resources for delegated tasks.
• You can micromanage, which discourages autonomy in your team.
• You might not delegate enough, limiting your team’s development opportunities.
• You avoid delegating high-stakes tasks, even when others are capable.
• You can delegate without considering individual team member workload.
• You tend to delegate without follow-up, which can lead to tasks falling through.
• You sometimes neglect to give credit for accomplishments on delegated tasks.

Vision and Goal Setting Performance Evaluation Examples

• You set clear, achievable goals that align with our overall vision.
• You articulate the vision in a way that motivates and inspires your team.
• Your goal-setting provides a road map that guides the team’s efforts effectively.
• You involve your team in the goal-setting process, fostering ownership and commitment.
• You set aspirational yet realistic targets that challenge and stretch the team’s capabilities.
• You reassess and adjust goals as needed to reflect changing circumstances.
• Your consistent communication ensures everyone is aligned with the team’s vision.
• You prioritize your goals and focus the team’s energy where it’s most impactful.
• You recognize and celebrate progress towards goals, which boosts morale.
• You provide the resources and support necessary to achieve set goals.
• You may set goals that are too ambitious, causing overwhelm and burnout.You sometimes lack clarity in your vision, which can confuse team priorities.
• Occasionally, your goals aren’t sufficiently aligned with broader company objectives.
• You might not communicate goals effectively to all team members.
• You can neglect to measure progress, which can lead to a lack of accountability.
• Your goals might sometimes reflect personal ambitions over team capacity.
• You sometimes fail to adjust goals when new information suggests a need for change.
• You may not involve the team in goal formulation, limiting their investment.
• You might overlook celebrating small wins, which can dampen enthusiasm.
• You occasionally set goals without a clear plan for achieving them, leading to uncertainty.

Part 7 Technical Skills Performance Evaluation Comments

Proficiency in required tools.

• You quickly master new software relevant to your job.
• Your typing speed exceeds the team average, boosting your productivity.
• You efficiently use advanced features of industry software.
• You display in-depth knowledge of the tools required for your role.
• You regularly use shortcuts and features in tools that save time.
• You have expert-level knowledge of essential programs.
• Your file organization enhances the accessibility for the team.
• You adapt swiftly to new tools introduced to your workflow.
• You demonstrate thorough understanding and efficient use of collaborative platforms.
• You assist colleagues with technical difficulties in software.
• You sometimes struggle with complex functions of standard software.
• Your hesitance to use new tools can delay your workflow.
• You frequently need help with technical issues.
• You avoid using software features that could improve your work.
• You tend to stick to known tools, missing out on more efficient alternatives.
• Your file management makes it difficult for others to navigate shared resources.
• You have yet to master the fundamental functions of some core programs.
• You are slow to adopt updates and new versions of existing software.
• You could improve your knowledge of productivity software used daily.
• You let technical issues hinder your work rather than seeking timely solutions.

Technical Problem Solving

• You systematically approach technical issues and resolve them efficiently.
• Your ability to troubleshoot software problems prevents downtime.
• You have an analytical mindset that helps in identifying technical glitches quickly.
• You often come up with innovative solutions to technical challenges.
• Your documentation of resolved issues aids in knowledge sharing.
• You take proactive steps in managing technical risks before they become an issue.
• Your critical thinking leads to fewer repeat issues.
• You research to enhance your problem-solving tactics.
• You practice patience when unraveling complex technical problems.
• Your teaching of problem-solving techniques to peers strengthens the team.
• You may become stressed when facing unexpected technical problems.
• Your approach to troubleshooting lacks a structured methodology.
• You are reluctant to ask for help when a technical issue is beyond your expertise.
• You tend to apply temporary fixes rather than searching for long-term solutions.
• Your documentation of technical solutions is sometimes incomplete.
• You avoid preemptive action on technical problems, leading to larger issues.
• You could enhance your critical evaluation skills to solve technical problems more effectively.
• You rely on others for information rather than conducting your own research.
• Your frustration with complicated issues can affect your efficiency.
• You hesitate to share successful problem-solving strategies with colleagues.

Up-to-Date With Industry Standards

• You actively follow industry news and apply relevant updates to your work.
• You attend workshops to stay informed about current technologies.
• Your knowledge of industry standards ensures compliance and efficiency.
• You are familiar with the latest trends and incorporate them into your projects.
• You maintain certifications crucial to your field.
• You advocate for practices that align with current standards.
• You subscribe to professional journals to keep your knowledge fresh.
• You often recommend new methods that enhance productivity and quality.
• You frequently mentor colleagues on industry best practices.
• Your understanding of cutting-edge technologies positions you as a team resource.
• You haven’t updated your technical certifications in several years.
• You are sometimes unaware of new regulations affecting your industry.
• You could benefit from more active participation in professional networks.
• You rarely read professional publications which can limit your industry insights.
• You’re hesitant to adopt industry standards that could improve work quality.
• You don’t always ensure your skills align with evolving industry requirements.
• You overlook opportunities for professional development related to industry changes.
• Your reluctance to embrace new technologies can leave you behind industry peers.
• You seldom engage with thought leaders and innovators in your field.
• You neglect to teach new standards and practices to your team.

Part 8 Interpersonal Skills Performance Review Examples

Effective interpersonal skills are pivotal in fostering a collaborative work environment. They enable you to interact harmoniously with colleagues and build strong professional relationships. These skills encompass empathy, relationship building, and cultural competence, which define how you communicate, understand, and respect the diverse perspectives within your team.

Empathy and Understanding Evaluation Examples

• You often recognize the feelings of others and respond with appropriate care.
• Your ability to listen actively makes your colleagues feel valued.
• You demonstrate patience when helping team members through challenges.
• Your keen sense of perception enables you to notice when someone is struggling.
• You always make time to assist others, even when your own workload is heavy.
• You communicate understanding even in high-pressure situations.
• Your supportive feedback helps improve team morale.
• You have a talent for de-escalating conflicts with your calm demeanor.
• You exhibit genuine interest in the well-being of your peers.
• Your tendency to give others the benefit of the doubt fosters a positive team dynamic.
• Sometimes you overlook the emotional cues of your colleagues.
• You find it challenging to balance empathy with objective decision-making.
• You might hesitate to provide direct feedback for fear of offending others.
• At times, you prioritize your own tasks over supporting your colleagues.
• Your response to others’ stress can occasionally come across as dismissive.
• You may struggle to manage your emotions during team conflicts.
• There’s room to develop a more approachable demeanor when under stress.
• You’ve been known to withdraw from team discussions when there is tension.
• Your comfort level with different personalities could use improvement.
• Sometimes you miss the opportunity to show empathy because of your focus on task efficiency.

Building Relationships Evaluation Examples

• You maintain open lines of communication with team members.
• Your friendly attitude contributes to a warm team environment.
• You consistently show appreciation for the efforts of your colleagues.
• Your efforts to include all voices in discussions do not go unnoticed.
• You’re often the one who initiates team-building activities.
• You have a knack for remembering and acknowledging your teammates’ milestones.
• Your willingness to share credit enhances team unity.
• Your positive and welcoming nature encourages new ideas.
• You have a reputation for being trustworthy and dependable.
• Your capacity to navigate interpersonal dynamics helps resolve conflicts.
• You tend to stick with familiar colleagues rather than reaching out to new team members.
• You occasionally let personal biases affect your professional relationships.
• You’ve struggled to maintain relationships through prolonged virtual work.
• You may avoid tough conversations that are necessary for relationship-building.
• Sometimes, your networking efforts might seem disingenuous.
• You can be too competitive, which might strain relationships with peers.
• Your interactions with others are sometimes too task-focused, missing personal touches.
• You might hesitate to share constructive criticism that can strengthen work relationships.
• Occasionally, you wait for others to reach out first, which can slow relationship development.
• You might focus on your department’s needs without considering cross-departmental relationships.

Cultural Competence Evaluation Examples

• You display an awareness of different cultural practices and respect their importance.
• You actively participate in diversity and inclusion training sessions.
• You encourage the inclusion of diverse traditions in team events.
• Your communication style is respectful of varied cultural backgrounds.
• You often step up to mediate when cultural misunderstandings arise.
• You’re adept at adapting your workstyle to fit a variety of cultural contexts.
• Your curiosity about different cultures enriches team knowledge.
• You champion initiatives that promote cultural awareness within the team.
• You recognize the contributions of all cultural perspectives in problem-solving.
• Your global mindset enhances collaboration across international teams.
• You may inadvertently use colloquialisms that not all cultures understand.
• You sometimes struggle with adjusting your communication style for different cultural norms.
• You may not always be up to date on cultural etiquette, leading to misunderstandings.
• You occasionally forget to account for cultural holidays when scheduling team activities.
• You might not always consider the cultural dimensions of team decisions.
• You sometimes miss opportunities to incorporate cultural considerations in your projects.
• You could benefit from more exposure to varied cultural perspectives.
• Your approach to cultural diversity in the workplace is sometimes too passive.
• You may rely too heavily on colleagues from certain backgrounds to educate others.
• You’ve experienced challenges when collaborating with teams from different cultural settings.

Part 9 Self-Management Performance Review Examples

Self-motivation evaluation examples.

• You consistently demonstrate an eagerness to tackle new challenges.
• You display a strong commitment to achieving personal and professional goals.
• You often take initiative without needing prompting from others.
• You have a history of surpassing targets through personal drive.
• You maintain high levels of energy and enthusiasm for your work.
• You are persistent, never giving up on tasks until they are completed.
• You actively seek out learning opportunities to enhance your skills.
• You set a positive example for others with your can-do attitude.
• You possess a strong inner drive that boosts your productivity.
• You exhibit ambition that motivates you to constantly improve.
• You sometimes struggle to find the drive to start new tasks.
• You occasionally require external motivation to engage with projects.
• You tend to procrastinate, especially on tasks that are less interesting.
• You have shown difficulties in sustaining motivation over long periods.
• You occasionally lack the initiative to tackle tasks without guidance.
• You rarely take the lead and wait to be assigned roles in team projects.
• You sometimes avoid challenging tasks outside your comfort zone.
• You can have a hard time setting and sticking to personal goals.
• You exhibit reliance on team encouragement to stay motivated.
• You have moments where you lack the drive to pursue professional development.

Stress Management Evaluation Examples

• You remain calm and effective, even under tight deadlines.
• You employ effective coping strategies to handle workplace stress.
• You maintain composure in high-pressure situations.
• Your ability to stay focused under stress is a valuable asset to your team.
• You manage stress without allowing it to affect your work quality.
• You resist burnout by balancing professional and personal life effectively.
• You keep a level head and make sound decisions in stressful circumstances.
• You prioritize tasks well, reducing stress by avoiding last-minute rushes.
• Your resilient attitude helps you bounce back from setbacks quickly.
• You channel stress into positive actions and outcomes.
• You tend to become overwhelmed when facing multiple deadlines.
• You occasionally let stress affect your interactions with colleagues.
• You find it hard to concentrate when stressed, affecting productivity.
• You sometimes overlook stress-coping methods, leading to burnout.
• You can improve on seeking support when feeling overburdened.
• You occasionally take on too much, which can increase stress levels.
• Under stress, you have lapses in attention to detail.
• You might benefit from better time management to alleviate stress.
• You tend to worry excessively about future tasks and responsibilities.
• Your physical health sometimes suffers as a result of workplace stress.

Independence Evaluation Examples

• You excel at working independently without the need for constant oversight.
• You are self-reliant, often solving problems on your own.
• You take ownership of your projects and see them through to completion.
• Your ability to work autonomously is a strength within your team.
• You efficiently manage your workload without supervision.
• You are proactive in finding resources you need for your tasks.
• You make well-considered decisions without relying heavily on others.
• You prioritize effectively, which bolsters your independent work.
• You confidently navigate through unexpected challenges on your own.
• You demonstrate self-sufficiency in meeting your responsibilities.
• You sometimes hesitate to make decisions without input from others.
• You could benefit from trusting your judgment more in independent settings.
• You tend to check in frequently, even for routine tasks.
• Your reluctance to take the lead on projects can slow progress.
• You occasionally depend on explicit instruction for routine tasks.
• You can improve on your ability to work without validation from superiors.
• You may rely on team input more than necessary.
• Your hesitancy to work independently can delay task completion.
• You sometimes lack confidence in your ability to manage tasks solo.
• You might be better off seeking opportunities to demonstrate your autonomy.

Part 10 Innovation and Creativity Performance Evaluation Examples

Originality evaluation examples.

• You frequently offer new perspectives that lead to project improvements.
• Your imaginative approaches often result in efficient problem-solving.
• You have a knack for thinking outside of the box that energizes your team.
• Your ideas are refreshing and contribute to the evolution of our work.
• You bring a creative flair that sets a high bar for innovation.
• You consistently come up with original ideas that advance our mission.
• Your ability to see things differently is an asset to the team.
• You are not afraid to challenge the status quo with inventive proposals.
• You effectively combine creativity with practicality.
• Your unique viewpoint helps us uncover hidden opportunities.
• You sometimes struggle to contribute original ideas during brainstorm sessions.
• Your suggestions tend to be safe and conventional rather than innovative.
• You may benefit from taking more risks with your creativity.
• You rarely venture beyond established ideas to suggest something novel.
• There’s a hesitance to voice unique ideas, possibly due to a lack of confidence.
• You could work on developing more distinctive solutions to common problems.
• At times, your thinking is aligned too closely with existing patterns.
• It would help if you cultivated confidence in your creative capacities.
• Encouraging self-expression could enhance your inventive output.
• There’s room to grow in showcasing your original thought processes.

Curiosity and Learning Evaluation Examples

• You display a genuine interest in learning new things that can be seen in your work.
• Your curiosity leads you to ask insightful questions that benefit project development.
• You have a commendable thirst for knowledge that keeps you well-informed.
• Your willingness to explore unfamiliar topics brings fresh insights.
• You consistently stay up-to-date with industry trends, improving our competitive edge.
• Your pursuit of learning has a positive ripple effect on your colleagues.
• You actively seek out educational opportunities to better your craft.
• You set a strong example for continual growth and knowledge expansion.
• Your ability to quickly learn and apply new concepts is impressive.
• You are always curious about how to innovate, which promotes growth.
• You might enhance your innovation by showing more eagerness to learn new skills.
• There’s a tendency to focus on what you already know rather than exploring new ideas.
• You sometimes appear reluctant to dive into unknown subjects.
• Expanding your professional knowledge could further your contribution to innovation.
• Greater openness to continual learning would positively impact your creative input.
• You could work on applying what you learn more effectively to your tasks.
• Encouraging yourself to step outside your comfort zone in learning could yield benefits.
• You may find additional inspiration by broadening your knowledge base.
• Taking more initiative in self-education could enhance your work.
• You could show more proactive interest in industry changes and learning opportunities.

Implementation of Ideas Performance Evaluation Examples

• You excel at executing ideas into successful projects that expand our capabilities.
• Your ability to transform concepts into practical applications is commendable.
• You actively work to bring your innovative ideas to life.
• Your skill in implementing plans contributes substantially to our progress.
• You have a strong record of turning brainstormed ideas into realities.
• Your creative solutions are not only unique but also executable.
• You see projects through from the idea phase to completion with finesse.
• The thoroughness of your planning ensures successful innovation implementation.
• Your follow-through on creative initiatives is an example for all team members.
• You collaborate effectively to make your ideas a tangible success.
• You could improve by translating more of your creative thoughts into action.
• Sometimes your ideas remain conceptual without moving towards execution.
• You may benefit from developing more detailed plans for your creative projects.
• Your ability to implement ideas could be enhanced with better project follow-through.
• There’s potential for growth in converting your creativity into practical outcomes.
• You could seek collaboration to boost the execution of your ideas.
• Refining your project management skills will help in actualizing your concepts.
• You might strive to balance ideation with the logistical aspects of implementation.
• While your ideas are innovative, they would benefit from more structured execution plans.
• Taking initiative in the early stages of implementation could strengthen your success rate.

Part 11 Customer Service Performance Review Phrases

Client satisfaction evaluation examples.

• Consistently receives high ratings on customer satisfaction surveys.
• You often recognize clients’ unspoken needs and go the extra mile to fulfill them.
• You create an inviting atmosphere that encourages customer loyalty.
• Recalls regular customers’ preferences, making them feel valued.
• You excel in providing personalized service that turns first-time buyers into regulars.
• You adapt to different customer personalities with ease and poise.
• You’re a keen listener, always fully attentive to the customer’s words.
• You’ve mastered the art of up-selling and cross-selling without being pushy.
• Your follow-up calls have significantly increased customer retention rates.
• Demonstrates patience and empathy, even with the most challenging customers.
• Tends to dismiss customer feedback which could be critical for service improvement.
• Sometimes you rush service, missing opportunities for deeper customer engagement.
• Embarrassment in acknowledging a company error, which may erode trust.
• Occasionally forgets to maintain efficient after-sales communication.
• Let’s frustration show when dealing with indecisive customers.
• You have been hesitant to ask probing questions that could enhance understanding.
• A few instances of miscommunicating product benefits to customers were noted.
• Your follow-ups could sometimes come off as too scripted or impersonal.
• Has received comments on being too technical in explanations, not customer-friendly language.
• At times, non-verbal cues from customers are overlooked, leading to misunderstands.

Service Efficiency Examples

• Your ability to multitask without compromising on quality is commendable.
• You consistently meet service response deadlines.
• Effectively manages peak times with prompt service and a calm demeanor.
• Your preparation and organization minimize customer waiting times.
• Demonstrates proficient use of company systems to expedite service.
• Strong problem-solving skills ensure quick and appropriate solutions.
• You record and update customer data meticulously, reducing future service delays.
• You provide clear and concise information that enhances service flow.
• Your swift handling of service tickets results in lowered waiting times for customers.
• You have a knack for prioritizing tasks for optimal service delivery.
• Occasionally allows back-to-back customer engagements to impact service quality.
• You could improve on cross-referencing resources to speed up response time.
• There have been instances of overlooking efficiency for the sake of small talk.
• Your preparation for peak service times needs improvement.
• You might over-promise on timing, creating customer disappointment.
• Sometimes forgets to log important customer interactions, leading to service gaps.
• Rare occasions of misusing company systems have caused delays.
• Needs to embrace more effective strategies to manage long queues.
• Not always up-to-date with product knowledge, which can slow down service.
• You may improve on delegating tasks to avoid service bottlenecks.

Handling Complaints Evaluation Examples

• You deftly turn customer complaints into constructive feedback.
• Handles difficult conversations with customers professionally and calmly.
• You take responsibility for mistakes and work diligently towards remedying them.
• You’ve shown adeptness in deescalating tense situations with customers.
• Employs active listening to fully understand the customer’s concerns.
• Your solution-oriented mindset has positively resolved numerous conflicts.
• You skillfully navigate company policies to accommodate customer grievances.
• Personal follow-ups on resolved complaints demonstrate your commitment to satisfaction.
• Your genuine apologies have often converted critics into advocates.
• Tailors communication to suit the emotional state of the customer, soothing frustrations.
• Sometimes, you take customer complaints personally, which can be counterproductive.
• Tendency to offer quick solutions without fully grasping the issue.
• You could show more empathy to better connect with upset customers.
• Your follow-up on resolved issues is sometimes inconsistent.
• Has shied away from assertively enforcing company policies when necessary.
• Misses opportunities to fully document complaint resolutions for the team’s learning.
• You struggle to maintain patience during prolonged complaint resolutions.
• Could use more training on conflict resolution techniques.
• Rarely, your language has been too formal, not aligning with customer emotions.
• You have been known to avoid confrontation, delaying the handling of complaints.
• Self Evaluation Examples [Complete Guide]
• 40 Examples of Leadership Self-Evaluation Comments
• 30 Examples of Teamwork Self Evaluation Comments
• 40 Competency Self-Evaluation Comments Examples
• 30 Examples: Innovation and Creativity Self Evaluation Comments
• 42 Adaptability Self Evaluation Comments Examples

6 Examples of Positive Performance Review Phrases

Performance appraisals are pivotal practices within every organization; However, it's important to focus on creating a constructive, encouraging, and motivational environment through positive overall performance comments. By understanding performance appraisal strengths examples, managers can better ignite employee engagement and enhance productivity. This article provides a rounded understanding of positive performance reviews with examples and tips to improve performance management practices.

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What are Some Sample Positive Performance Review Comments?

The bedrock of effective performance reviews lies in sharing comments that are candid, and constructive, recognizing employee efforts while nurturing their potential. Reflecting on performance review feedback examples and performance review summary examples can guide managers in framing valuable feedback.

1. "John has consistently showcased dedication towards his tasks and has demonstrated excellent project management skills."

2. "Maria's ability to communicate effectively with her colleagues fosters team cohesion, leading to successful project results."

What is an Example of a Good Employee Performance Review?

Giving a comprehensive performance review requires a well-structured approach and an understanding of the context of performance review examples and self-appraisal comments by employee examples.

3. “David has excelled in aligning his tasks to our department's objectives, as demonstrated by the successful completion of Project X ahead of the deadline. His proactivity in seeking solutions reflects his problem-solving skill and self-motivation."

What is an example of a Positive Performance Review for Employees?

Recognizing employee strengths is a proven means to boost morale and engagement. Aiming for greater specificity and acknowledging achievements is essential.

4. “Sarah has shown an impressive ability to balance numerous tasks simultaneously. Her time management skills have significantly improved team productivity and her initiatives brought innovative solutions for workflow processes.”

What is an example of a Positive Performance Review for Managers?

A performance review of a manager should include their leadership, decision-making, and team development strengths, among other facets of their role.

5. “Mark has demonstrated exemplary leadership skills this year, effectively managing his team through numerous challenges. He made sound decisions during our last project, resulting in a 20% increase in efficiency.”

Five Words to Use in Positive Performance Reviews

Using impactful words such as "innovative", "diligent", "focused", "resilient", and "driven" can significantly enhance the effectiveness of positive overall performance comments in enriching a performance review.

How do You Write a Good Comment for an Evaluation?

Effective comments are those that are specific, actionable, and positive, providing clarity and fostering employees' professional development.

6. ”Jane's innovative spirit brought positive outcomes to our project. She could delve deeper into data analysis to solidify her decision-making processes."

A well-structured positive performance review is a powerful tool, not only for documenting past performance but also for fostering future performance. Use the examples and strategies in this article to create more meaningful, positive reviews that truly nurture your team's potential.

Transform your organization's performance management with PerformYard's comprehensive toolkit. Elevate team productivity, streamline goal alignment, and enhance employee engagement through continuous feedback and insightful analytics.

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Problem solving: Performance Review Phrases Examples

Problem solving: sample phrases to write a performance appraisal feedback.