problem solving feedback examples

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.

Related content

The How and Why of Performance Review Calibration

Top 360 Feedback Questions to Enhance Your Reviews

Performance Reviews vs. Continuous Feedback

5 Best Practices to Increase Your Performance Review Participation Rates

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16 constructive feedback examples — and tips for how to use them

Giving constructive feedback is nerve-wracking for many people. But feedback is also necessary for thriving in the workplace. 

It helps people flex and grow into new skills, capabilities, and roles. It creates more positive and productive relationships between employees. And it helps to reach goals and drive business value.

But feedback is a two-way street. More often than not, it’s likely every employee will have to give constructive feedback in their careers. That’s why it’s helpful to have constructive feedback examples to leverage for the right situation. 

We know employees want feedback. But one study found that people want feedback if they’re on the receiving end . In fact, in every case, participants rated their desire for feedback higher as the receiver. While the fear of feedback is very real, it’s important to not shy away from constructive feedback opportunities. After all, it could be the difference between a flailing and thriving team. 

If you’re trying to overcome your fear of providing feedback, we’ve compiled a list of 16 constructive feedback examples for you to use. We’ll also share some best practices on how to give effective feedback . 

What is constructive feedback? 

When you hear the word feedback, what’s the first thing that comes to mind? What feelings do you have associated with feedback? Oftentimes, feedback conversations are anxiety-ridden because it’s assumed to be negative feedback. Unfortunately, feedback has this binary stigma, it’s either good or bad.

But in reality, there are plenty of types of feedback leveraged in both personal and professional relationships. They don’t all fall into one camp or the other. And each type of feedback is serving a purpose to ultimately better an individual, team, or work environment. 

For example, positive feedback can be used to reinforce desired behaviors or big accomplishments. Real-time feedback is reserved for those “in the moment” situations. Like if I’ve made a mistake or a typo in a blog, I’d want my teammates to give me real-time feedback . 

However, constructive feedback is its own ball game. 

What is constructive feedback?

Constructive feedback is a supportive way to improve areas of opportunity for an individual person, team, relationship, or environment. In many ways, constructive feedback is a combination of constructive criticism paired with coaching skills. 

16 constructive feedback examples to use 

To truly invest in building a feedback culture , your employees need to feel comfortable giving feedback. After all, organizations are people, which means we’re all human. We make mistakes but we’re all capable of growth and development. And most importantly, everyone everywhere should be able to live with more purpose, clarity, and passion. 

But we won’t unlock everyone’s full potential unless your people are comfortable giving feedback. Some employee feedback might be easier to give than others, like ways to improve a presentation. 

But sometimes, constructive feedback can be tricky, like managing conflict between team members or addressing negative behavior. As any leader will tell you, it’s critical to address negative behaviors and redirect them to positive outcomes. Letting toxic behavior go unchecked can lead to issues with employee engagement , company culture, and overall, your business’s bottom line. 

Regardless of where on the feedback spectrum your organization falls, having concrete examples will help set up your people for success. Let’s talk through some examples of constructive feedback. For any of these themes, it’s always good to have specific examples handy to help reinforce the feedback you’re giving. We’ll also give some sample scenarios of when these phrases might be most impactful and appropriate. 

Constructive feedback examples about communication skills  

An employee speaks over others and interrupts in team meetings.

“I’ve noticed you can cut off team members or interrupt others. You share plenty of good ideas and do good work. To share some communication feedback , I’d love to see how you can support others in voicing their own ideas in our team meetings.” 

An employee who doesn’t speak up or share ideas in team meetings.

“I’ve noticed that you don’t often share ideas in big meetings. But in our one-on-one meetings , you come up with plenty of meaningful and creative ideas to help solve problems. What can I do to help make you more comfortable speaking up in front of the team?” 

An employee who is brutally honest and blunt.

“Last week, I noticed you told a teammate that their work wasn’t useful to you. It might be true that their work isn’t contributing to your work, but there’s other work being spread across the team that will help us reach our organizational goals. I’d love to work with you on ways to improve your communication skills to help build your feedback skills, too. Would you be interested in pursuing some professional development opportunities?”  

An employee who has trouble building rapport because of poor communication skills in customer and prospect meetings.

“I’ve noticed you dive right into the presentation with our customer and prospect meetings. To build a relationship and rapport, it’s good to make sure we’re getting to know everyone as people. Why don’t you try learning more about their work, priorities, and life outside of the office in our next meeting?” 

Constructive feedback examples about collaboration 

An employee who doesn’t hold to their commitments on group or team projects.

“I noticed I asked you for a deliverable on this key project by the end of last week. I still haven’t received this deliverable and wanted to follow up. If a deadline doesn’t work well with your bandwidth, would you be able to check in with me? I’d love to get a good idea of what you can commit to without overloading your workload.”  

An employee who likes to gatekeep or protect their work, which hurts productivity and teamwork .

“Our teams have been working together on this cross-functional project for a couple of months. But yesterday, we learned that your team came across a roadblock last month that hasn’t been resolved. I’d love to be a partner to you if you hit any issues in reaching our goals. Would you be willing to share your project plan or help provide some more visibility into your team’s work? I think it would help us with problem-solving and preventing problems down the line.” 

An employee who dominates a cross-functional project and doesn’t often accept new ways of doing things.

“I’ve noticed that two team members have voiced ideas that you have shut down. In the spirit of giving honest feedback, it feels like ideas or new solutions to problems aren’t welcome. Is there a way we could explore some of these ideas? I think it would help to show that we’re team players and want to encourage everyone’s contributions to this project.” 

Constructive feedback examples about time management 

An employee who is always late to morning meetings or one-on-ones.

“I’ve noticed that you’re often late to our morning meetings with the rest of the team. Sometimes, you’re late to our one-on-ones, too. Is there a way I can help you with building better time management skills ? Sometimes, the tardiness can come off like you don’t care about the meeting or the person you’re meeting with, which I know you don’t mean.” 

A direct report who struggles to meet deadlines.

“Thanks for letting me know you’re running behind schedule and need an extension. I’ve noticed this is the third time you’ve asked for an extension in the past two weeks. In our next one-on-one, can you come up with a list of projects and the amount of time that you’re spending on each project? I wonder if we can see how you’re managing your time and identify efficiencies.” 

An employee who continuously misses team meetings.

“I’ve noticed you haven’t been present at the last few team meetings. I wanted to check in to see how things are going. What do you have on your plate right now? I’m concerned you’re missing critical information that can help you in your role and your career.” 

Constructive feedback examples about boundaries 

A manager who expects the entire team to work on weekends.

“I’ve noticed you send us emails and project plans over the weekends. I put in a lot of hard work during the week, and won’t be able to answer your emails until the work week starts again. It’s important that I maintain my work-life balance to be able to perform my best.” 

An employee who delegates work to other team members.

“I’ve noticed you’ve delegated some aspects of this project that fall into your scope of work. I have a full plate with my responsibilities in XYZ right now. But if you need assistance, it might be worth bringing up your workload to our manager.” 

A direct report who is stressed about employee performance but is at risk of burning out.

“I know we have performance reviews coming up and I’ve noticed an increase in working hours for you. I hope you know that I recognize your work ethic but it’s important that you prioritize your work-life balance, too. We don’t want you to burn out.”  

Constructive feedback examples about managing 

A leader who is struggling with team members working together well in group settings.

“I’ve noticed your team’s scores on our employee engagement surveys. It seems like they don’t collaborate well or work well in group settings, given their feedback. Let’s work on building some leadership skills to help build trust within your team.” 

A leader who is struggling to engage their remote team.

“In my last skip-levels with your team, I heard some feedback about the lack of connections . It sounds like some of your team members feel isolated, especially in this remote environment. Let’s work on ways we can put some virtual team-building activities together.” 

A leader who is micromanaging , damaging employee morale.

“In the last employee engagement pulse survey, I took a look at the leadership feedback. It sounds like some of your employees feel that you micromanage them, which can damage trust and employee engagement. In our next one-on-one, let’s talk through some projects that you can step back from and delegate to one of your direct reports. We want to make sure employees on your team feel ownership and autonomy over their work.” 

8 tips for providing constructive feedback 

Asking for and receiving feedback isn’t an easy task. 

But as we know, more people would prefer to receive feedback than give it. If giving constructive feedback feels daunting, we’ve rounded up eight tips to help ease your nerves. These best practices can help make sure you’re nailing your feedback delivery for optimal results, too.

Be clear and direct (without being brutally honest). Make sure you’re clear, concise, and direct. Dancing around the topic isn’t helpful for you or the person you’re giving feedback to. 

Provide specific examples. Get really specific and cite recent examples. If you’re vague and high-level, the employee might not connect feedback with their actions.

Set goals for the behavior you’d like to see changed. If there’s a behavior that’s consistent, try setting a goal with your employee. For example, let’s say a team member dominates the conversation in team meetings. Could you set a goal for how many times they encourage other team members to speak and share their ideas? 

Give time and space for clarifying questions. Constructive feedback can be hard to hear. It can also take some time to process. Make sure you give the person the time and space for questions and follow-up. 

Know when to give feedback in person versus written communication. Some constructive feedback simply shouldn’t be put in an email or a Slack message. Know the right communication forum to deliver your feedback.   

Check-in. Make an intentional effort to check in with the person on how they’re doing in the respective area of feedback. For example, let’s say you’ve given a teammate feedback on their presentation skills . Follow up on how they’ve invested in building their public speaking skills . Ask if you can help them practice before a big meeting or presentation. 

Ask for feedback in return. Feedback can feel hierarchical and top-down sometimes. Make sure that you open the door to gather feedback in return from your employees. 

Start giving effective constructive feedback 

Meaningful feedback can be the difference between a flailing and thriving team. To create a feedback culture in your organization, constructive feedback is a necessary ingredient. 

Think about the role of coaching to help build feedback muscles with your employees. With access to virtual coaching , you can make sure your employees are set up for success. BetterUp can help your workforce reach its full potential.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

5 types of feedback that make a difference (and how to use them)

Are you receptive to feedback follow this step-by-step guide, how to give constructive feedback as a manager, handle feedback like a boss and make it work for you, should you use the feedback sandwich 7 pros and cons, how to give positive comments to your boss, why coworker feedback is so important and 5 ways to give it, how to give negative feedback to a manager, with examples, how managers get upward feedback from their team, 30 customer service review examples to develop your team, how to give feedback using this 4-step framework, how to embrace constructive conflict, 15 ways to fight off the sunday scaries, 25 performance review questions (and how to use them), stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Performance Feedback Examples for Varying Levels of Performance

Lorelei Trisca

July 31, 2024

Last Update

August 05, 2024

Table of Contents

Performance feedback on productivity

Performance feedback on accomplishing goals, performance feedback on quality of work, performance feedback on teamwork, performance feedback on problem-solving, performance feedback on commitment to growth and skill development, performance feedback on meeting deadlines, performance feedback on leadership qualities, performance feedback on decision-making, performance review feedback mistakes to avoid, automate performance management with deel engage, key takeaways.

• Managers can enhance team productivity and morale by using targeted performance feedback.
• Effective feedback should be specific, actionable, and timely to drive meaningful change.
• Addressing performance issues with constructive criticism paired with actionable solutions can help employees improve without feeling demoralized.

Performance feedback is crucial for personal and professional growth, improving employee engagement, and fostering a healthy workplace culture.

While performance criteria and discussion topics will vary depending on the individual, role, and organization, some common categories are universal among many businesses. We curated some effective performance review phrases you can use as inspiration when writing feedback at your company.

Each example is part of a five-point scale ranging from excellent to poor performance, so you will find:

• Exceeds expectations performance review examples
• Meets most expectations performance review examples
• Partially meets expectations performance review examples
• Does not meet expectations performance review examples

Exceeds expectations

“Your productivity this review period has been exceptional. You met every deadline and exceeded expectations by completing 30% more tasks than anyone else on the team. Your ability to manage your workload efficiently and deliver high-quality results ahead of schedule is truly impressive. Keep up the fantastic work!”

Meets most expectations

“Your productivity generally meets our expectations, completing 18 tasks per month against our target of 20. While you consistently deliver high-quality work, slightly increasing your output will help you fully meet our goals. Let’s discuss some strategies to streamline your workflow and identify resources needed to enhance productivity. This small improvement can greatly impact our overall team performance.”

Partially meets expectations

“Let’s discuss your productivity over the past quarter. Although the quality of your work is solid, your task completion rate has been around 15 per month, below our target of 20. I believe there are opportunities to enhance your efficiency and time management. Let’s work together to identify any obstacles and develop strategies to help you increase your output without compromising quality.”

Does not meet expectations

“After reviewing your 360-degree performance feedback, there were several mentions of you falling behind on projects. We need to find a way to boost your productivity so that it doesn’t become a pattern. Do you have time later today to review your processes together so we can find ways to streamline?”

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“Your performance this last quarter has been excellent. You have hit all your target metrics and satisfied or exceeded expectations in almost every category. Would you be interested in running a training?”

“We are very pleased with your performance so far. You’ve hit all of your milestones and are ahead of schedule on your training, which has positively impacted our team’s progress and overall productivity. Your dedication and hard work have not gone unnoticed, and we appreciate your commitment to excellence. Keep up the good work, and continue improving your skills and efficiency to maintain this positive trajectory and contribute even more to our success.”

“You are right on track with performance goals; your average scores are where they need to be. You were behind on a few deadlines but ahead on others, so your performance is satisfactory overall. There are a few areas I think you could improve at with a little effort.”

“While you have done well with some projects lately, you were behind on a few others. As a result, your performance is lagging behind expectations, so let’s work together to find a way to get back on track.”

“Your recent performance in meeting key performance indicators has not met our expectations. One of our critical KPIs is the achievement of monthly sales targets. For the past two quarters, your sales figures have consistently fallen short. This shortfall has affected our team’s overall performance and revenue goals. It’s important to analyze your sales strategies and identify areas for improvement. Meeting these KPIs is vital for your role, and improving in this area will be crucial for your professional growth and our team’s success.”

“One of our critical KPIs is the average response time to customer inquiries, and over the past quarter, your response times have been consistently higher than the company standard. This has decreased customer satisfaction and negatively impacted our overall support metrics. It is essential to improve your response time to ensure we provide prompt and efficient customer support. Enhancing your performance in this area is crucial for maintaining our service quality and customer satisfaction levels.”

Complimentary resource

Key Performance Indicators Examples to Measure Success

“I am happy to report that your reviews returned with an overall score of 98% for quality of work. That is exceptional performance, and you will be receiving a raise starting this pay period as a thank you for your effort and ability.”

“Your quality of work scores came back at 79%, which you should be proud of. The fact that you were able to deliver quality work and hit all of your deadlines sets a good example for everyone on your team.”

“In the recent team project, your contribution played a key role in generating an upsell, reflecting the high quality of your work. However, there were some challenges in meeting deadlines. Moving forward, I would like you to balance the quality of work with timely completion.”

“After tallying your scores, the final number was 60%. This score is slightly above average, but you have the potential to do better. Would you like to take a training course to improve your skills?”

“Unfortunately, your scores came back at only 45% for quality. This result isn’t far below average, but we would like to improve your scores. Do you have any thoughts on how we can achieve that?

“Your quality scores were only 21%. As you know, this result is significantly below our target numbers for this stage, so we need to see a major improvement over the next period. If there is anything I can do to help, or if you have any questions, don’t hesitate to contact me.”

“Looking over the 360-degree performance reviews, your team truly appreciates your contributions. You have been a great asset to recent projects and a good intermediary between departments. As a result, you have made it on our shortlist for future leadership opportunities.”

“One of your strongest categories in this performance review is teamwork. You were effective at training and always quick to reply to emails. Communication skills are important, so thanks for setting a good example!”

“Throughout the review period, you demonstrated exemplary initiative and collaboration, particularly in creating a collection of email templates for prospect outreach. Your foresight in anticipating and taking proactive measures to address the team’s needs is commendable. It truly made a difference in our daily operations and made our tasks notably more efficient.”

“Teamwork is a focus of this performance review. While your scores aren’t bad, they were one of your lower categories. Responding to team communication is important, so double-check you haven’t missed any emails before the end of each day.”

“For things to run smoothly, it is important to be a team player. I understand that sometimes personality conflicts arise, but it is important to overcome them so they don’t impact work. Can you manage that on your own, or should we schedule a sit down with [coworker’s name] to sort this out?”

“You consistently bring a positive attitude to the team, which helps create a welcoming and collaborative environment. However, there are opportunities for improvement in sharing ideas more proactively. While you contribute during team discussions, increasing the frequency and depth of your input will enhance overall team performance and innovation. Focusing on these areas will help you meet and potentially exceed expectations in the future.”

“Unfortunately, your lowest score on this performance review was teamwork. It appears that inadequate communication has led to several issues that hurt efficiency in your department and created stressful situations for others. Moving forward, it is crucial that you respond to all emails within 24 hours and provide updates on project status as they arise.”

“We know this past year hasn’t been easy, but we have all been impressed with your taking everything in stride. We are particularly impressed with your problem-solving skill, as it has allowed you to keep momentum despite many curveballs.”

“Project X was a major success, and you deserve credit for your role in it. Your performance when it came to tackling new issues was much appreciated, and we will keep in mind your problem-solving capability for future project considerations.”

“New roles come with many new challenges, and I was happy to see you rolling with the punches and figuring things out. Problem-solving is an important metric when it comes to performance, so I’m happy to say your scores were satisfactory. Keep it up!”

“While we try to document procedures as thoroughly as possible, sometimes an unforeseen problem arises, and we need to be able to address it, or at least try. I would like to see you step up to the plate next time an unexpected issue comes up rather than ignore it or pass it off to someone else.”

“Unfortunately, this role may not be a great fit for you. There are going to be a lot of challenges that pop up to keep projects running smoothly, and unfortunately, you weren’t able to overcome them. How would you feel about transferring to a different department?”

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“Your commitment to growth and skill development has exceeded our expectations. You have consistently pursued advanced training opportunities and have obtained several relevant certifications over the past year. This proactive approach has not only enhanced your own skills but has also positively impacted our team’s overall capabilities. Keep up the excellent work, and continue seeking out opportunities for professional development.”

“Your participation in workshops and seminars, combined with your eagerness to take on challenging projects, has significantly advanced your technical and leadership abilities. Your willingness to share your knowledge with colleagues has further strengthened our team. Your continuous pursuit of excellence is commendable.”

Complimentary reading

How to Integrate Learning and Performance Management for Driving Business Results

“You regularly participate in mandatory training sessions and have shown interest in learning new skills relevant to your role. To further enhance your development, consider taking on more specialized training or certifications that align with your career goals. Your steady progress is appreciated, and with a bit more initiative, you can achieve even greater success.”

“While you attend required training sessions, you often miss opportunities for further development, such as elective workshops and additional certifications. To fully meet expectations, focus on expanding your skills by participating in more diverse training programs and seeking feedback to guide your growth.”

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“While you show a positive attitude towards growth, your commitment to skill development partially meets expectations. You have completed some of the mandatory training sessions. Still, you have not yet taken full advantage of the additional learning opportunities available. To improve, actively seek out and engage in more advanced training and development programs. This will help you stay competitive and better equipped for future challenges.”

“You have not completed several of the required training sessions, and there is a lack of initiative in pursuing additional learning opportunities. This has affected your performance and ability to keep up with industry standards. To improve, prioritize completing mandatory training and actively seek out additional development opportunities to enhance your skills.”

“Despite several reminders, you have not participated in essential training programs, and there is little evidence of self-directed learning. This lack of engagement has impacted your overall performance. It is crucial to take immediate steps to complete the necessary training and demonstrate a more proactive approach to skill development to align with the company’s growth objectives.”

“As you know, our clients depend on us to meet projected deadlines so they are able to complete their tasks on time. You have been on time with every project so far this year, to the point that clients specifically request you for the future. Have you considered a project management role? You could be an asset there.”

“Your time management skills have been exemplary, consistently exceeding expectations. You effectively prioritize tasks, plan proactively, and utilize project management tools efficiently, leading to the timely completion of projects and enhanced team productivity. Your consistent ability to meet deadlines without compromising quality has built trust with clients and stakeholders. Your exceptional time management skills have significantly contributed to the team’s success and achieving our goals.”

“Looking at your performance results for hitting deadlines, it looks like you were only behind on one but ahead or on time with all others. What happened with the one? Overall, we are very pleased with these results.”

“It looks like you were right on track with deadlines this quarter. You missed a few but within the acceptable guidelines. If you foresee you might miss a deadline in the future, please give me a heads up so I can notify the client.”

“Unfortunately, you missed several deadlines over the past month. It has been busy, but this has led to some unhappy clients. We need to be sure we are on track with the schedule or ask for help if you are falling behind.”

“In this review period, you’ve made commendable progress in developing the Angular JS application for viewing docx files, demonstrating a solid understanding of technical requirements and a good quality of work. However, I’ve observed challenges with adhering to the project timelines. Meeting deadlines is crucial for the team’s success and client satisfaction. Going forward, let’s work together to enhance time management and prioritize tasks to ensure timely delivery without compromising on quality.”

“You missed too many deadlines over the past quarter. The quality of your work has been good, but time management is also important. Let’s talk about how we can ensure you stay on schedule this upcoming quarter.”

“The last thing I wanted to touch on today was your leadership skills. While this doesn’t directly affect your performance, it benefits the entire team. Your ability and willingness to guide new hires this season have been remarkable and haven’t gone unnoticed. Are you interested in career advancement, such as a management role?”

“I know you said you were happy with your position and not interested in moving up, but I wanted you to know we appreciate you stepping up and guiding the team when direction is needed. If you ever change your mind, you have what it takes for a leadership role.”

“We think it is essential to cycle project leads and allow everyone to manage a team. Your performance during Project X was quite good. I know you don’t like being the center of attention, but if you work on your public speaking, I think you have leadership potential.”

“You are new to this position, so I understand there will be growing pains, but I have noticed your willingness to lead your team hasn’t quite met your interest in the promotion that got us here. What can we do to bridge that gap?”

“While your positive communication style helps maintain team morale, there are areas for improvement. Specifically, employee feedback indicates that while you communicate effectively, you sometimes miss opportunities to actively listen and address team concerns. To enhance your leadership, focus on creating an open dialogue where team members feel heard and valued. Actively listen to their feedback and implement changes where feasible. This will help you build stronger relationships with your team and further develop your leadership skills.”

“After reviewing your recent performance, it’s clear that improvements are needed in your leadership qualities. Feedback from your team indicates that your communication style can often be unclear, leading to confusion about tasks and expectations. Additionally, there have been concerns that you are not actively listening to team members’ feedback, which is crucial for fostering a collaborative environment.”

Create actionable leadership competency frameworks

“While we will never fault anybody for asking for clarification on a task, we were particularly impressed with your ability to make difficult calls when that clarification wasn’t immediately available. We found you made the right decisions in most cases and appreciated you following up to let us know what you did and why you did it.”

“I know we kind of threw you to the wolves on Project X, but you did a great job handling your team and making decisions under pressure. You will definitely be considered for leading future projects in that vein.”

“You make well-informed decisions that align with our organizational goals and benefit the team. Your ability to analyze situations thoroughly and choose the best course of action has been reliable. To further excel, consider exploring ways to streamline your decision-making process in high-pressure situations to maintain this high standard even under tight deadlines. Keep up the good work, and continue leveraging your strengths in this area.”

“You generally make sound decisions that benefit the team and align with our goals. However, there are instances where more timely decisions could have positively impacted project outcomes. While your thorough approach is appreciated, balancing careful analysis and prompt action is crucial.”

“There have been several instances where delayed or ineffective decisions have negatively impacted project outcomes and team efficiency. Improving your decision-making process to align with our organizational goals is crucial. We need to address these issues promptly and work on strategies to enhance your ability to make timely and effective decisions.”

Complimentary resources

• Constructive Feedback for High Performers Examples and Tips
• 50+ Exceed Expectations Performance Review Examples: Evaluate and Motivate Top Performers

Performance reviews are critical for employee development and company culture. However, poorly framed feedback can have lasting adverse effects, such as demoralizing employees, fostering resentment, and reducing productivity. Avoiding common pitfalls in delivering feedback can ensure constructive and beneficial reviews.

Here are three key elements to avoid when giving performance feedback:

Close-mindedness

Performance reviews should be two-way conversations, not predetermined conclusions. Collect concrete examples and objective data and listen to the employee’s perspective. This promotes fair discussion and uncovers obstacles the employee might face.

• An example to avoid is: “You were late on three out of four projects last month, which is unacceptable.”
• A better approach: “I noticed you missed a few deadlines on recent projects. Can you tell me what happened? How can we prevent that from becoming a pattern?”

Limited perspective

Relying on a single source for feedback, such as just the manager, can lead to a skewed view. Gather input from peers and others who work closely with the employee to get a more accurate picture.

• Example: A focused employee who spends more time working quietly may be overlooked. In contrast, a more extroverted employee might receive more praise.
• Solution: Use data and KPIs to measure performance objectively and consider 360-degree feedback to capture multiple perspectives.

Consult our step-by-step guide

How to Implement a 360-Degree Performance Appraisal in 15 Steps

Excess negativity

Predominantly negative feedback can demoralize employees, even if it is accurate. Balance criticism with positive remarks and focus on solutions.

• An example to avoid is: “As you know, we had major problems with Project X. The client was unhappy with the delays, and the overall quality of work was subpar.”
• A better approach: “Project X didn’t go very smoothly, but your previous work has been excellent. Let’s discuss what went wrong this time and how we can prepare you better for future projects.”

By avoiding these mistakes, you can provide more effective and constructive performance feedback that motivates and supports employee growth.

Performance review software is one of the best ways to measure performance and deliver feedback. When combined with a 360-degree approach, it will create a comprehensive and fair system for managing employee performance.

Deel Engage helps you achieve this goal:

• Save time collecting multi-source feedback with automated feedback and performance review cycles
• Assign reviewers and reviewees according to specific rules (hire-dates, belonging to specific teams or departments)
• Decide whether to collect feedback anonymously
• Link role-based competency models to performance review forms for more targeted feedback
• Link goals to performance review forms for a data-based approach to performance evaluations
• Track performance improvements across cycles
• Analyze individual, team, department, and organizational strengths and weaknesses with tools such as skills matrices , 9-box grids , and competency profiles
• Deel HR , our truly global HRIS solution, is always included for free

Deel Engage is our go-to platform for all things talent management, saving us up to 180 hours in feedback processes alone.

— Caroline Randazzo ,

Head of Human Resources and Recruitment, Aquatic

Book a demo to see how our solutions will help you build a high-performance workforce.

More resources

• 60+ Performance Review Questions for Your Next Evaluation
• 9 Performance Management Trends and How They’ll Boost Performance in the Evolving Workplace
• 14 Industry-Specific Competency Model Examples to Clarify Expectations
• How to Create a Skills Matrix for Your Teams in 9 Steps
• Meaningful Employee Recognition Ideas to Boost Morale
• The Employer’s Guide to Writing a Salary Increase Letter (+ Templates and Examples)

About the author

Lorelei Trisca is a content marketing manager passionate about everything AI and the future of work. She is always on the hunt for the latest HR trends, fresh statistics, and academic and real-life best practices. She aims to spread the word about creating better employee experiences and helping others grow in their careers.

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See 100 examples of honest feedback you can give direct reports during your next set of performance reviews.

If you clicked on this blog post, it may be that time of year again! Performance review season is upon us. While delivering feedback can feel stressful, performance reviews are necessary to help employees grow their strengths, improve their weaknesses, and work through roadblocks. 

If you’re struggling to prepare for your upcoming performance reviews, have no fear! We’ve developed 100 phrases you can use to give targeted feedback to your employees. Keep reading for inspiration and to see how you can use Fellow to make your performance reviews even better. 

• 100 effective performance review phrases

How to run effective performance reviews with Fellow

100 effective performance review phrases , problem-solving, communication.

• Active listening
• Time management

Performance

• Goal setting
• Can test solutions to new challenges in a calm but assertive way. 
• Is always up to tackling new problems with minimal guidance. 
• Brings new ideas to the table in light of new and complex challenges. 
• Can explain in detail how they came to an effective solution when problem-solving. 
• Can successfully persuade others with their solutions. 

Weaknesses:

• Does not solve problems efficiently. Takes a long time to develop appropriate solutions to everyday challenges. 
• Fails to explain the rationale behind [his/her/their] solution to a problem. 
• Becomes extremely stressed when things don’t go to plan. 
• Does not prioritize working on solutions to the team’s highest-priority issues. 
• Is unable to solve problems when under pressure or faced with a tight deadline. 

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• Adapts to new environments quickly and with ease. 
• Takes responsibility for mistakes and can implement solutions based on feedback [he/she/they] [is/are] given. 
• Asks questions on how to correctly complete tasks so fewer mistakes are made down the line. 
• Demonstrates a willingness to improve skill sets every day at work and has a can-do attitude. 
• Is highly coachable and accepts constructive feedback with grace. 
• Doesn’t seek coaching from supervisor or peers after receiving constructive feedback. 
• Becomes highly defensive when given negative feedback.
• Demonstrates a lack of awareness regarding [his/her/their] influence on peers.
• Gives others feedback that is unnecessarily harsh or critical. 
• Doesn’t ask for feedback following the completion of major work projects and events. 
• Asks great questions to gain clarity on complex topics. 
• Is effective at communicating creative new ideas to peers when the stakes are high. 
• Asks insightful questions to ensure [he/she/they] understand how to proceed with challenging tasks and projects. 
• Can express thoughts and concerns to others clearly and promptly. 
• Adapts well to digital forms of communication and keeps everyone in the loop when in-person meetings aren’t an option. 
• Fails to alert colleagues and supervisors when bad news arises. 
• Has trouble speaking up and communicating effectively in a group setting. 
• Regularly engages in off-topic conversations with colleagues during the workday. 
• Is not able to clearly communicate goals to peers. 
• Shares written communications that are often unclear and hard to understand. 
• Is always willing to make [himself/herself/themselves] available for others and willing to help peers complete their work. 
• Showcases humility regularly by sharing the achievements of projects with [his/her/their] team. 
• Gets along with everyone in the company, no matter their position or department. 
• Always motivates and encourages the right behavior when giving feedback to others. 
• Takes action to keep the team strong when times are stressful or conflict arises.  
• Can’t regulate emotions around others during times of high stress. 
• Tends to crave personal recognition and prioritize siloed tasks over group work. 
• Shuts down ideas from teammates who have different values. 
• Is not receptive to feedback from the team. 
• Doesn’t prioritize regular communication with teammates. 

Active listening 

• Listens with an open mind and demonstrates an appreciation for opposing viewpoints. 
• Helps create a healthy dialogue with teammates to drive the best solutions forward. 
• Is an active listener who makes others feel heard and understood. 
• Asks great follow-up questions that help others understand difficult topics. 
• Follows instructions with great care and attention to detail. 
• Interrupts colleagues without letting them finish speaking during meetings. 
• Dismisses ideas from others with whom they don’t agree. 
• Is often distracted by their tasks when they should be participating in meetings. 
• Asks basic questions that show they aren’t actively engaged in group conversations. 
• Regularly interjects themself into conversations that don’t involve them. 
• Arrives at each meeting prepared and ready to discuss work matters. 
• Always meets pre-determined deadlines.
• Is always on time to shifts and schedules off-time according to company policies. 
• Is reliable about arriving to work on time. 
• Respects others by completing group tasks by outlined deadlines. 
• Is frequently late to meetings. 
• Returns late from scheduled breaks.
• Often exceeds the maximum number of sick days and vacation days. 
• Doesn’t return emails or work-related messages in a timely manner. 
• Doesn’t meet attendance standards as outlined in the employee handbook. 
• Is a natural leader who is always willing to help others. 
• Recognizes teammates and other employees for a job well done. 
• Gives [his/her/their] team detailed positive and constructive feedback so they can improve. 
• Provides the team with structure and direction. 
• Balances being a mentor for teammates with [his/her/their] own day-to-day tasks. 
• Tends to overanalyze situations when a fast decision is required. 
• Doesn’t give recognition or positive feedback to teammates when they achieve their goals.
• Doesn’t treat colleagues as equals when working on group projects. 
• Speaks to teammates in a condescending tone. 
• Has a challenging time planning ahead. 

Time management 

• Works hard to meet all deadlines and regularly completes tasks ahead of schedule. 
• Respects the time of coworkers by showing up to meetings on time and prepared. 
• Can prioritize tasks to save time. 
• Keeps meetings and presentations on schedule. 
• Can effectively time-block [his/her/their] calendar to complete a task. 
• Frequently turns in work past the deadline.
• Is unreliable at completing tasks by a specified deadline. 
• Interrupts own workflow and the workflow of others by discussing non-work-related matters in the office. 
• Finds it challenging to balance multiple assignments and projects.
• Fails to prioritize projects and often works on non-urgent matters before urgent tasks. 
• Wants to improve at everything [he/she/they] [does/do] and asks for regular feedback from teammates and managers. 
• Is regularly a top performer among the team. 
• Has exceeded expectations on objectives set during last year’s performance review. 
• Communicates expectations to peers so everyone can work towards common goals. 
• Is always willing to assist teammates to help them be the best they can be. 
• Cannot communicate plans or objectives to teammates. 
• Lacks initiative and drive to improve [his/her/their] own skill set. 
• Did not meet performance goals discussed during the last performance review. 
• Does not often make significant contributions to the success of the team. 
• Does not take initiative unless prompted by manager or teammates. 

Goal setting 

• Communicates goals and a plan of action to achieve objectives with [his/her/their] peers and supervisor. 
• Sets SMART goals and develops an appropriate plan to reach these objectives. 
• Can develop goals for the team that are aligned with the organization’s mission and values. 
• Constantly strives to set and achieve bigger and better goals.
• Regularly shares progress on goals with [his/her/their] peers and supervisor. 
• Doesn’t frequently communicate the status of projects, leaving teammates out of the loop. 
• Is unwilling to claim responsibility when objectives aren’t reached by specified deadlines. 
• Sets too many out-of-reach goals and has a difficult time achieving them. 
• Is often distractible and unable to communicate the status of performance goals. 
• Has a difficult time delegating tasks to others that would help [him/her/them] achieve goals faster. 

Performance reviews don’t have to be daunting. With Fellow, you can build a strong feedback culture so everyone is prepared to give and receive praise and constructive criticism. 

Try our tool to prepare for your performance reviews ahead of time. Use our Performance Review Meeting Template to outline topics for discussion and a timeline for each meeting item. Share the agenda with individuals at least 24 hours in advance of their performance review so they have a chance to reflect on the topics and prepare for the conversation. Then, use Fellow to take notes in real time during the performance review, assign action items, and foster accountability with employees. 

For more inspiration, check out our blog post with step-by-step instructions on how to conduct an effective performance review . 

Parting advice

Performance reviews are an opportunity for managers to give feedback and let employees know how much they are valued by their colleagues and the organization. If you struggle with what to say during performance reviews, get started with our 100 effective performance review phrases. Better yet, pair these phrases with our easy-to-use meeting software to ensure your reviews are delightful! 

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End every meeting knowing who is doing what by when. Assign, organize, and prioritize all your meeting action items in one place.

Give and get feedback as work happens. Request and track real-time feedback on meetings, recent projects, and performance.

100 Employee Performance Review Comments and Phrases!

by Emre Ok July 3, 2024, 6:36 pm updated August 2, 2024, 2:01 pm 92k 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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20 Constructive Feedback Examples for Performance Reviews

Table of contents, get constructive with these colleague feedback examples.

What is constructive feedback? Constructive feedback is guidance that helps the recipient achieve a positive outcome. Even the best managers struggle to deliver less than positive feedback effectively—so we’ve developed these 20 employee feedback examples to help.

Constructive feedback examples for speaking over others

An employee who speaks over others in meetings can seem rude or overbearing. However, they may feel this exact trait reflects their passion, expertise, or leadership qualities. So, appeal to this enthusiasm:

1.  “It’s clear you’re excited about the project. But sometimes, when you get excited, you don’t leave room for others to bring their ideas to the table. In particular, I noticed that you spoke over David and Muriel several times throughout the meeting. Did you notice this, too?

2. “In group setting, I’d like you to make space for others in conversations and meetings. It’s a necessary skill for your career development and helps utilize the full talents of the team. What do you think?”

  Constructive feedback examples for poor communication skills

Communication can be challenging if employees are anxious about coming to you with questions or obstacles. Encourage communication by setting clear expectations and responding positively to updates.

3. “I really appreciated how you kept me up to date on X project this week — it helped me coordinate with our stakeholders, and I’m excited to share that we’re on track to launch. It’s also great to see your process. I’m impressed with the efficiencies you’re introducing.”

4.“I’m curious about where we are with Y project. If any issues have come up, it’s best that I know as soon as possible so I can help you get back on target. How about you shoot me daily updates just so I know where we are?”

Constructive feedback examples about time management and deadlines

Time management issues can signal disorganization or unrealistic ambition. In both cases, focus on this as an opportunity for professional growth.

5. “I can’t help but notice that this is the third deadline that’s caught up to you this month. I understand this is a fast-paced environment, and I think you’d be more effective if we rethought your time management strategies.”

6. “Thanks for letting me know you’re running behind schedule on this project. Let’s take a look at your goals and see how you’re spending your time — I bet there are opportunities for efficiencies there.”

Constructive feedback about missing goals

Your most engaged employees will already be disappointed in themselves for missing a goal. Acknowledge their disappointment and their hard work, and reframe the issue as a learning experience about goal-setting.

7. “It’d be great to see you take on fewer projects, or narrow your focus to be more attainable. What do you think?”

8. “Your work on X, Y and Z were solid, valuable accomplishments this quarter. I know you didn’t complete every goal you set, and that’s okay—it’s great to see you reach high. But I recognize it can be discouraging, too. So let’s take this opportunity to rethink your goals moving forward.”

Constructive feedback examples about attention to detail

Mistakes happen. When giving feedback, cite specific examples to help the employee see where you’re coming from. You can help provide a valuable perspective shift, and suggest a solution.

9. “You know I’ve always appreciated your grasp of our larger vision, and it’s great you see big-picture. But you’ve missed out on some smaller details in your last few projects, like X and Y. Unfortunately, that ultimately set the team back because they had to correct those oversights.”

10. “I’d love for you to keep that big-picture vision while working on those little blind spots. For your next project, let’s put together a detailed checklist of all your deliverables to make sure you don’t miss anything. Give it a shot, then let’s follow up and reassess from there.”

Constructive feedback examples for tardiness and absenteeism

In many cases, employees who are perpetually late or absent have difficulty self-organizing and may already feel embarrassed.

Resist focusing on the employee as the problem. Instead, call attention to the issue, and help redirect by focusing on the effect the tardiness or absenteeism has on the person’s ability to excel in their day-to-day tasks.

11. “Hey, I noticed you weren’t in our last few morning meetings. I’m concerned you may have missed some important information, and it’ll be difficult for other team members to sync up with you. I’d like to take the time to go over what you missed now. Then, let’s work out a plan together so this doesn’t continue to happen in the future.”

Constructive feedback examples for failing to problem-solve on one’s own

An effective employee feels empowered to take initiative and solve problems—and when they don’t, they can slow and distract others on the job.

Highlight their competencies to help them feel confident and stretch their wings.

12. “You did a fantastic job collaborating with your team last week, but I worry you may have derailed Jeanette by seeking their help with X. I’ve seen you work, and I’m confident if you’d thought about it a little longer, you could’ve come up with a solution on your own. I know you can do it. Do you believe you can?”

13. “It’d be great to see you tap into your resourcefulness and apply it to problem-solving before reaching out to others. Try sitting with an issue for 5 minutes before you reach out to anybody else.  If this doesn’t work, touch base with me and we can come up with a solution.”

Constructive feedback when engagement seems low

If an employee’s performance has dropped, there could be any number of reasons—from personal life changes to disengagement. The underlying cause will change the conversation, so address the topic generally.

14. “I wanted to touch base and see how things are going. You don’t seem to be quite as engaged at work lately—is there something I can do to help you get back on track? I’d like to keep you happy here. Let’s set a time to review your goals and responsibilities and make sure we’re on the same page.”

Constructive feedback examples for a toxic attitude

Address toxicity in the workplace swiftly before employee negativity demoralizes your team. Emphasize you’re listening to the employee and want to be helpful. But also be clear about the impact of their behavior on the team and company.

15. “I’m glad we’re taking the time to touch base. I feel like you haven’t been as happy at work lately. How do you feel? Is there something I can do to help you have a better experience here?”

16. “I appreciate your input. When you have an issue, it’s helpful for me and the team if you share it with me so I can address it. That’s a positive, productive move. If you talk to your teammates about your issues, I can’t help you solve them, and it creates an atmosphere of negativity.”

Constructive feedback examples for office gossip

A little “harmless gossip” is rarely that. A few whispered words can rapidly snowball into morale-reducing drama. If you learn an employee has been gossiping, address them directly and privately.

17. “I know there are a lot of rumors flying around about X, and I know you’re concerned about it. I value your trust and contributions here, so I’d like to set the record straight and explain what I can.”

18. “I understand your feelings, and I know it’s frustrating when you feel your questions aren’t being answered. In the future, though, please bring your concerns directly to me. When you share them with your teammates, it creates a company culture of fear and negativity without providing answers.”

Constructive feedback examples about emotional intelligence and rudeness

In a dream world, IQ and EQ would go hand in hand. In busy offices, they can clash like titans. Avoid making the individual feel ganged up on—emphasize you’re listening.

19. “Hey, I wanted to touch base and see how you felt about your work this week. Samika mentioned that you used a sarcastic tone with them in a meeting and it made them uncomfortable. We need to be able to function as a team, and I was hoping to hear your side of the story to see if everything’s okay.”

20. “This morning you left our team meeting early. I could tell you were frustrated by the discussion, but walking out on your teammates doesn’t show them the same respect they showed you during the conflict. How can we find a solution moving forward?”

What is constructive feedback?

Constructive feedback is guidance that helps the recipient achieve a positive outcome.

Constructive feedback is corrective, but not critical.

A good litmus test if you’re about to deliver criticism or constructive feedback is to ask yourself: “Do I have the other person’s best interest at heart?  How would I feel in their shoes, receiving this feedback?”

If your answers are, “I’m not sure,” and “probably terrible,” take a step back. Examine what you want to say. Is it necessary, or are you just blowing off steam? If it’s necessary, find a way to reframe it. Use our tips in this next section to deliver constructive feedback like a champion.

How do you give constructive feedback?

1. Clarify what you hope to achieve with the feedback

Ask yourself: “What is my desired outcome? How can I deliver feedback in a way the employee will be open to receiving while also guiding us toward that desired outcome?” Answering these two questions will help you determine both what to say and how to say it.

2. Be timely with feedback

Deliver feedback when it’s still relevant. The fresher, the better. This helps the other person make changes while they still have time to make an impact. “You did improve, but you were late to a lot of meetings early last quarter, and it was disrespectful to the team” doesn’t help anybody. It just makes the employee feel bad knowing their team was upset with them, and has no impact on their current behavior.

3. Give feedback face-to-face Let’s face it — giving constructive feedback can be awkward for both parties. But don’t give into the temptation to send hard feedback over Slack or email. It’s just too easy to misinterpret text. Deliver your feedback in real time, either in person or on video chat, so you can see how the other person is reacting, and answer any questions they might have. Plus, the ability to deliver constructive feedback is a powerful skill to have. Practice. It’s good for you.

4. Be specific in your feedback, and avoid scope-creep

Focus on one target area for constructive feedback at a time. If the person has a heaping pile of things that needs correcting, pick the highest-impact item and start there. Receiving too much constructive feedback at once can be overwhelming. At worst, it may make the employee shut down and resent you. And even in best case scenarios, the person may simply not know what to correct first, and be paralyzed or go off in the wrong direction. Also, as demonstrated in the constructive feedback examples above, use specific examples to support your feedback. Never give feedback based on your feelings alone.

5. Don’t be personal in your feedback

Give constructive feedback for the behavior, not for the person. An easy way to do this is to use the sentence structure, “When you [action],” or “Your performance on [project],” rather than using sentences that start with “You are.” A constructive feedback example about behavior is, “When you talk over Pam in the meetings, you’re making all the women on our team feel less comfortable speaking up.” As opposed to, “You’re really rude to people, and it’s dragging down the team.”

6. Explain the impact of the employee’s action

Help your employee by explaining the full impact of their actions—on you, on the team, on the company , and on their career. Let’s look at one of our employee feedback examples above, #18:“I understand your feelings, and I know it’s frustrating when you feel your questions aren’t being answered. In the future, though, please bring your concerns directly to me. When you share them with your teammates, it creates a company culture of fear and negativity without providing answers.” This manager could have stopped with, “Please bring your concerns directly to me.” But by going the extra step and explaining why the behavior needs correcting, they help the employee understand the issue clearly. It becomes a learning opportunity.

7. Offer action steps, and follow up

As a general rule, if you can’t offer actionable advice to help the person move toward a positive outcome, then your feedback isn’t feedback. It’s a gripe. Help the person figure out next steps. They may not always be the action steps you’d have picked for yourself. But try what works for them. Then, set a meeting in a week to touch base and see their progress.

What about positive feedback?

We often focus on redirecting negative behaviors. But recognizing and reinforcing positive workplace performance is just as important, if not more. Integrally, it helps create a culture in which feedback is welcomed rather than dreaded — a culture open to dynamic, positive growth.

Drive employee engagement by reinforcing positive behaviors with affirmative feedback and public recognition .

Here are some examples of positive employee actions you can acknowledge with meaningful feedback and encouragement:

• Demonstrating leadership skills
• Providing a morale booster
• Being supportive and helpful
• Attending training or pursuing professional development
• Caring for the workspace
• Being a safety leader
• Facilitating a positive customer interaction
• Taking initiative on a project
• Receiving a positive customer review

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15 performance management feedback examples to use in your next review

Published on

Modern performance management is all about agility and continuous improvement — where feedback is at the center. However, feedback can make or break the bank of employee motivation and performance. So what's the magic formula?

This article is your guide to mastering the art of continuous feedback — a tool that fuels employee engagement, team synergy, and growth.

Assess your organization’s employee experience in minutes

The importance of feedback within continuous performance management

Regular and constructive feedback is the backbone of a company's performance management practices. It isn't just a routine check-in. It's a continuous conversation that empowers employees to perform at their best. It's a tool that enables managers to be agile and make better decisions based on the insights it reveals.

Unlike more traditional models of performance management, feedback in a continuous agile system allows managers to intervene and employees to flag concerns at need, rather than wait for the next performance review to be able to connect.

From driving productivity to keeping everyone on the same page, continuous feedback provides clarity and support, ensuring employees know their strengths, areas of improvement, and the next steps they need to take.

What is continuous performance management?

Continuous performance management is a dynamic approach where managers and employees adapt performance activities to changing circumstances, in real-time, while staying aligned to overarching goals.

7 ways feedback helps improve employee performance

Feedback can be a game changer for individual employees and teams alike. Whether positive or constructive, the point of feedback is to support performance and move things toward successful outcomes during and between performance reviews. Here's how:

1. Increased professional (and personal) confidence

Positive feedback isn't just a pat on the back — it can boost an employee's confidence big time. When people receive recognition for their achievements, it reinforces their belief in their own abilities, which can lead to even more confident and effective performance. In essence, positive feedback is positive reinforcement.

2. Enhanced skills and knowledge

Without feedback, employees have to no way to know if they're on the right path or way off. Feedback is the gateway to growth and skill development, as it provides an opportunity for managers to suggest training, mentorship, or resources that can help employees acquire the necessary skills and knowledge to excel. And if the feedback is continuous, so is the improvement.

3. Increased adaptability

The workplace is constantly changing — whether it's with new technology, processes, or management methods. Feedback helps employees navigate these changes, as a key part of transparent communication and support, ensuring employees remain flexible and ready for whatever comes their way.

4. Quicker behavioral changes

Addressing specific behaviors or habits that need adjustment through employee feedback is the quickest way to course-correct. It helps nip things in the bud before little red flags become serious problems. This could be gaps in punctuality or time management skills. Thanks to pinpointed feedback, employees can make swift, effective changes that are necessary to perform well.

5. Better alignment with organizational objectives

Linking an employee's work to the broader organizational goals is a powerful motivator for improvement. It helps them see the connection between their performance and the success of the company, and understand the value of their impact. Feedback serves as the connective tissue, communicating the correlation between an employee's actions and results.

6. Heightened innovation and creativity

Constructive feedback is the muse for confidence and innovation. It can encourage employees to think outside the box and find creative solutions to any challenge. Feedback serves a culture of open communication, which fosters an environment where employees feel safe enough to share their ideas and try new things. This leads to improved performance through new approaches.

7. Faster conflict resolution

There's almost nothing as unproductive as tension between colleagues. Addressing interpersonal conflict head-on prevents good vibes from taking a hit and tanking team spirit. Feedback helps employees develop strategies for resolving issues, improving their relationships with each other, as well as improving teamwork and overall performance.

Feedback delivery best practices

Feedback is at the heart of growth and performance improvement. But there is an art to it . Managers have the crucial responsibility to deliver effective performance feedback to see positive changes. Whether given during a performance review or an in-between check-in, here are best practices for delivering feedback with impact:

When it comes to impactful feedback, the clock is always ticking. Managers recognize there's a certain window of time to provide feedback for it to be relevant and most effective. It's important to provide feedback as close to the observed behavior or performance concern as possible, rather than rely on performance reviews to be the only opportunity for conversation. Swift feedback not only keeps the details fresh in the employee's mind but also allows for immediate improvement, preventing further performance issues from continuing.

Timeliness is just as important for positive feedback too. When managers acknowledge accomplishments when they occur, employees feel recognized. Delaying on recognition may leave an employee feeling like their efforts are overlooked and underappreciated.

Focus on behavior and results

As with all effective communication, feedback needs to be clear and specific. Impactful feedback is objective, addressing specific behaviors and outcomes, rather than personality traits. Managers should stick to observable and measurable actions, which then gives employees something concrete to work off of. This is why KPIs are helpful reference points during feedback — it's about the numbers, not the nuances.

Stay objective

Elaborating on the above point, great feedback maintains an unwavering commitment to objectivity. This means that feedback should be free from bias or personal judgments, and based on facts and evidence. Managers should avoid making assumptions or sharing their performance appraisal comments based off of emotions.

Objectivity is important to maintain throughout the entire performance review process. It sets the tone for constructive dialogue and fair, unbiased evaluations along the employee journey.

Use the "sandwich" approach sparingly

The sandwich method is a great communication technique — especially for feedback conversations. Managers start with praise, deliver the feedback, and then end with praise. The idea is to cushion less-than-positive comments between positive reinforcement to help employees not lose motivation as they look to improve their performance.

While the "compliment-critique-compliment" method can be very effective, it's important to use it only when appropriate. Directness is key when delivering feedback, and diluting the main message may obscure an employee's necessary course of action. Managers need to choose reinforcement moments wisely — they have to be genuine and complement the overall feedback.

Be specific

Ambiguity is one of the top killers of effective feedback. If employees feel unclear as to what managers are trying to tell them, they can't understand what aspects of their performance need improvement or what steps need to be taken. For feedback to be effective, managers need to provide concrete examples and details to illustrate their points.

Offer solutions — or brainstorm them together

A manager's role extends beyond highlighting problems — it's also about supporting employees in their performance. Whenever possible, they should suggest practical solutions or steps for improvement within feedback moments. Otherwise, employees might be left hanging, and unclear on how to improve.

Sometimes, two brains are better than one — problem-solving can also involve collaboration. Why not transform a performance review into a shared brainstorming session? Not only does this help uncover realistic solutions but it demonstrates a manager's commitment to helping their employees learn and grow. This can really strengthen the employee-manager relationship, and motivate the employee even more by feeling supported.

Create a safe space

Being on the receiving end of feedback is a vulnerable position. An effective performance review or feedback session occurs in a safe and private environment where employees can openly discuss their performance without fear of judgment. This paves the way for constructive conversations.

Remember, feedback isn't about pointing fingers. Active listening, role-play, and self-reflection are great strategies for managers to develop empathy and meet the employees at their level.

Listen actively

It's also important for managers to offer an attentive ear and undivided attention during feedback sessions. After all, feedback is an exchange, and listening is just as important as speaking. Being a good listener is an essential skill for managers to have.

Allowing employees to respond to feedback, ask questions, seek clarification, and even give feedback on the feedback itself, lets the employees know that their perspective is valued and respected during their performance review.

Use "I" statements

In the art of feedback, personal ownership matters. When providing feedback, it's key for managers to express their observations and feelings using "I" statements.

For example, saying "I noticed that...," rather than "You always..." avoids creating generalizations and or an environment of blame, and instead creates an atmosphere of understanding.

Be constructive, not destructive

The goal of feedback is to help improve performance, not to tear down an employee. Constructive feedback keeps the focus on how an employee can do better rather than just highlighting what was done wrong.

It's important for employees not to dwell on shortcomings and be empowered to take charge of their growth and development. Managers need to steer all performance review conversations towards positive change. Onwards and upwards!

Tailor your approach

Delivery is everything. And different employees might respond to different feedback delivery styles. Recognizing individuality is important for managers to adapt their methods to the unique needs and preferences of each employee. Some employees prefer a straightforward approach, while some might need more "sandwiching". Some employees thrive by diving straight into the next steps, while some might do better with more hindsight analysis to connect the dots on what to improve.

Your continious performance management starter pack

Jumpstart your way to improvement with our free continuous performance management starter pack ! A turnkey solution packed with best practices, a performance cycle action plan, a goal-setting worksheet, and sample agendas to help you map out every performance checkpoint.

15 performance review phrases for positive, negative, and constructive feedback

Now, the crux of this article: Performance review phrases to help shape your own feedback around. Here, you'll find examples of different feedback , from positive to negative to constructive.

As with performance management best practices, these performance review phrases serve as templates — the key is to personalize and expand them, as feedback should be tailored to fit the unique needs of each employee performance review.

Positive performance review phrases

Positive feedback is the source of employee engagement, confidence, and motivation. It's a strategic tool that reinforces positive behaviors, making employees feel appreciated and valued, and fosters a culture of recognition.

Scenario 1: When an employee has gone above and beyond on a specific project or task

Feedback example: "I just wanted to give you a big shoutout for the fantastic job you did on [specific project/task]. Your dedication and hard work really stood out, and I couldn't be happier with the results. Your efforts are greatly appreciated, and I'm here to help you succeed in future projects. Keep it up!"

Positive performance review phrases like the above show employees that you value their extra efforts, which help drive the company's success and well-being, and encourage them to aim to exceed expectations.

Scenario 2: When an employee successfully leads a challenging project

Feedback example: "Leading the cross-functional team on [specific project] was no small feat, and you handled it with tremendous skill. I wanted to commend your leadership and how you helped other team members navigate the ups and downs to get it delivered. You demonstrate great potential to take on more leadership responsibilities in the future, and I'd love to support you in that if that's something you're interested in."

This positive employee feedback example shows employees that you take notice of leadership wins, and appreciate their contribution to team success.

Scenario 3: When an employee demonstrates exceptional problem-solving ability

Feedback example: "I've noticed the way you tackle problems head-on and I am impressed. It's been a game-changer for the team. When [specific issue] required a strategy, you delivered. You should be proud of your problem-solving skills, as they're a tremendous asset to our success. Keep up the great work, we're lucky to have you!"

This positive employee feedback example shows employees that their tactical or strategic skills don't go unnoticed, and tie into helping achieve overall company objectives.

Scenario 4: When an employee took the initiative to improve a process

Feedback Example: "I noticed how you took the initiative to improve [specific process]. It's had a big impact on our team flow, but what impressed me even more was how proactive you were in identifying that there was a problem and solving it! You've stepped up as a great example for the rest of the team, and I appreciate your commitment to continuously improving how we work. Let's keep working together to make our processes even better!"

Positive performance review phrases like the above remind employees that when they step up, their initiative is rewarded. It further nurtures a culture that values proactiveness.

Scenario 5: When an employee consistently provides support to other team members

Feedback example: "I have to say, you've been a huge help recently with [specific example] and [specific example]. As teammates, it's a given that we help each other, but I've noticed you go above and beyond to assist your peers. Your willingness to lend a hand to other team members, and share your knowledge, as well as your teaching skills, has really shined. I'm here to help you step into mentorship opportunities if that's something that sounds up your alley."

This positive employee feedback example highlights a culture of collaboration, and that certain abilities are not only recognized but nurtured to help employees progress in their careers.

Constructive performance review phrases

The objective of constructive feedback is to recognize an employee's contribution while also highlighting areas of improvement — be it about communication skills or time management. For feedback to be constructive , it must frame things so employees understand how improvement will serve them and their team.

Scenario 6: When an employee gave it their all in a project but didn't hit the goal they set out to achieve

Feedback example: "I do not doubt your dedication to the [specific project], and your hard work and efforts have been commendable. While you didn't hit the goal(s) we initially set, like with [specific goal], I feel there's loads of learning potential here to hit a home run next time. Let's chat about what went well, and what could've been better, and figure out a strategy together for when you take on new projects. Your work here is really valuable, and I'm here to make sure you can achieve even more success!"

Performance review phrases like this one communicate that even if employees don't quite hit the mark, their efforts are still appreciated and they can feel reassured that their manager is there to help them improve.

Scenario 7: When an employee demonstrated strong leadership skills but didn't properly delegate tasks

Feedback example: "I really appreciate your leadership on [specific project]. There's no doubt about your strengths. Although, I feel there's room for growth in some specific areas, like delegation, and I'm here to help you work on that. For example, [specific example] could've gone better to avoid [related concern]. Let's take some time to discuss a few strategies to improve your delegation skills. Your leadership potential is something worth nurturing, and I have no doubt that if we refine this key aspect you'll be taking charge flawlessly."

This feedback example sandwiches constructive criticism between praise and encouragement so that employees can understand that improvements are opportunities for future success, not setbacks.

Scenario 8: When an employee's communication skills can be improved for greater clarity

Feedback example: "As you know, communication is vital for any project. I love how communicative you were on [specific project], but there were a couple of instances where clarity could've been better to avoid [related issue]. Don't worry, I've been there before. If we refine this skill, I'm confident communication will feel smoother. I have a few tips on how to be clear and concise, so let's explore ways we can help you structure and enhance your communication skills."

This feedback example also uses the sandwich method, making sure to include praise along with constructive criticism. It also demonstrates empathy from the manager, creating a safe environment where the employee can feel empowered in the opportunity to improve.

Scenario 9: When an employee shows promise but could use additional training

Feedback example: "I love how creative you were when tackling [specific task]. This really demonstrates how much potential you have to succeed. However, it made me realize that additional training in [related skill] could help you improve. Let's chat about some skill development opportunities I have in mind for you. I'm confident that the right training will do your creativity justice in the long run."

This constructive feedback example uses positive reinforcement and praise while steering the employee toward improvement opportunities. It communicates to them that the company sees the value in their creative solutions, and is willing to invest in their success.

Scenario 10: When an employee has provided great individual contributions but could improve on team contributions

Feedback example: "All your recent individual contributions to [specific project] have been valuable, so keep up the good work! That said, I'd like to encourage you to get more involved when it comes to teamwork and collaboration. When we work together instead of alone, and leverage each other's strengths, both our collective and own success shines. Let's talk about a few ways we can make sure you get more involved."

This constructive feedback example acknowledges current value while highlighting where more value could be unlocked. It reminds the employees of the greater picture and how they can have even more impact if they improve collaboration.

Negative performance review phrases

Not every feedback conversation is easy. Some are a little trickier and more delicate. This is the case when feedback addresses larger issues, like poor performance . While managers need to remain empathetic, it's also crucial for them to be clear on the fact that remedying these issues is non-negotiable.

Scenario 11: When an employee has been repeatedly missing deadlines

Feedback example: "I've noticed a pattern of missed deadlines recently, such as with [specific example] and [specific example]. As you know, meeting deadlines is critical, and this can't keep happening, so let's discuss this issue to see how we can remedy this. I want to understand the challenges you're facing so we can put in place an effective plan to improve your time management. Sounds good?"

By ensuring specific examples are given to back up a manager's concern, performance review phrases around a negative situation remain objective and fact-based. It also ensures that employees are reminded of company standards and that they are supported in their own improvement.

Scenario 12: When an employee's toxic attitude is affecting the team's morale

Feedback example: "I need to talk to you about concerns that have been raised regarding your interactions with the team. Based on peer feedback and my own observations, it's become apparent that your attitude is impacting team morale. I might not have the full picture, but I want us to have an open, one-on-one conversation about what's going on, and hear your perspective too, so we can work on this problem and agree on ways to foster a more positive team environment. Can you block your schedule one hour before the end of the day so we can address this ASAP? "

This negative feedback example is straightforward, objective, and prompt. It sets out the next steps to fix an attitude issue right away instead of letting it fester, while also communicating openness towards the employee's perspective.

Scenario 13: When an employee displays resistance to feedback

Feedback example: "Open communication is important at [company], and receiving and incorporating feedback is essential for your professional growth. As your manager, my goal is to support your improvement but I feel there's been some resistance to my feedback. This dynamic can limit your development, and I want to see you succeed. Let's take a moment to discuss the reasons behind this resistance. I will be open to your perspective, as I trust you'll be open to mine, so we can figure out a more constructive way forward together."

This negative feedback makes sure to show openness and willingness towards the employee, while also setting a firm tone that standards aren't being met. It also frames this improvement in direct correlation to the employee's success.

Scenario 14: When an employee struggles to adapt to change

Feedback example: "I know changes aren't always comfortable, but they are par of the course in the workplace. Being able to adapt is essential to succeeding in your role. I've noted a few instances where you've struggled in your ability to adapt, like when [specific example]. Let's explore what strategies we can put in place so you can develop your adaptability and have a smoother experience in the future."

Starting the performance review phrases with empathy helps employees receive negative feedback better and sets the tone for collaboration. Stating clear examples to back up statements also provides clarity and validity to feedback.

Scenario 15: When an employee's lack of collaboration impacts team performance

Feedback example: "Collaboration is fundamental to our team's success, and your limited collaboration lately has been noted. This isn't something I can ignore, as it could keep impacting our collective performance. I'd like to schedule a one-on-one with you to talk about the reasons behind this. I've witnessed your past successes, and this lack of teamwork doesn't seem like you. So let's find ways to get you back into a more collaborative spirit, which is important for me, your colleagues, and your own success."

Performance review phrases like the above are designed to remind employees of company standards when it comes to collaboration, while also communicating that no problem can't be fixed when we come together to find solutions.

How self-assessments supplement manager feedback

The more insights the better when it comes to well-rounded feedback. But it's not a one-way street, where feedback solely relies on a manager's point of view. Feedback is a collaborative journey, and employees play a crucial role in their own growth and development too.

Why you shouldn't skip self-assessments:

• They foster ownership and accountability: Self-assessments invite employees to reflect on their own performance. This is an important exercise that puts accountability and ownership of one's success back into their hands.
• They provide a holistic understanding of performance: Self-assessments offer an additional layer of perspective to feedback, allowing both the employee and manager to complete the picture. Pooling from employee insights might reveal important details to the story otherwise overlooked — be it root causes, additional context, or misunderstandings. This helps everyone have a more holistic view of performance.
• They help tailor performance plans: Self-assessments are powerful instruments to feed the next steps after performance reviews. Their insights reveal how to customize performance plans so they hit the nail on the head of what needs to happen for employees to improve.
• They set the foundation for a strong feedback culture : Continuous feedback is an honest, transparent, and constructive back-and-forth. Self-assessments encourage employees to take an active part in feedback giving and receiving, which feeds into a culture of communication and collaboration.

Following up after feedback: What to do after performance reviews

Let's say you've leveraged our performance review phrases, provided stellar feedback, and have just concluded a performance review meeting. Now what?

The conversation doesn't end here. On the contrary! Continuous feedback is an ongoing dialogue throughout the entire employee life cycle. After performance reviews , managers and employees both have the responsibility to keep the momentum going. Here are the key follow-up actions:

Encourage questions

After performance reviews, encourage employees to ask questions about the feedback received. Give them some time to think about it, as they might not think of questions on the spot and need some time to process the performance review. Keep the door open should they ever come back with questions — extra clarity is better than not enough.

Ask for feedback on your feedback

Sounds like a mouthful? We call this the feedback loop . Performance reviews are opportunities for everyone to learn — managers included! Just like room for questions, it's important to invite employees to give feedback on the feedback they received. They might be able to highlight what parts of the feedback have been most constructive, so you can better adapt your feedback style to them in the next round.

Set clear next steps

Thesky is the limit when it comes to the next milestones. After a performance review, define actionable steps and goals for the employee, based on the feedback. Of course, make sure these steps are realistic and appropriate. This is an exercise that should be done together, nurturing engagement and collaboration as a key part of growth and development. When employees have a clear roadmap in front of them, they're more confident and empowered in what's necessary to make progress and move forward.

Set them up for success with the right resources

To support employees in their next steps, managers also have a duty to equip them with what they need to succeed. The conversations within performance reviews should reveal materials, training, or other resources needed for employees to meet their objectives. This step is crucial — otherwise employees, no matter how willing, can only do so much without the right support.

Monitor progress

There are several ways to track an employee's progress after the improvement plan agreed upon after performance reviews. Managers can rely on different metrics, such as key performance indicators (KPIs) or objectives and key results (OKRs) to monitor how well things are going. Qualitative observations, feedback from other team members, and additionally self-assessments should also be leveraged to keep a finger on the pulse of progress.

Check-in between your next performance review

The end of one performance review marks the beginning of preparation for the next. But what happens in between? Plenty. Regular check-ins and additional self-assessments maintain the momentum and continuity of the performance conversation. These moments don't have to be as involved as standard performance reviews but they do ensure that employees stay on course. Check-ins, even if informal, provide the opportunity to make adjustments as needed, instead of waiting too long for managers to intervene.

Adjust your approach

Flexibility is key in continuous performance management . And so must the next steps be! Assessing the effectiveness of the feedback process and remaining open to adjusting the plan as needed is an important mindset to have. After all, a manager and employee might both agree on the best next step after a performance review, only to find out later down the road it might not have been fit for purpose. While performance reviews do set the tone for improvement plans, they aren't set in stone either.

Setting up teams for success with performance feedback

It's cliché, we know, but success truly isn't about the destination — it's about the journey. And with the right performance management approach , there's no stopping your teams along this adventure.

By weaving feedback into the day-to-day, keeping it real with each other, and staying agile, you're already on your way toward a bright future of continuous improvement and perpetual growth.

Equip HR and managers with tools to engage, recognize, and drive performance.

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2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

By Andre Wyatt on January 24, 2021 — 79 minutes to read

• Collaboration and Cooperation Part 1
• Commitment and Professionalism Part 2
• Attendance and Punctuality Part 3
• Quality of Work and Productivity Part 4
• Adaptability Part 5
• Communication and Interpersonal Skills Part 6
• Creativity and Innovation Part 7
• Accountability Part 8
• Customer Focus and Customer Satisfaction Part 9
• Decision-Making and Problem-Solving Part 10
• Dependability and Reliability Part 11
• Ethics and Integrity Part 12
• Flexibility Part 13
• Goal-Setting Part 14
• Initiative Part 15
• Job Knowledge Part 16
• Judgment Part 17
• Listening Skills Part 18
• Leadership and Mentoring Part 19
• Management Style and Supervision Part 20
• Organizing and Planning Part 21
• Teamwork Part 22
• Technical Skills Part 23
• Time Management Part 24
• Training Ability Part 25
• Attitude Part 26
• Critical Thinking Part 27
• General Phrases Part 28

Part 1 Collaboration and Cooperation

Meets or exceeds expectations.

✓ He helps coworkers with their tasks even if they are outside his direct responsibility.

✓ He always assists coworkers that are having difficulty with their tasks.

✓ He promotes cooperation well to ensure staff work as a team to meet deadlines.

✓ He offers assistance willingly.

✓ He accepts constructive criticism positively.

✓ He can be counted on to carry out assignments with careful follow-through and follow-up.

✓ He volunteers to help other teams that need assistance meeting their goals.

✓ He readily shares information and resources with coworkers.

✓ He makes an effort to understand different perspectives and find common ground.

✓ He acknowledges others’ contributions and gives credit where credit is due.

✓ He helps resolve conflicts constructively by listening to all sides.

✓ He treats all coworkers, regardless of role or level, with equal respect.

✓ He keeps others informed of his progress so they can provide input.

✓ He compromises when necessary to reach agreements beneficial to all.

✓ He respects others’ time by communicating delays and being punctual.

✓ He supports team decisions even if they differ from his own viewpoints.

✓ He welcomes new coworkers and helps them learn their roles quickly.

✓ He identifies opportunities for coworkers to collaborate effectively.

✓ He brings people together around shared goals rather than divisions.

✓ He considers multiple viewpoints when evaluating alternatives and solutions.

✓ He facilitates cooperation across departments and organizational boundaries.

✓ He helps orient newcomers to workplace norms, policies and best practices.

✓ He takes initiative to maintain positive working relationships with others.

✓ He takes an active interest in coworkers’ work and helps where needed.

✓ He expresses appreciation for others’ contributions to the team’s success.

✓ He keeps an open mind and is willing to re-evaluate his own assumptions.

✓ He acknowledges his own limitations and involves others as needed.

✓ He makes the needs of the team a priority over his own preferences.

✓ He shares credit liberally and deflects praise onto coworkers.

✓ He makes the effort to connect with coworkers outside of work responsibilities.

✓ He advocates for the team’s interests when interacting with other groups.

✓ He helps foster an environment where people want to cooperate and help each other.

✓ He brings out the best in coworkers through respect, support and positivity.

✓ He makes cooperation and collaboration a regular part of his work approach.

See also: 200+ Performance Review Phrases for Professionalism, Collaboration and Cooperation, Punctuality

Below Expectations

✗ He is not a willing team player and prefers to work individually.

✗ He is unwilling to assist coworkers, even when asked.

✗ He is professional in his work but is unwilling to give advice to others.

✗ He shows himself to be a person who does not want to work with others.

✗ He is the person least likely to offer assistance when needed.

✗ He easily takes on new tasks well but fails to communicate with and train others.

✗ He hoards information and resources rather than sharing them.

✗ He dismisses others’ viewpoints without consideration.

✗ He takes credit for joint work without acknowledging contributions.

✗ He argues his point of view rather than seeking agreement.

✗ He makes no effort to understand perspectives different than his own.

✗ He shows favoritism towards certain coworkers.

✗ He keeps teammates uninformed about his progress and plans.

✗ He is unwilling to compromise on issues important to others.

✗ He misses deadlines without communicating delays appropriately.

✗ He undermines group decisions that don’t align with his preferences.

✗ He does not help new coworkers or ensure they understand their roles.

✗ He fails to identify ways for coworkers to work together effectively.

✗ He allows disagreements to divide the team rather than unite them.

✗ He considers only his perspective rather than many viewpoints.

✗ He does not facilitate cooperation between departments.

✗ He does not help orient newcomers or introduce workplace standards.

✗ He does little to build positive relationships with coworkers.

✗ He is uninterested in others’ work and does not offer assistance.

✗ He fails to acknowledge others’ contributions to success.

✗ He is closed-minded and does not rethink his assumptions.

✗ He takes on too much himself rather than involving others.

✗ He prioritizes his self-interests over the team’s needs.

✗ He takes credit for himself and does not recognize others.

✗ He is detached from coworkers outside of work responsibilities.

✗ He does not represent the team’s interests to other groups.

✗ He fosters an individualistic rather than cooperative culture.

✗ He fails to bring out the best in coworkers.

✗ Cooperation is not a regular part of his work approach.

See also: 200+ Performance Review Phrases for Professionalism, Collaboration and Cooperation, Punctuality Related: 26 Example Paragraphs for Performance Reviews [Positive & Negative Feedback]

Part 2 Commitment and Professionalism

✓ He is self-motivated and strives to complete all his tasks on time.

✓ He is a perfectionist. He does not stop until he has produced excellent results.

✓ He shows significant interest in his job and he constantly generates new ideas.

✓ He has a high level of professional knowledge of his job.

✓ He takes initiative and finds ways to continuously improve his work.

✓ He maintains a positive attitude even during difficult or stressful times.

✓ He takes pride in his work and strives for the highest quality outcomes.

✓ He maintains up-to-date knowledge in his field through ongoing learning.

✓ He approaches problems with care, diligence and a solutions-oriented mindset.

✓ He consistently delivers work that exceeds expectations for his role.

✓ He demonstrates passion for his profession and enthusiasm for his work.

✓ He represents the organization professionally in all interactions.

✓ He pays close attention to details and catches and fixes errors.

✓ He takes responsibility for his work and does not make excuses.

✓ He meets all deadlines through effective time management.

✓ He seeks to continuously improve processes and find efficiencies.

✓ He maintains professional composure even under pressure.

✓ He is dedicated to serving organizational goals and priorities.

✓ He is highly organized and ensures all work is well documented.

✓ He is proactive about anticipating problems and developing solutions.

✓ He takes on extra responsibilities without being asked.

✓ He is willing to work extra hours if needed to complete tasks.

✓ He maintains a high-quality portfolio of work accomplishments.

✓ He seeks feedback to further improve his skills and performance.

✓ He sets an example of excellence that motivates high performance.

✓ He displays leadership and mentors less experienced coworkers.

✓ He demonstrates full commitment to the organization’s success.

✓ He is passionate about his field and continuously expands his expertise.

See also: 200+ Performance Review Phrases for Commitment and Professionalism, Collaboration, Punctuality

✗ He fails to perform his required duties.

✗ He takes excessive breaks and is reluctant to perform his duties.

✗ He often attempts to leave the workplace early.

✗ He fails to show any real interest in his job.

✗ He is rarely on time and his appearance is untidy.

✗ He misses deadlines and does not take responsibility.

✗ His work is sloppy and does not meet quality standards.

✗ He makes excuses when errors occur or problems arise.

✗ He is resistant to feedback and does not take it constructively.

✗ He shows little initiative and relies heavily on supervision.

✗ His knowledge in his field is outdated or insufficient.

✗ He represents the organization unprofessionally to others.

✗ He fails to anticipate issues and leaves problems for others.

✗ He avoids extra responsibilities and passes off work to others.

✗ He is unwilling to work additional hours when required.

✗ He does not document or organize work effectively.

✗ He shows a lack of dedication to organizational goals.

✗ He is disorganized and loses or misfiles important documents.

✗ He displays a poor attitude that negatively impacts others.

✗ He is not punctual and misses meetings or appointments.

✗ His portfolio lacks substance and accomplishments.

✗ He is closed to feedback and does not seek to improve.

✗ He shows lack of passion for his profession or field.

✗ He fails to set a positive example for others.

See also: 200+ Performance Review Phrases for Commitment and Professionalism, Collaboration, Punctuality Related: 28 Essential Areas of Improvement for Employees [with Examples]

Part 3 Attendance and Punctuality

✓ His performance is always reliable and he follows his work schedule well.

✓ He manages his schedule well. He fully completes all tasks assigned to him for the week.

✓ He sets a standard by his perfect attendance.

✓ He is the ideal employee who arrives to work and leaves on time. He also takes his breaks as per his schedule.

✓ He arrives at work every day fully prepared to tackle his responsibilities.

✓ He is reliable and there are no concerns with his attendance.

✓ He is punctual for work and meetings.

✓ He always arrives to work prepared.

✓ He notifies managers well in advance of any planned time off.

✓ He makes arrangements to ensure coverage of responsibilities during absences.

✓ He is present and engaged during all scheduled working hours.

✓ He arrives early to prepare for the day and stays late to complete work.

✓ He adheres strictly to scheduled start and end times each day.

✓ He is always ready to start work promptly at the scheduled time.

✓ He schedules personal appointments outside of working hours.

✓ He coordinates schedules with coworkers to avoid disruption.

✓ He is an exemplary role model for attendance standards.

✓ He ensures tasks are covered when absent through contingency plans.

✓ He is always on time for scheduled shifts, meetings and deadlines.

✓ His attendance and punctuality are impeccable year after year.

✓ He is committed to being present and productive during work hours.

✓ His schedule is optimized to maximize productivity and availability.

✓ He takes initiative to swap shifts to meet organizational needs.

✓ He is reliable in unpredictable or emergency situations.

✓ His attendance creates a standard that motivates others.

✓ He communicates clearly about his availability and schedule.

✓ His attendance record is exemplary with no issues to address.

See also: 200+ Performance Review Phrases for Professionalism, Collaboration, Attendance and Punctuality

✗ He has an inconsistent attitude that often negatively affects the team.

✗ He follows the appropriate schedule but he is often late returning from off-site activities which negatively impacts his coworkers.

✗ He does not meet the attendance standards for punctuality.

✗ He does not return communications in a timely manner.

✗ He is often late for work and does not follow the attendance policy.

✗ He takes unapproved time off or exceeds allotted paid leave.

✗ He is frequently absent or late with no advance notification.

✗ He leaves early or takes extended breaks without permission.

✗ His schedule is unpredictable and disrupts coworkers’ work.

✗ He does not make arrangements when absent and work piles up.

✗ He misses deadlines and appointments due to poor time management.

✗ He arrives late to meetings and appointments on a regular basis.

✗ His tardiness and absenteeism set a negative example for others.

✗ He is frequently unavailable during scheduled working hours.

✗ He takes unscheduled days off at short notice.

✗ His schedule requires excessive supervision and follow up.

✗ He fails to follow attendance and punctuality policies.

✗ His whereabouts and availability are unpredictable.

✗ He does not respond to communications in a timely manner.

✗ His inconsistent schedule disrupts operations.

✗ His attendance record demonstrates repeated issues.

Part 4 Quality of Work and Productivity

✓ He is a detail minded person and his work is always completed with high quality.

✓ He always maintains a high level of accuracy in his work.

✓ He maintains a good standard of work aligned with a high level of productivity.

✓ He takes on new responsibilities with minimal guidance or direction.

✓ He has a strong grasp and understanding of his job responsibilities.

✓ He always maintains accuracy in his work.

✓ He never neglects any detail of any task given to him.

✓ His good performance level is highly appreciated. His work is high quality and accurate.

✓ He developed a [program/initiative] that delivered [x] results.

✓ He improved output/production by [x]%.

✓ He exceeded start of year goals by [number].

✓ He provides consistent results that clients or customers can always count on.

✓ He efficiently completes tasks well ahead of deadlines.

✓ He takes initiative to improve processes and increase efficiency.

✓ His work requires little to no rework or corrections.

✓ He delivers work that sets a high standard for others.

✓ He maintains meticulous records and documentation.

✓ He finds innovative solutions to complex problems.

✓ His work product exceeds the requirements of his role.

✓ He completes extra tasks above his normal duties.

✓ Customers and clients consistently praise his work.

✓ He achieves results above performance targets.

✓ He delivers work on time and within budget.

✓ His solutions are well thought out and long lasting.

See also: 300+ Performance Review Phrases for Quality of Work and Productivity, Adaptability, Communication

✗ He rarely achieves his monthly performance targets.

✗ He produces a higher defect rate than his peers.

✗ His work does not comply with the required output standards.

✗ He demonstrates a low level of knowledge of the required work procedures.

✗ He is reluctant to take on new responsibilities.

✗ He is unable to concentrate on his work.

✗ He is unaware of his job requirements.

✗ The quality of his work is unreliable.

✗ He fails to spend sufficient time to check his work before submission.

✗ He is unable to perform his job without assistance.

✗ His lack of concentration results in a high level of errors.

✗ His work doesn’t pass inspection by other team members.

✗ He doesn’t pay attention to the details of the tasks he is assigned.

✗ He overlooks key requirements given to him for his tasks.

✗ He fails to meet basic quality standards.

✗ His work requires excessive corrections.

Part 5 Adaptability

✓ He maintains a calm and composed demeanor under stressful situations.

✓ He acknowledges and recognizes any proposal for change.

✓ He promptly tackles changes while completing his assignments.

✓ He welcomes criticism that will help to improve the business.

✓ He is willing to look for more effective methods to conduct business.

✓ He adjusts his approach when facing obstacles.

✓ He considers different perspectives before deciding on a course of action.

✓ He incorporates feedback into improving his work methods.

✓ He remains open-minded towards new ideas and suggestions.

✓ He readily accepts additional responsibilities when needed.

✓ He is flexible enough to take on varied tasks.

✓ He adapts his communication style to different personalities.

✓ He makes necessary adjustments to changing priorities.

✓ He alters his approach based on the situation’s unique demands.

✓ He tailors his solutions according to the target audience.

✓ He reworks procedures in response to shifting business needs.

✓ He modifies plans readily in light of new information.

✓ He fine-tunes methods to optimize performance.

✓ He varies his problem-solving techniques for differing issues.

✓ He adjusts easily to new teams and working environments.

✓ He alters traditional methods when more effective options emerge.

✓ He diversifies his skill set through ongoing training.

✓ He reconsiders solutions in response to changing needs.

✓ He tweaks established processes with new developments.

✓ He modifies deadlines and timelines to accommodate alterations.

✓ He reworks content for various presentation formats.

✓ He streamlines operations by refining ineffective practices.

✓ He upgrades skills continuously to stay ahead of changes.

See also: Performance Review Phrases for Quality of Work, Adaptability, Communication

✗ He is slow to confront any changes.

✗ He is unwilling to accept even minor changes.

✗ He is easily confused about “out of plan” changes.

✗ He is unwilling to accept last-minute changes.

✗ He struggles adjusting to unexpected obstacles.

✗ He resists considering different viewpoints.

✗ He fails to incorporate constructive criticism.

✗ He dismisses new ideas without proper evaluation.

✗ He declines additional responsibilities outside his scope.

✗ He struggles shifting between diverse tasks.

✗ He uses a rigid communication approach.

✗ He has difficulty adjusting to shifting priorities.

✗ He applies a one-size-fits-all solution method.

✗ He struggles tailoring solutions for different audiences.

✗ He is slow to modify procedures in response to changes.

✗ He fails to update plans with new information.

✗ He does not fine-tune methods for better performance.

✗ He uses a standardized problem-solving approach.

✗ He has difficulties adjusting to new teams and environments.

✗ He clings to outdated methods despite better options.

✗ He fails to expand his skillset through ongoing learning.

✗ He is slow to reconsider solutions that no longer fit.

✗ He uses a one-size-fits-all communication style.

✗ He resists tweaking processes for new developments.

✗ He does not refine strategies in line with market changes.

✗ He teaches all learners uniformly regardless of needs.

✗ He is inflexible about deadlines and timelines.

✗ He presents content in a rigid format.

✗ He clings to ineffective practices rather than streamline.

✗ He fails to upgrade skills to adapt to changes. See also: Performance Review Phrases for Quality of Work, Adaptability, Communication

Part 6 Communication and Interpersonal Skills

✓ His communication skills, both verbal and written, are highly effective.

✓ He is a friendly communicator and has built a rapport with every division in the company.

✓ His positive attitude and willingness to listen are highly appreciated by her coworkers.

✓ He regularly gives constructive feedback.

✓ He makes new employees feel welcome.

✓ He provides accurate and timely information, both written and orally.

✓ He actively listens to others.

✓ He involves others in problem solving.

✓ He provides clear instructions and expectations.

✓ He accepts criticism, is open to new ideas, and handles conflict constructively and diplomatically.

✓ He articulates ideas in a clear and organized manner.

✓ He communicates effectively with all levels of staff.

✓ He establishes rapport easily with both internal and external contacts.

✓ He shares credit and recognizes others’ contributions.

✓ He gives and receives feedback professionally and productively.

✓ He builds strong working relationships across departments.

✓ He expresses empathy when listening to others.

✓ He facilitates discussions to reach agreement.

✓ He communicates appropriately for each audience and situation.

✓ He addresses concerns respectfully and seeks mutually agreeable solutions.

✓ He presents information compellingly to different groups.

✓ He encourages open dialogue and the sharing of perspectives.

✓ He mediates disagreements constructively to find common ground.

✓ He maintains an approachable demeanor to foster collaboration.

✓ He keeps others informed proactively through regular updates.

✓ He clarifies expectations to ensure shared understanding.

✓ He negotiates diplomatically to reach mutually agreeable solutions.

✓ He fosters an environment of trust and respect among colleagues.

✓ He expresses disagreement respectfully and proposes alternative options.

✓ He welcomes diverse viewpoints and new ideas from all levels.

✓ He facilitates cooperation across teams to accomplish goals.

✓ He connects people to build new relationships and opportunities.

✓ He keeps an open door to address any staff concerns constructively.

✓ He makes others feel heard by paraphrasing their perspectives.

✓ He brings people together, finds common ground and moves discussion forward productively.

✓ He acknowledges others effectively to build morale and engagement.

✓ He resolves interpersonal issues diplomatically to maintain cohesion.

✓ He keeps an even temper when under pressure or during disagreement.

See also: Performance Review Phrases for Communication and Interpersonal Skills

✗ He fails to communicate with his team members in an effective way.

✗ He must improve his foreign language skills.

✗ He is not adept at documenting verbal communication. He should work on this skill over the next 90 days.

✗ He should communicate project status updates more frequently.

✗ Many of his coworkers see him as unapproachable.

✗ He needs to work on listening to others.

✗ He works well with members of his own team, yet he has an “us” against “them” mentality when it comes to others within the company.

✗ He struggles articulating ideas clearly.

✗ He fails to communicate effectively across levels.

✗ He has difficulty establishing rapport externally.

✗ He takes credit individually rather than recognizing others.

✗ He gives feedback in an unproductive manner.

✗ He lacks strong working relationships across departments.

✗ He does not show empathy when others speak.

✗ He does not facilitate discussions to reach agreement.

✗ He uses an inappropriate communication style.

✗ He fails to address concerns respectfully to find solutions.

✗ He presents information poorly to different groups.

✗ He discourages open dialogue and sharing of perspectives.

✗ He handles disagreements in an unconstructive manner.

✗ He maintains an inapproachable demeanor.

✗ He fails to provide regular updates proactively.

✗ He lacks clarity on expectations.

✗ He negotiates in an adversarial rather than cooperative spirit.

✗ He fosters an environment lacking trust and respect.

✗ He expresses disagreement disrespectfully.

✗ He discourages diverse viewpoints and new ideas.

✗ He fails to facilitate cooperation across teams.

✗ He does not connect people to build opportunities.

✗ He is inaccessible to address staff concerns.

✗ He does not acknowledge others’ perspectives.

✗ He moves discussions in an unproductive direction.

✗ He fails to acknowledge others effectively.

✗ He loses his temper during disagreement or pressure. See also: Performance Review Phrases for Communication and Interpersonal Skills

Part 7 Creativity and Innovation

✓ He shows that he can develop creative solutions to solve problems.

✓ He thinks outside the box to find the best solutions to a particular problem.

✓ He regularly contributes suggestions on how to improve company processes.

✓ He constantly searches for new ideas and ways to improve efficiency.

✓ He has launched creative initiatives such as [specific example].

✓ He creates breakthrough and helpful ideas in meetings.

✓ When we face difficulty, we are sure that we can rely on her for a helpful and creative solution.

✓ He is a creative person. When problems occur, he is often the first person who thinks and finds the most effective solutions to deal with them perfectly.

✓ He develops innovative concepts for new products and services.

✓ He approaches challenges with an imaginative mindset.

✓ He generates fresh perspectives on existing problems.

✓ He encourages his team to think creatively and come up with innovative solutions.

✓ He fosters a culture of creativity and innovation within his team.

✓ He recognizes and rewards creative thinking and innovation within his team.

✓ He provides opportunities for his team to develop their creativity and innovation skills.

✓ He collaborates with his team to generate new and innovative ideas.

✓ He is willing to experiment with new approaches or ideas, which enables the team to innovate.

✓ He seeks out new and innovative solutions to problems.

✓ He is receptive to feedback or suggestions from his team regarding creative solutions.

✓ He prioritizes creativity and innovation in his team’s goals and objectives.

✓ He invests in training or development programs to enhance his team’s creativity and innovation skills.

✓ He provides a safe and supportive environment for his team to take creative risks.

✓ He encourages his team to challenge the status quo and think outside the box.

✓ He recognizes and appreciates the value of creative thinking and innovation in achieving business goals.

✓ He is proactive in seeking out new and innovative opportunities for the team.

✓ He provides the necessary autonomy and freedom for his team to explore creative solutions.

✓ He empowers his team to take ownership of their creativity and innovation efforts.

✓ He recognizes and addresses barriers that may hinder his team’s ability to be creative and innovative.

✓ He provides the necessary support and resources for his team to implement creative solutions.

✓ He fosters a culture of experimentation and learning from failure.

✓ He is able to adapt to changing circumstances and find creative solutions to new challenges.

✓ He consistently comes up with fresh and innovative ideas to improve business operations.

✓ He inspires his team to think creatively and embrace new ideas.

✓ He is able to balance creativity with practicality to find effective solutions.

✓ He is skilled at identifying opportunities for innovation and implementing them successfully.

✓ He encourages a collaborative approach to problem-solving, which leads to creative solutions.

✓ He is able to communicate complex ideas in a clear and creative manner.

✓ He is passionate about exploring new ideas and finding innovative solutions to problems.

See also: 242 Performance Appraisal Examples (Creativity, Accountability, Customer Satisfaction)

✗ He does not care about the creative side of his team and always ignores the innovate employees reporting to him.

✗ He does not encourage his team to find creative solutions.

✗ He demonstrates a lack of interest in contributing creative or innovative ideas.

✗ He has a difficult time thinking “outside of the box” and creating new solutions.

✗ He is creative but he has a tendency to act before thinking. This causes problems when he pushes untested or unexamined ideas forward too quickly.

✗ He discourages creative solutions from his team.

✗ He rarely considers new and innovative ideas from his team.

✗ He shows little interest in exploring creative solutions to problems.

✗ He tends to stick to traditional methods instead of exploring new and innovative approaches.

✗ He is not open to new ideas and tends to shut down creative suggestions from his team.

✗ He lacks the ability to think creatively and come up with innovative solutions.

✗ He does not value creativity and innovation in his team.

✗ He is resistant to change and new ideas, which limits the team’s ability to innovate.

✗ He does not provide the necessary resources or support for his team to be creative and innovative.

✗ He does not foster a culture of creativity and innovation within his team.

✗ He is not willing to take risks or try new things, which hinders the team’s ability to innovate.

✗ He does not encourage his team to think creatively and come up with innovative solutions.

✗ He does not recognize or reward creative thinking and innovation within his team.

✗ He does not provide opportunities for his team to develop their creativity and innovation skills.

✗ He does not collaborate with his team to generate new and innovative ideas.

✗ He is not willing to experiment with new approaches or ideas, which limits the team’s ability to innovate.

✗ He does not seek out new and innovative solutions to problems.

✗ He is not receptive to feedback or suggestions from his team regarding creative solutions.

✗ He does not prioritize creativity and innovation in his team’s goals and objectives.

✗ He does not invest in training or development programs to enhance his team’s creativity and innovation skills.

✗ He does not provide a safe and supportive environment for his team to take creative risks.

✗ He does not encourage his team to challenge the status quo and think outside the box.

✗ He does not recognize or appreciate the value of creative thinking and innovation in achieving business goals.

✗ He is not proactive in seeking out new and innovative opportunities for the team.

✗ He does not provide the necessary autonomy and freedom for his team to explore creative solutions.

✗ He does not empower his team to take ownership of their creativity and innovation efforts.

✗ He does not recognize or address barriers that may hinder his team’s ability to be creative and innovative.

✗ He does not provide the necessary support and resources for his team to implement creative solutions.

Part 8 Accountability

✓ His willingness to assist team mates in completing their tasks demonstrates his sense of responsibility.

✓ His is fully accountable for his actions and never shirks responsibility.

✓ He readily assists coworkers in response to fluctuations in workloads.

✓ He offers assistance to others without needing to be asked.

✓ He readily volunteers assistance even when it would not normally be expected.

✓ He is empathetic to the needs of others.

✓ He strives to create a positive atmosphere in the work place.

✓ He shows awareness of the environment external to the organization and its needs.

✓ He routinely uses his time efficiently.

✓ He is always open to receiving feedback on his work.

✓ He takes ownership of tasks from start to finish without needing reminders or oversight.

✓ He recognizes when additional help is required and finds solutions without compromising quality or deadlines.

✓ He acknowledges mistakes and uses them as an opportunity for personal and professional growth.

✓ He considers the impacts of his actions and decisions on others.

✓ He leads by example with a strong work ethic that motivates those around him.

✓ He maintains integrity and earns trust through consistent demonstration of competence and character.

✓ He respects organizational hierarchy while contributing bold new ideas.

✓ He finds meaning and purpose in his work that extends beyond self-interest.

✓ He considers multiple perspectives on challenges and builds consensus before deciding on solutions.

✓ He gives credit to others and shares praise for team accomplishments.

✓ He meets commitments dependably while adapting plans in response to new information.

✓ He maintains a positive, solution-oriented mindset even in stressful or ambiguous situations.

✓ He advocates for process improvements based on objective data rather than subjective preferences.

✓ He builds cooperative relationships across departments and divisions to enhance coordination.

✓ He leads with compassion and brings out the best in others through mentorship and example.

✓ He remains solutions-focused under pressure without allowing stress to diminish performance.

✓ He readily admits gaps in his own knowledge and seeks guidance to develop expertise.

✓ He approaches others and conflicts with empathy, fairness and good faith.

✓ He holds himself accountable to high standards of excellence with diligence and discipline.

✓ He gives full attention to each task and sees them through to completion before moving to new priorities.

✓ He leads proactively and anticipates challenges before they arise.

✓ He sets a vision and strategy for success while empowering others to help achieve shared goals.

✓ He builds a culture of growth where all team members feel empowered to contribute.

✓ He maintains a learning mindset and adopts better practices and tools to optimize outcomes.

✓ He fosters collaboration to leverage diverse skills and perspectives for maximum impact.

See also: Performance Review Phrases for Accountability

✗ He often tries to offset responsibility onto others.

✗ He is very reluctant to acknowledge his failures.

✗ He doesn’t accept responsibility well.

✗ He frequently looks for excuses for failure instead of accepting responsibility.

✗ He blames processes and policies for his own shortcomings.

✗ He resists feedback that challenges his assumptions or requires changes in his methods.

✗ He takes credit for team accomplishments while avoiding blame for setbacks.

✗ He focuses on mistakes of others rather than supporting improvement.

✗ He fails to follow through on commitments, leaving others in the lurch.

✗ He makes excuses when deadlines are missed or quality lapses occur.

✗ He acts entitled and resistant when asked to take on additional responsibilities.

✗ He avoids owning up to subpar work and tries to slip mediocre results past supervisors.

✗ He plays the blame game instead of taking initiative to resolve issues constructively.

✗ He lacks self-awareness and is unable to recognize gaps in competencies or performance.

✗ He shows little initiative and needs constant supervision and prompting.

✗ He becomes defensive when standards are enforced or deadlines loom.

✗ He acts entitled and resistant when asked to improve or take on additional responsibilities.

✗ He makes excuses for missed deadlines and deliverables that do not meet expectations.

✗ He lacks ownership over projects and sees tasks as someone else’s responsibility.

✗ He misses obvious problems and does not recognize the need for corrective action.

✗ He acts like a victim of circumstances beyond his control rather than an empowered agent.

✗ He avoids difficult conversations and decisions, passing problems to others.

✗ He fails to acknowledge missteps, limiting opportunities to learn and grow.

✗ He lacks attention to detail and quality, delivering subpar work products repeatedly.

✗ He makes excuses when deadlines are missed or deliverables fall short of requirements.

✗ He acts entitled and resistant when constructive feedback points to areas needing improvement.

✗ He lacks initiative and ownership, avoiding extra tasks outside of basic job duties.

✗ He plays the victim rather than taking responsibility for solving problems he contributed to creating. See also:  Performance Review Phrases for Accountability

Part 9 Customer Focus and Customer Satisfaction

✓ He can find the right approach with any client, even the most critical one.

✓ He is always polite and friendly with his customers. He never interrupts them during a conversation.

✓ He cannot afford to disappoint his client. If he has promised to do something, he will fulfill his promise.

✓ He always cares about the clients’ comfort and convenience.

✓ He always goes above and beyond his job requirements to satisfy his customers.

✓ He works well with clients. His clients never complain about him.

✓ He deals with difficult customers with grace.

✓ He has consistently high marks on his customer satisfaction surveys.

✓ He provides consistent, quality service to all customers.

✓ He follows up with customers in a timely manner.

✓ He makes an extra effort to keep customers accurately informed.

✓ He listens actively to customers and seeks to understand their needs and preferences.

✓ He responds to customer inquiries promptly and professionally.

✓ He takes ownership of customer issues and works diligently to resolve them.

✓ He anticipates customer needs and proactively offers solutions.

✓ He shows empathy and understanding when customers express frustration or dissatisfaction.

✓ He maintains a positive attitude even when dealing with challenging customers.

✓ He takes responsibility for customer outcomes and works to exceed expectations.

✓ He builds rapport and trust with customers through consistent delivery of high-quality service.

✓ He shows flexibility and adaptability in response to changing customer needs or preferences.

✓ He demonstrates a deep understanding of the products or services he provides to customers.

✓ He seeks feedback from customers to improve service and product offerings.

✓ He maintains accurate and up-to-date records of customer interactions and needs.

✓ He responds to customer complaints with a sense of urgency and works to resolve them quickly.

✓ He is proactive in identifying and addressing potential customer issues before they arise.

✓ He is patient and persistent in working with customers to resolve complex issues.

✓ He is knowledgeable about competitors and industry trends, using this information to better serve customers.

See also: Performance Review Phrases for Customer Focus and Customer Satisfaction

✗ He can deal with the everyday customer service situations, but with complex issues, he is not flexible and does not know what action to take.

✗ His average time per call is too high. He needs to reduce the average time per call.

✗ He can deal with customers on the phone very well, but he does not handle face to face customer contact very well.

✗ His customers always give him low marks in the customer satisfaction surveys.

✗ He does not always listen to his customers well.

✗ He has not understood completely why customer service training is important. He is late to class frequently and sometimes does not take part at all.

✗ He consistently passes challenging issues to others instead of tackling them himself.

✗ He appears to become frustrated by clients who ask questions.

✗ He does not understand how to deal with a difficult customer. He passes difficult customers to his supervisor frequently.

✗ He lacks initiative in finding solutions to challenging customer issues.

✗ He shows impatience or irritation when dealing with customers who have complex or nuanced needs.

✗ He does not take ownership of customer issues and frequently passes them to others.

✗ He does not follow up with customers in a timely or effective manner.

✗ He shows a lack of empathy and understanding when customers express frustration or dissatisfaction.

✗ He does not communicate clearly or effectively with customers, leading to misunderstandings.

✗ He does not take responsibility for customer outcomes and often blames external factors.

✗ He does not provide consistent, quality service to all customers.

✗ He does not anticipate customer needs or proactively offer solutions.

✗ He does not seek feedback from customers to improve service and product offerings.

✗ He does not maintain accurate and up-to-date records of customer interactions and needs.

✗ He does not respond to customer complaints with a sense of urgency or work to resolve them quickly.

✗ He is not patient or persistent in working with customers to resolve complex issues.

✗ He does not have a deep understanding of the products or services he provides to customers.

✗ He does not show flexibility or adaptability in response to changing customer needs or preferences.

✗ He does not maintain a professional and courteous demeanor even in high-pressure situations.

✗ He does not understand the importance of customer service and how it impacts the success of the business.

✗ He is not proactive in identifying and addressing potential customer issues before they arise.

✗ He does not take customer feedback seriously or use it to improve service and product offerings.

✗ He does not follow through on commitments made to customers, leading to dissatisfaction and mistrust.

✗ He does not show a willingness to learn and improve in his customer service skills.

See also:  Performance Review Phrases for Customer Focus and Customer Satisfaction

Part 10 Decision Making and Problem Solving

✓ He is skilled at analyzing any situation and working out a solution.

✓ He always defines a problem clearly and seeks out alternative solutions.

✓ He is decisive in difficult situations.

✓ He is able to make sound fact-based judgments.

✓ He always analyzes an issue carefully and then looks for different ways to resolve that issue.

✓ He is creative and innovative in finding solutions to complex problems.

✓ He is able to prioritize competing demands and make tough decisions.

✓ He shows good judgment and critical thinking skills in his decision-making.

✓ He is able to identify root causes of problems and address them effectively.

✓ He considers all factors carefully before determining the best course of action.

✓ He thinks through potential consequences before settling on a plan.

✓ He weighs pros and cons objectively to arrive at well-reasoned conclusions.

✓ He solicits input from others to gain different perspectives.

✓ He remains calm under pressure and makes level-headed choices.

✓ He approaches issues with an open mind and seeks the optimal solution.

✓ He thinks creatively to find new approaches to challenging problems.

✓ He learns from past experiences to improve future decision making.

✓ He breaks large problems down into smaller, more manageable pieces.

✓ He considers the bigger picture while also focusing on important details.

✓ He gathers relevant facts from reliable sources before determining a plan.

✓ He adapts decisions as new information becomes available.

✓ He finds practical, workable solutions within given time or resource constraints.

✓ He evaluates outcomes and makes adjustments as needed.

✓ He thinks ahead to foresee potential obstacles or unintended consequences.

✓ He makes well-informed choices that balance risks and potential benefits.

✓ He draws logical conclusions based on evidence rather than assumptions.

✓ He considers diverse viewpoints to develop the best plan of action.

✓ He prioritizes issues and tackles the most important ones first.

✓ He remains open-minded to new information that could change his perspective.

✓ He re-evaluates solutions against original goals and makes refinements.

✓ He thinks through second and third order effects of any choice.

See also: 174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)

✗ He applies overly complex and impractical approaches to solving problems.

✗ He struggles to work out a solution to any difficult problem.

✗ He is uncomfortable when faced with any awkward problem.

✗ He easily loses focus when facing a complex situation.

✗ He makes decisions hastily without considering important factors.

✗ He refuses to acknowledge flaws in his own reasoning or choices.

✗ He makes inconsistent decisions without logical rationale.

✗ He does not re-evaluate choices to identify needed adjustments.

✗ He fails to consider second and third order implications of decisions.

✗ He fails to gather sufficient information before determining a course of action.

✗ He allows emotions to cloud objective evaluation of options.

✗ He refuses to accept input that contradicts his preconceived notions.

✗ He becomes flustered under pressure and makes careless mistakes.

✗ He approaches issues with a closed mind and defends initial impressions.

✗ He focuses on a single solution rather than exploring alternatives.

✗ He fails to see connections between decisions and broader implications.

✗ He does not learn from past errors and repeats missteps.

✗ He makes excuses when solutions do not work out as intended.

✗ He avoids responsibility when decisions produce unintended consequences.

✗ He jumps to conclusions without establishing objective facts.

✗ He struggles to break problems down into manageable components.

✗ He loses sight of overarching goals amid minor setbacks or details.

✗ He makes choices based on anecdotes rather than reliable data.

✗ He refuses to re-examine assumptions when results do not materialize.

✗ He fails to establish criteria to evaluate different options objectively.

✗ He does not anticipate potential challenges or unintended consequences.

✗ He struggles to prioritize issues and tackles unimportant problems first.

✗ He does not adapt solutions in response to changing circumstances.

✗ He disregards constraints and proposes unrealistic solutions.

✗ He rushes through important decisions to avoid deeper analysis.

Part 11 Dependability and Reliability

✓ He is willing to work overtime until the project is finished.

✓ He is the go-to person if the task absolutely must be completed by a given time.

✓ He is dependable and turns in good performance each day. He never fails to impress.

✓ He shows faithful commitment to getting the job done. He consistently performs at or above expectations.

✓ When we have a task that must be done, we turn to him. He has our trust because he’s proven he can get the job done.

✓ He is known for his dependability and willingness to do what it takes.

✓ He can be counted upon for steady performance.

✓ He consistently demonstrates solid performance in all aspects of his work.

✓ He handles projects conscientiously from start to finish.

✓ He meets deadlines reliably and completes work within expected timeframes.

✓ He follows through consistently and honors commitments.

✓ He accepts responsibility for tasks and sees them through to completion.

✓ He maintains a consistent level of quality and effort in all duties.

✓ His work is thoroughly done right the first time with few errors.

✓ He can be counted on to handle important tasks independently.

✓ He is punctual and dependable in attendance and timekeeping.

✓ He keeps others informed of progress and potential delays.

✓ He maintains focus and follows through to the end of projects.

✓ His colleagues trust that work assigned to him will be done reliably.

✓ He is accountable and takes ownership of responsibilities.

✓ His performance level remains consistent even under pressure.

✓ He maintains composure and continues working steadily.

✓ He is proactive in preventing delays or issues with deadlines.

✓ His work habits demonstrate discipline and dependability.

✓ He is a rock others can lean on in times of heavy workload.

✓ His performance level is unwavering despite distractions.

✓ He delivers on commitments with consistent effort and quality.

See also: Performance Feedback Examples for Reliability and Dependability

✗ We cannot depend on him. If a task must be completed it is better assigned to someone else.

✗ His productivity is not as good as that of his coworkers.

✗ He is very loyal but he cannot be depended on. He is an irresponsible person.

✗ He demands reliability from others, but not from himself.

✗ He has energy, drive, and performance levels that are inconsistent and unpredictable.

✗ He makes promises that he doesn’t keep.

✗ He guarantees that deadlines will be met, but consistently misses them.

✗ He is reliable when it suits him, he constantly needs to be reminded to do tasks he does not enjoy.

✗ His work quality and effort levels vary unpredictably.

✗ He does not demonstrate consistent ownership of responsibilities.

✗ He makes excuses when failing to follow through on commitments.

✗ Others cannot rely on him to independently manage important duties.

✗ His work is error-prone and quality is not maintained.

✗ He becomes distracted or sidetracked from tasks easily.

✗ His productivity decreases significantly under normal pressure.

✗ He is unreliable and inconsistent in following instructions.

✗ He does not take initiative or demonstrate accountability.

✗ He fails to multi-task or manage deadlines effectively.

✗ His colleagues cannot depend on tasks being done right the first time.

✗ He becomes overwhelmed and makes poor choices when busy.

✗ He struggles to maintain focus and follow projects through.

✗ He misses important details and fails to deliver quality work.

✗ He does not keep others informed of progress or delays.

✗ His work cannot be depended on to meet professional standards.

✗ He is easily distracted by unrelated tasks or personal matters.

Part 12 Ethics and Integrity

✓ He is a very honest person. He never abuses any company benefits for personal purposes.

✓ He is a highly principled. He is good employee who treats all coworkers equally, regardless of gender, age or any other factor.

✓ He has the ability to resolve disputes with clients and partners peacefully.

✓ He discourages gossip or other negative discourse at the workplace. He forms a good working climate.

✓ He understands his legal responsibility to the company very well.

✓ He has a strong sense of integrity that underlies all his dealings with vendors.

✓ He makes decisions that consistently reflect his strong commitment to acting reputably.

✓ He never shares confidential company information with outsiders without proper authorization.

✓ He reports any violations of company policies or code of conduct that he witnesses.

✓ He handles all customer complaints with empathy, respect and care.

✓ He takes responsibility for his own mistakes and learns from them.

✓ He gives credit to colleagues for their contributions and does not take sole credit for team work.

✓ He leads by example with high ethical standards in all his dealings.

✓ He is honest and transparent in all communication with management and peers.

✓ He handles conflicts of interest appropriately and does not let personal interests influence professional decisions.

✓ He respects privacy and protects sensitive information of customers, partners and the company.

✓ He makes well considered decisions keeping long term interests of stakeholders in mind.

✓ He takes a principled stand against unfair treatment or discrimination.

✓ He acts with utmost integrity in all internal and external interactions.

✓ He takes responsibility for ensuring his team follows the company code of conduct.

✓ He leads by setting an example of high ethical values in his day to day work.

✓ He is honest and transparent in documenting work progress and results.

✓ He takes initiative to clarify and understand expectations to avoid misunderstandings.

✓ He respects and complies with all applicable laws and regulations.

✓ He handles sensitive information with discretion and does not misuse his authority or access.

✓ He is truthful and factual in preparing any documents and records.

✓ He leads by personal example of ethical and lawful conduct.

See also: Performance Feedback Examples for Ethics and Integrity

✗ He has occasionally made misleading statements that have needed to be corrected.

✗ There are some accusations from customers that he been untruthful.

✗ Integrity does not seem to rank particularly highly on his list of priorities.

✗ He always expects integrity from others, but doesn’t always display it himself.

✗ He demonstrates acceptable levels of integrity only intermittently.

✗ He has show several recent lapses in integrity.

✗ He violates company standards and expectations regarding employee integrity.

✗ He has cost the company customers and money because of his disingenuous behavior.

✗ His integrity seems flexible when it suits his purposes.

✗ Lack of integrity undermines his effectiveness and damages his credibility.

Part 13 Flexibility

✓ He is ready to make a new and carefully considered decision if the situation has changed and the previous actions have become inappropriate.

✓ He is ready to work extra hours if urgent and essential issues must be solved by the end of the day.

✓ He is strong and confident but at the same time open-minded. He is always ready to consider proposals from colleagues.

✓ He is always stays aware of market changes to be able to react immediately. This awareness helps the company develop and flourish.

✓ He shows initiative, and is flexible when approaching new tasks.

✓ He is ready to consider new perspectives and adjust his views if compelling counterarguments are presented.

✓ He is willing to take on additional responsibilities outside his normal role when the team needs support.

✓ He adapts smoothly to changing priorities and demands without becoming frustrated or overwhelmed.

✓ He remains open to alternative solutions even after committing to a particular course of action.

✓ He embraces diverse viewpoints and values the unique perspectives of all team members.

✓ He is receptive to feedback and uses it constructively to strengthen his performance.

✓ He transitions between tasks seamlessly thanks to his ability to stay focused yet flexible.

✓ He brings a versatile skill set to each new challenge and finds innovative ways to add value.

✓ He tailors his approach based on the unique needs of diverse clients and stakeholders.

✓ He readily takes on different roles to ensure all work gets done to a high standard.

✓ He handles unforeseen complications calmly and creatively without compromising quality or deadlines.

✓ He maintains a high level of performance despite unpredictable demands and shifting company priorities.

✓ He embraces change proactively and sees it as an opportunity rather than a disruption.

✓ He finds the upside in difficulties and uses challenges to strengthen his adaptability.

✓ He approaches each new task with an open and inquisitive mindset rather than rigid preconceptions.

See also: Employee Performance Evaluation Examples for Flexibility

✗ He does not excel at activities which require a high degree of flexibility.

✗ He can change his point of view without analyzing or defending it. He should be more certain about his proposals.

✗ He tends to resist activities where the path is unknown.

✗ He becomes uptight when the plan changes.

✗ He is not comfortable when the agenda changes unexpectedly.

✗ He prefers sticking to a set routine and gets uneasy with unexpected deviations.

✗ Adapting to new situations does not come naturally to him and he would benefit from being more open to change.

✗ He gets stuck in rigid thinking and has difficulty considering alternative perspectives.

✗ He shows reluctance to adjust his approach even when presented with a better option.

✗ New information that contradicts his preconceptions can make him defensive rather than open-minded.

✗ Last minute changes can frustrate him as he likes advance preparation and scheduling.

✗ He has a tendency to get stuck in rigid ways of thinking instead of considering different perspectives.

✗ Adjusting to alternative solutions requires more effort for him than sticking to his original idea.

✗ He shows reluctance to modify his strategies even when the circumstances change.

✗ Openness to alternate viewpoints is an area he can further develop for improved flexibility.

✗ He demonstrates rigidity in his thinking patterns and could benefit from strengthening his adaptability skills.

✗ Going outside prescribed processes to get work done can be challenging for him.

Part 14 Goal Setting

✓ One of his strengths is his ability to design achievable goals. He ensures those goals are all met on time.

✓ He is effective at goal-setting and challenging himself.

✓ He clearly communicates goals and objectives to coworkers.

✓ He creates clearly defined goals aligned with the company’s mission.

✓ He proactively shares progress towards goals.

✓ He clearly communicates objectives, and what is expected from them to his team members.

✓ He sets clear and measurable performance expectations.

✓ He regularly reviews goals and makes adjustments when needed to ensure success.

✓ His goals are specific, measurable, attainable, relevant and time-bound which helps drive results.

✓  He holds himself and others accountable to meeting goals through consistent tracking of progress.

✓He establishes goals that are challenging yet realistic given available resources and timelines.

✓ His goals are well thought out and take the organization’s strategic objectives into consideration.

✓ He ensures goals are specific enough that success or lack thereof can be clearly evaluated.

✓ He sets ambitious yet attainable stretch goals to drive continuous improvement.

✓ He effectively partners with direct reports to establish shared understanding around goals and expectations.

✓ He regularly provides feedback to individuals and teams on progress towards achieving their goals.

✓ He thoughtfully considers dependencies and priorities when establishing goals and timelines.

✓ He effectively aligns goals across functions to ensure collaboration around shared objectives.

✓ He establishes metrics and milestones to track progress at an appropriate level of granularity.

✓ He empowers team members to help determine how best to achieve their goals.

✓ He ensures goals remain relevant and adjusts them proactively as circumstances change.

✓ He leads by example in setting and achieving his own ambitious goals.

✓ He celebrates wins and recognizes achievement of goals to promote a culture of success.

✓ He effectively prioritizes competing goals to optimize overall results.

✓ He thoughtfully considers risks and mitigation plans when establishing ambitious goals and objectives.

✓ He seeks continuous feedback to ensure goals continue challenging individuals and driving results.

✓ He effectively balances long term strategic goals with shorter cycle tactical objectives.

✓ He establishes clarity around roles and responsibilities to ensure collaborative goal achievement.

See also: Employee Performance Evaluation Examples for Goal-Setting

✗ He struggles to set goals that align with company objectives.

✗ He is ineffective at pursuing his goals.

✗ He is unwilling to accept responsibility for missed goals.

✗ He gets distracted and doesn’t reach his goals or objectives.

✗ He will blame others for missed deadlines and objectives.

✗ He sets goals that sometimes are not achievable.

✗ He fails to communicate goals clearly to team members.

✗ He struggles to establish goals that are specific and measurable.

✗ He does not hold himself or others accountable for meeting established goals.

✗ He sets goals that are often not realistic given available resources.

✗ His goals lack consideration of organizational priorities and objectives.

✗ He sets goals that are not specific enough to evaluate success or failure.

✗ He lacks ambition and sets goals that do not drive continuous improvement.

✗ He does not engage team members in establishing shared goals.

✗ He provides little to no feedback on progress towards goal achievement.

✗ He fails to establish clear metrics to track progress towards goals.

✗ He does not empower team members in determining how to achieve goals.

✗ He is slow to adjust goals as internal or external circumstances change.

✗ He does not lead by example or hold himself accountable to his goals.

✗ He fails to recognize achievement of goals or celebrate wins.

✗ He struggles to prioritize competing goals effectively.

✗ He neglects to consider risks and mitigation plans for ambitious goals.

✗ He is unwilling to incorporate feedback to improve goal setting.

✗ He fails to establish clear roles and responsibilities for goals.

✗ He lacks perseverance when goals encounter challenges or setbacks.

Part 15 Initiative

✓ He doesn’t wait for instructions. He shows the initiative to find new tasks himself.

✓ He requires minimal supervision. He shows initiative on his own.

✓ He is a goal-oriented person. He sets his own priorities to accomplish his job.

✓ He always takes initiative in overcoming obstacles and finding a resolution that meets everyone’s needs.

✓ He is considered as the best person in the group because of his innovative ideas, critical goals and effective working methods.

✓ He never minds taking on new tasks. He always takes on even the most difficult tasks to develop himself.

✓ He consistently looks for ways to add more value through continuous improvement.

✓ He willingly takes on additional responsibilities outside his core job scope.

✓ He proactively seeks out new challenges and stretches himself continuously.

✓ He takes ownership and drives tasks from start to finish without needing oversight.

✓ He takes the initiative to solve problems independently before escalating issues.

✓ He sees needs and opportunities others may miss and acts quickly to address them.

✓ He leads by example and inspires others through his high levels of self-motivation.

✓ He proactively identifies and implements efficiencies to optimize performance.

✓ He initiates collaborative relationships to complete work of mutual benefit.

✓ He readily takes on additional work during peak periods without needing to be asked.

✓ He approaches challenges with a can-do attitude and finds solutions independently.

✓ He identifies and acts on opportunities for organizational improvement.

✓ He proactively manages his workload and workstreams with little supervision.

✓ He initiates the implementation of best practices to continuously raise performance.

✓ He takes ownership of projects from start to finish, driving them proactively.

✓ He seeks ways to apply his skills to new areas for the benefit of the organization.

✓ He takes the initiative to build strong internal and external working relationships.

✓ He proactively contributes innovative ideas at team meetings and discussions.

✓ He eagerly takes on stretch assignments to accelerate his learning and growth.

✓ He independently drives continuous improvement initiatives from concept to completion.

✓ He initiates the implementation of new processes or systems for enhanced effectiveness.

✓ He readily pitches in to help others complete their work as needed.

✓ He independently takes actions that advance organizational priorities and strategy.

See also: Employee Performance Evaluation Examples for Initiative

✗ It seems too difficult for him to do his job on his own.

✗ He has poor abilities to establish priorities and courses of action for himself. He lacks the skills in planning and following up to achieve results.

✗ He needs close supervision when he is performing his assignments.

✗ He doesn’t seek out opportunities to learn and grow within his role.

✗ He passively waits to be told what to do rather than driving tasks proactively.

✗ He lacks motivation and relies heavily on external direction.

✗ He fails to identify needs and opportunities for improvement.

✗ He does not look for ways to add more value or take on additional responsibilities.

✗ He avoids or is slow to take on new challenges and stretch assignments.

✗ He escalates issues prematurely rather than solving problems independently.

✗ He struggles to work independently and is not self-starting.

✗ He lacks a proactive, solution-oriented approach to tasks and challenges.

✗ He fails to identify opportunities for process improvements.

✗ He relies on others to identify additional work needed during peaks.

✗ He lacks a can-do attitude and depends on others to solve problems.

✗ He is ineffective at independent time management and workload prioritization.

✗ He does not initiate implementation of industry best practices.

✗ He lacks ownership over projects and depends on significant oversight.

✗ He rarely contributes innovative ideas or suggestions proactively.

Part 16 Job Knowledge

✓ He possesses the perfect knowledge and skills that are useful for the his job.

✓ He has a deep knowledge of the products and particular characteristics of the company’s products.

✓ He takes the available opportunities to increase his knowledge of relevant job skills.

✓ He completes his assignments accurately and in a timely and efficient manner.

✓ He maintains an up-to-date level of professional and technical knowledge.

✓ He demonstrates his knowledge of his job on a daily basis.

✓ He always applies new knowledge to his work and keeps up with changes in his field.

✓ He has an excellent grasp of the technical aspects of the role.

✓ He seeks out opportunities for continuous learning and skills development.

✓ He demonstrates expertise when answering questions from others.

✓ He applies specialized skills and knowledge effectively to all tasks.

✓ He troubleshoots issues efficiently using in-depth product understanding.

✓ He keeps well-informed of best practices and emerging standards.

✓ He delivers work to an expert level through extensive learning.

✓ He takes advantage of all training opportunities provided.

✓ He shares knowledge and expertise willingly with others.

✓ He learns quickly and applies new skills independently.

✓ He stays well-informed on industry news and competitor offerings.

✓ He contributes insights based on in-depth knowledge and research.

✓ He provides expert guidance to others regularly.

✓ He enhances knowledge continuously through self-study.

✓ He makes complex topics easily understood for others.

✓ He recommends process improvements based on leading practices.

✓ He mentors less experienced team members effectively.

✓ He incorporates feedback to enhance skills and performance.

See also: Performance Review Phrases for Job Knowledge

✗ He cannot fulfill his duties due to his lack of necessary knowledge of the job.

✗ He is not as knowledgeable about the job and its requirements as we expected.

✗ He doesn’t know even the key fundamentals of the job. He always has to ask for other people’s instruction.

✗ He repeatedly asks the same questions about his job duties. He does not retain the important information required to perform his job well.

✗ His skill set does not meet requirements for the job.

✗ He is not taking advantage of available learning resources to expand his job knowledge.

✗ He relies too heavily on others rather than developing greater self-sufficiency.

✗ A learning plan is needed to strengthen his job knowledge and skills.

✗ He consistently demonstrates a lack of understanding of the job requirements and expectations.

✗ His job knowledge falls short of what is necessary to perform his duties effectively.

✗ He frequently makes mistakes due to his inadequate knowledge of the job.

✗ He struggles to keep up with the demands of the job due to his limited understanding of its complexities.

✗ He has not demonstrated the necessary proficiency in his job duties, despite repeated attempts to improve his performance.

✗ He has not shown any significant improvement in his job knowledge since his hire date.

✗ He frequently requires assistance from colleagues to complete tasks that should be within his job knowledge.

✗ He appears to have a limited understanding of the company’s policies and procedures.

✗ He has not demonstrated the ability to apply his job knowledge to real-world situations.

✗ He lacks the necessary training and experience to perform his job duties effectively.

✗ He has not demonstrated an understanding of the importance of his job duties to the success of the company.

✗ He consistently fails to meet the expectations set for his job performance.

✗ He struggles to keep up with changes in the industry due to his limited job knowledge.

✗ He has not shown any initiative to improve his job knowledge or seek additional training.

Part 17 Judgment

✓ He knows how to apply appropriate knowledge and find information sources to make sound decisions.

✓ He is a fact-based decision maker.

✓ He maintains an objective judgment when determining immediate actions.

✓ He comes to reasonable conclusions based on the information presented to him.

✓ He effectively prioritizes urgent matters over those that can wait.

✓ He evaluates complex situations objectively and thoroughly.

✓ He bases conclusions firmly on factual evidence and logical reasoning.

✓ He makes well-informed decisions even under pressure.

✓ He seeks input from appropriate sources to enhance decision quality.

✓ He prioritizes decisions effectively based on potential impact.

✓ He recognizes when to escalate issues for additional guidance.

✓ He considers unintended consequences before committing to solutions.

✓ He draws logical connections between information to reach valid judgments.

✓ He makes well-calibrated risk assessments based on past experiences.

✓ He demonstrates sound situational awareness in all decisions.

✓ He selects optimal solutions through rigorous comparison of options.

✓ He makes timely decisions to avoid unnecessary delays.

✓ He re-evaluates conclusions as new relevant data emerges.

✓ He considers the bigger picture and longer-term implications.

✓ He selects solutions ensuring compliance with all policies and regulations.

✓ He exercises good judgment consistently in all circumstances.

✓ He maintains composure and clarity of thought in high-pressure situations.

✓ He bases choices on facts rather than assumptions or preconceptions.

✓He makes well-reasoned decisions that others can understand and support.

✓He selects optimal paths responsibly in ambiguous or complex situations.

See also: Performance Review Phrases for Judgment

✗ He fails to make sound judgments.

✗ He approaches decisions with a one-track mindset.

✗ He commonly fails to consider all the facts before making a decision.

✗ He jumps to conclusions without thorough evaluation.

✗ He bases judgments more on assumptions than objective evidence.

✗ He neglects to factor in important considerations.

✗ He struggles to make well-reasoned decisions under pressure.

✗ He does not seek appropriate counsel to enhance decision quality.

✗ He lacks clarity on prioritizing decisions by level of impact.

✗ He fails to recognize when escalation is warranted.

✗ He overlooks potential unintended consequences of choices.

✗ He jumps to incorrect logical connections in analysis.

✗ He allows bias or preconceptions to sway objective weighing.

✗ He delays decisions unnecessarily on some occasions.

✗ He fails to re-examine judgments in light of new information.

✗ He focuses narrowly on immediate rather than longer-term impacts.

✗ He demonstrates inconsistent judgment in different circumstances.

✗ He bases choices on preconceptions rather than objective facts.

✗ He struggles to explain rationale clearly for some choices.

✗ He selects suboptimal paths in complex scenarios too often.

✗ He lacks prudence and care in judgment expected for the role.

Part 18 Listening Skills

✓ He encourages others to voice their own opinions.

✓ He listens to opinions and ensures that staff feel that they are being listened to, and are free to express their opinions.

✓ He is an active and focused listener.

✓ He makes sure the team feels heard.

✓ He asks insightful questions to understand the root cause of an issue.

✓ He empathizes with others who have opposing viewpoints.

✓ He follows instructions with care and attention.

✓ He encourages feedback from his customers. He listens to customers and works to resolve any problems.

✓ He gives his full attention without distraction when others speak.

✓ He comprehends the complete message and underlying feelings.

✓ He seeks clarification respectfully when unsure of meanings.

✓ He maintains eye contact and engaged body language.

✓ He asks thoughtful follow up questions to probe further.

✓ He creates a comfortable space for open sharing of views.

✓ He listens receptively to opposing perspectives.

✓ He ensures all voices have a chance to contribute.

✓ He summarizes discussions accurately to confirm consensus.

✓ He acknowledges different communication styles respectfully.

✓ He tunes into nonverbal cues as well as words.

✓ He listens for needs beneath surface level complaints.

✓ He pays close attention to instructions the first time.

✓ He makes others feel heard through active listening.

✓ He hears all sides before rendering judgments.

✓ He listens supportively without judgment or preconceptions.

✓ He understands nuances to grasp intent fully.

✓ He listens willingly to diverse perspectives.

See also: Performance Review Phrases for Listening Skills

✗ He does not pay attention when others are talking and frequently asks silly questions.

✗ He is easily distracted when listening to others.

✗ He interrupts others while they are speaking.

✗ He loses his temper easily when others give criticism.

✗ He interrupts others and changes their topics if he does not like them.

✗ He asks questions that show he is not actively listening to the conversation at hand.

✗ He struggles to maintain eye contact and engaged posture.

✗ He interrupts or finishes others’ statements prematurely.

✗ He fails to reflect back key details accurately.

✗ He does not create an open space for sharing diverse views.

✗ He rejects opposing perspectives without consideration.

✗ He does not invite contributions from all parties.

✗ He misstates or omits points in discussion summaries.

✗ He struggles to understand different communication styles.

✗ He does not make others feel heard.

✗ He forms judgments before considering all perspectives.

✗ He listens critically with an agenda to dispute.

✗ He becomes distracted or inattentive during conversations.

✗ He shows impatience and fails to understand other perspectives.

✗ He loses focus easily and misses important points discussed.

Part 19 Leadership and Mentoring

✓ He distributes resources in an appropriate manner depending on the priority of assignments.

✓ He establishes a corporate culture of reliability and caring.

✓ He is ready to share information and knowledge for the common development of all staff.

✓ He is very helpful when mentoring entry-level staff getting used to their jobs.

✓ He creates a culture of dialogue.

✓ He recognizes staff for a job well done.

✓ He allocates tasks appropriately based on the prior assignments.

✓ He understands people and the different ways to motivate them to get the job done.

✓ He provides constant coaching and guidance to employees.

✓ He cultivates an atmosphere of teamwork and cooperation.

✓ He leads by example with integrity and strong work ethic.

✓ He empowers staff to take initiative within clear guidelines.

✓ He encourages open communication up and down the chain.

✓ He provides regular constructive feedback and coaching.

✓ He celebrates both individual and team achievements.

✓ He makes himself available as needed for guidance.

✓ He helps staff set and pursue career development goals.

✓ He delegates appropriately based on competencies.

✓ He gives credit to staff for accomplishments.

✓ He removes obstacles to allow staff to excel.

✓ He provides stretch assignments for growth opportunities.

✓ He leads with a vision that inspires commitment.

✓ He empowers staff to find innovative solutions.

✓ He cultivates an inclusive environment of respect.

See also: 169 Performance Review Feedback Phrases for Planning, Leadership, Management Style

✗ He confuses the employees through different directions and guidance.

✗ He rarely shows appreciation for good performance.

✗ He fails to explain procedures to his subordinates clearly. He lacks the qualifications to be an effective mentor.

✗ He gets frustrated easily with new team members and fails to offer any support.

✗ He is often impatient and unhelpful.

✗ He sends mixed signals to his team regarding goals and day-to-day activities.

✗ He rarely shows any recognition to his team.

✗ He sets unreasonably high expectations for his team.

✗ He provides inconsistent direction without clarity.

✗ He does not recognize contributions publicly.

✗ He lacks patience when explaining procedures.

✗ He appears unsupportive of new staff questions.

✗ He shows irritation easily instead of calm guidance.

✗ He sends conflicting cues about priorities.

✗ He sets unrealistic targets without resources.

✗ He does not cultivate an atmosphere of trust.

✗ He delegates poorly without clarity on expectations.

✗ He does not connect staff to learning opportunities.

✗ He lacks vision and fails to inspire commitment.

✗ He plays favorites within the team.

✗ He shows lack of interest in staff development.

✗ He fails to build an inclusive work culture.

✗ He lacks integrity and consistency in leadership.

✗ He is unavailable and unapproachable as needed.

Part 20 Management Style and Supervision

✓ He is very good at managing his team to perform their tasks excellently.

✓ He is a good manager and he leads his team to perform their assignments well.

✓ He designs action plans and deadlines needed for each subordinate to accomplish their tasks.

✓ He is very professional with his employees.

✓ He has received good feedback from both his team and his managers.

✓ He is very adept at managing difficult employees and turning their energies towards higher performances.

✓ He is an excellent manager and he knows how to lead his staff to satisfy his expectations.

✓ He works as an advisor, friend, and boss for his team. He plays these three roles well to manage his team.

✓ His team performs well and all speak highly of him.

✓ He delegates tasks effectively to his team based on their skills and expertise.

✓ He holds regular meetings with his team to review progress, address issues and plan future work.

✓ He provides clear guidance and feedback to help his team improve their performance.

✓ He empowers his team members to take initiatives and make decisions within their scope of work.

✓ He leads by example and earns respect from his team through his dedication and work ethics.

✓ He addresses concerns and conflicts among team members promptly and fairly.

✓ He recognizes and rewards team achievements to boost team morale.

✓ He conducts regular performance reviews and provides training to develop the skills of team members.

✓ He fosters an environment of open communication, collaboration and trust within the team.

✓ He sets clear expectations and holds team members accountable for delivering results.

✓ He understands the strengths and weaknesses of each team member and assigns work accordingly.

✓ He encourages innovation and supports new ideas from team members.

✓ He maintains a healthy work-life balance for the team and addresses overtime requests reasonably.

✓ He resolves conflicts constructively and ensures a harmonious working environment.

✓ He communicates regularly with senior management about team performance and resource needs.

✓ He protects the team from undue interference and supports them in their work.

✓ He treats all team members with respect and fairness regardless of their seniority or position.

✓ He acknowledges contributions from all team members to foster a collaborative culture.

✓ He maintains an open-door policy and is approachable to address any concerns from team members.

✓ He promotes team bonding through various informal engagements and celebrates team achievements.

✓ He mentors high-potential team members to take on greater responsibilities.

✓ He establishes and maintains high standards of excellence and professionalism among the team.

✗ Despite being a good supervisor, he does not know how to lead his staff to achieve a perfect performance.

✗ He fails to resolve conflict among subordinates.

✗ He fails to resolve problems until they becomes conflicts.

✗ He fails to meet schedules.

✗ He does not cope very well with managing employees.

✗ He does not understand how to set team goals and manage his team to achieve them. He does not focus on the goals necessary to move his team forward.

✗ He is a decent manager, but falls short when it comes to setting a vision.

✗ He does not delegate work effectively or provide sufficient guidance to team members.

✗ He fails to provide timely feedback for improvement.

✗ He does not communicate expectations clearly and holds team members accountable inconsistently.

✗ He plays favorites and does not treat all team members fairly and with equal respect.

✗ He is unable to resolve conflicts constructively and allows them to escalate negatively.

✗ He does not acknowledge efforts and contributions of team members adequately.

✗ He is not approachable to address concerns from team members and appears disconnected.

✗ He fails to foster collaboration and trust among team members through open communication.

✗ He does not encourage new ideas or initiatives from team members and resists change.

✗ He is unable to understand the strengths and weaknesses of individual team members.

✗ He does not mentor or develop the skills of team members for career progression.

✗ He lacks empathy and fails to support team members during personal or professional difficulties.

✗ He is unable to lead and motivate the team during challenging periods and crisis situations.

✗ He does not recognize or reward achievements and accomplishments of team members.

✗ He fails to establish and uphold standards of excellence expected of the team.

✗ He is unable to prioritize and organize work effectively for timely completion.

✗ He lacks vision and does not inspire or guide the team towards goals.

✗ He lacks commitment and does not lead by positive personal example.

✗ He does not foster team bonding or celebrate accomplishments to boost morale.

✗ He appears disinterested and disengaged from understanding team issues and priorities.

Part 21 Organizing and Planning

✓ He demonstrates good organizational and planning skills.

✓ He adheres to deadlines and meets production benchmarks.

✓ He prioritizes tasks effectively based on importance and urgency.

✓ He allocates sufficient time and resources to complete projects according to deadlines.

✓ He schedules work systematically and maintains detailed work plans.

✓ He anticipates risks and roadblocks in advance to plan contingencies.

✓ He delegates tasks based on skills and workload of team members.

✓ He monitors progress regularly and makes adjustments to plans proactively.

✓ He maintains organized documentation, records and reports on ongoing work.

✓ He schedules important meetings to ensure timely coordination and progress.

✓ He plans budgets effectively and completes projects within allocated cost estimates.

✓ He manages time efficiently and completes tasks as scheduled without delays.

✓ He establishes standard operating procedures for efficient task completion.

✓ He plans for potential emergencies and contingencies in advance.

✓ He schedules work in a manner that prioritizes quality over quantity.

✓ He ensures proper coordination between different teams and departments.

✓ He maintains a calendar of important dates and deadlines to track progress.

✓ He schedules work in a manner that balances multiple ongoing projects.

✓ He plans and schedules work to achieve objectives within given timeframes.

✓ He prioritizes new tasks based on strategic organizational goals and objectives.

✓ He schedules tasks for optimum resource utilization and efficiency.

✗ He finds it difficult to plan an action without instruction.

✗ He fails to resolve problems in a timely manner.

✗ He finds it challenging to determine priorities among competing demands on his time.

✗ He has trouble planning his work schedule around deadlines and commitments.

✗ He requires frequent supervision to stay on track and complete tasks.

✗ He gets easily distracted and has difficulties managing interruptions.

✗ He fails to anticipate resource requirements and bottlenecks in advance.

✗ He struggles to adapt plans when priorities change or issues arise.

✗ He finds it hard to delegate tasks and monitor progress independently.

✗ He does not maintain documentation and records work updates properly.

✗ He has difficulties coordinating with others and sharing status updates.

✗ He lacks attention to detail and often misses important steps in planning.

✗ He is unable to estimate time requirements accurately for projects.

✗ He does not consider quality standards while scheduling work.

✗ He fails to identify and mitigate risks proactively in project plans.

✗ He is unable to adapt to changes in priorities or scope without issues.

✗ He struggles to think ahead and anticipate future planning requirements.

✗ He is unable to allocate budgets effectively for projects and tasks.

✗ He requires reminders to schedule important client or vendor meetings.

Part 22 Teamwork

✓ He shows a high level of team spirit. He readily cooperates with his team members to get the job done.

✓ He respects every team member.

✓ He works well with others.

✓ He always helps out to achieve the goals of the group.

✓ He has a great willingness to help his fellow teammates.

✓ He is a good team member. He is very cooperative and helpful in times of need.

✓ He actively participates in team discussions and shares workload.

✓ He respects different opinions and encourages open dialogue.

✓ He maintains harmonious relationships and resolves conflicts constructively.

✓ He acknowledges contributions of others and praises success of teammates.

✓ He shares knowledge and resources willingly to help teammates succeed.

✓ He maintains transparency and keeps teammates informed of progress and issues.

✓ He respects deadlines of other departments and coordinates effectively.

✓ He respects commitments to teammates and delivers on assigned responsibilities.

✓ He maintains a collaborative approach and shares credit for team achievements.

✓ He seeks feedback to improve and respects feedback from other team members.

✓ He motivates teammates during difficult periods and boosts team morale.

✓ He respects team norms and establishes a cooperative working environment.

✓ He values different skills and backgrounds that teammates bring to projects.

✓ He is flexible and willing to take on additional responsibilities as required.

✓ He respects team boundaries and does not overstep limits of other roles.

✓ He is respectful towards teammates and uses polite, considerate language.

✓ He supports team decisions respectfully.

See also: 150+ Performance Review Phrases for Teamwork, Technical Skills, Time Management

✗ He doesn’t have a good relationship with his team members. He sometimes refuses to accept their opinion.

✗ He is not consistent in supporting his teammates.

✗ He does not understand how to share tasks with others.

✗ He is more suitable to an individual-focused environment than a group-work environment.

✗ He does not know how to cooperate with his colleagues in his team to achieve targets.

✗ He is reluctant to share work and seeks individual recognition over team achievements.

✗ He argues with teammates and does not respect different opinions and views.

✗ He fails to keep teammates informed of progress and roadblocks in a timely manner.

✗ He takes credit for team successes but blames others for failures or mistakes.

✗ He lacks flexibility and is unwilling to help teammates facing workload issues.

✗ He plays politics within the team and fails to establish trust and cooperation.

✗ He does not respect team norms and creates disruptions through unprofessional conduct.

✗ He fails to value different skills and backgrounds of teammates.

✗ He does not acknowledge efforts of others and is reluctant to praise teammates.

✗ He argues with feedback and disrespects suggestions from other team members.

✗ He discusses team matters outside inappropriately and damages confidentiality.

✗ He lacks commitment to team goals and allows personal needs to hamper collaboration.

✗ He is inflexible and unwilling to take on additional responsibilities as required.

✗ He fails to establish rapport with teammates and comes across as arrogant.

✗ He lacks initiative in resolving conflicts constructively and damages team harmony.

Part 23 Technical Skills

✓ He is an excellent employee and he understands our systems and processes thoroughly.

✓ He knows the technical essence of his assignments thoroughly.

✓ He is good at solving complicated issues in his job.

✓ He one of the most technical employees we have.

✓ He is able to grasp complex technical concepts. He explains them in easy to understand ways.

✓ We rely on him when we need to implement new technology.

✓ He is quick to learn new skills and adapt to changes in technology.

✓ He takes initiative to stay updated with industry best practices and trends.

✓ He applies technical knowledge proficiently to complete tasks efficiently.

✓ He troubleshoots complex issues independently and finds optimal solutions.

✓ He transfers technical knowledge by training and guiding teammates effectively.

✓ He identifies areas for self-improvement and enhances skills continuously.

✓ He understands how to configure systems for optimal performance.

✓ He tests solutions thoroughly to avoid defects and ensure quality.

✓ He proposes process improvements leveraging new technologies.

✓ He understands business requirements to implement appropriate solutions.

✓ He uses analytical skills to inspect solutions and optimize performance.

✓ He ensures compliance of solutions with industry standards and regulations.

✓ He mentors and transfers knowledge to less experienced team members.

✓ He takes measured risks to innovate and implement new techniques.

✗ He has good knowledge of business, but he fails to properly communicate with other technical members of his team.

✗ He should attend more training sessions and he should study harder to improve his technical knowledge.

✗ He seems to find it hard when learning new technology.

✗ He is unable to get along with our technology even though our systems have been used for a long time and well documented.

✗ He needs to improve his technical understanding of his job.

✗ He struggles to learn and adapt to changes in tools and platforms quickly.

✗ He relies heavily on others for support and does not troubleshoot issues independently.

✗ He lacks analytical skills to inspect root causes and propose optimal solutions.

✗ He fails to identify gaps in skills and requirements for self-development.

✗ He does not follow standards and best practices, impacting quality and performance.

✗ He fails to document processes, code or designs properly for future reference.

✗ He does not leverage new techniques or tools to automate and streamline work.

✗ He fails to mentor or share technical knowledge with teammates effectively.

✗ He lacks attention to detail and misses important configuration settings.

✗ He fails to comply with industry standards and regulatory guidelines.

Part 24 Time Management

✓ He performs his tasks with heart and always accomplishes them in due time.

✓ He shows his ability to manage various tasks and accomplish them on time.

✓ He uses his time effectively to perform the big and small duties which must be done every week.

✓ He divides his time logically to achieve his goals.

✓ He sets clear priorities and objectives to stay focused on important tasks.

✓ He is able to prioritize tasks and complete them efficiently within the given timeframe.

✓ He prepares detailed schedules and estimates task durations accurately.

✓ He avoids time-wasting distractions to maximize productivity.

✓ He allocates sufficient buffer time for contingencies and reworks.

✓ He multi-tasks effectively without compromising on quality of work.

✓ He re-evaluates schedules periodically and readjusts timelines proactively.

✓ He delegates appropriately to distribute work for optimal utilization.

✓ He monitors progress against schedules and deadlines regularly.

✓ He always completes his tasks on time and manages his time effectively.

✓ He respects time of others and delivers on commitments as promised.

✓ He shares status and challenges to timelines transparently.

✓ He is able to manage his time effectively, even when faced with unexpected challenges.

✓ He is highly organized and manages his time effectively to meet all deadlines.

✗ He does not know how to manage his time and he cannot satisfy deadlines of projects again and again.

✗ He should learn how to manage his time in a more effective way.

✗ He should make a work plan for each week. He spends too much time performing his assignments without a proper plan.

✗ He cannot complete his tasks because he manages his time ineffectively.

✗ He takes too much time to perform his tasks. We advise him to make concrete plan for every week.

✗ He fails to prioritize tasks and loses focus on critical assignments.

✗ He underestimates task durations.

✗ He procrastinates and delays tasks until the last minute.

✗ He gets easily distracted by social media or non-work related activities.

✗ He lacks planning and scheduling skills to manage work effectively.

✗ He fails to delegate tasks effectively.

✗ He does not communicate proactively on delays or missed deadlines.

✗ He does not set clear objectives or priorities for his work.

✗ He fails to estimate realistic timelines for tasks and projects.

✗ He does not monitor progress against schedules and deadlines regularly.

✗ He does not respect time of others and misses commitments frequently.

✗ He does not take ownership of his work and blames external factors for delays.

Part 25 Training Ability

✓ He does not mind taking part in on the job training. He is a valued team member with his enthusiasm.

✓ He encourages all the team members to join in the necessary training sessions.

✓ He is able to learn concepts quickly and adopt them into his performance.

✓ He always finds opportunities to take part in specialized training sessions.

✓ He effectively applies learned skills to his job and improves performance.

✓ He participates actively in training sessions and contributes to discussions.

✓ He identifies gaps in skills and requirements for self-development.

✓ He leverages technology and e-learning to enhance knowledge.

✓ He mentors and trains less experienced team members effectively.

✓ He encourages and motivates others to participate in training opportunities.

✓ He takes initiative to identify training needs and propose solutions.

✓ He applies learned skills to improve processes and productivity.

✓ He shares best practices and lessons learned with others.

✓ He applies feedback from training evaluations to improve future performance.

✓ He takes ownership of his learning and development to enhance skills.

✓ He participates in cross-functional training sessions to broaden knowledge.

✓ He maintains updated documentation of training sessions for reference.

✓ He applies learned skills to improve customer satisfaction and quality of work.

✓ He collaborates with others to apply training concepts to real-world scenarios.

✓ He seeks opportunities to attend external training sessions to enhance knowledge.

See also: 100+ Performance Evaluation Comments for Attitude, Training Ability, Critical Thinking

✗ He should take part in more training opportunities and concentrate on them.

✗ He should prepare before coming to training sessions, This will help him understand all knowledge that trainers are imparting.

✗ He does not know how to apply the knowledge learned in training sessions into his performance.

✗ He shows lack of interest in attending training sessions.

✗ He does not apply learnings from training to improve performance on the job.

✗ He does not seek feedback to enhance skills post training.

✗ He relies solely on on-the-job learning and refuses external training.

✗ He does not share knowledge or mentor less experienced team members.

✗ He lacks openness to new ideas and applies training learnings partially.

✗ He lacks motivation and ownership towards self-development.

✗ He does not apply feedback from training to enhance future performance.

✗ He lacks open communication on training needs and development areas.

✗ He shows resistance to change and fails to unlearn old practices.

Part 26 Attitude

✓ He builds an atmosphere of trust within his team.

✓ His cheerful attitude makes others feel good when he’s around.

✓ He has never complained about his job or his colleagues.

✓ He usually focuses his attention on the positives when dealing with problems.

✓ He is always enthusiastic and helps motivate team other members.

✓ He finds opportunities to praise others for their efforts and accomplishments.

✓ He maintains a positive outlook even during stressful times.

✓ His energy and optimism are contagious.

✓ He makes others feel valued and respected.

✓ He looks for solutions rather than dwelling on problems.

✓ His smile and friendly manner create a pleasant work environment.

✓ He finds the good in every situation.

✓ His positivity raises the morale of those around him.

✓ He makes others feel heard and encourages open communication.

✓ His optimism is contagious and lifts the spirits of colleagues.

✓ He looks for the lessons in failures and mistakes.

✓ His encouragement and support motivate others to do their best.

✓ He brings a sense of fun to work.

✓ He finds ways to acknowledge others for their efforts on a regular basis.

✓ His friendly demeanor puts others at ease.

✓ He expresses appreciation for his colleagues and their contributions.

✓ His enthusiasm is contagious and makes others want to work hard.

✓ He focuses on shared goals and teamwork rather than individual accomplishments.

✓ His positivity makes him a pleasure to work with.

✓ He finds ways to learn from both successes and failures.

✓ His can-do attitude boosts productivity.

✓ He makes others feel that their contributions are valued.

✓ His upbeat manner keeps the team working together harmoniously.

✗ His choice of language can be inappropriate. His level of voice is also inappropriate at times.

✗ He has a tendency to trigger problems between his coworkers.

✗ He has an overly sensitive and pessimistic personality. He is easily upset by problems or difficult situations. He should try to think more positively, focus on the good and avoid being overly concerned with his perceived negatives.

✗ He talks negatively about other team members.

✗ He needs to focus on the positive aspects of his job and his team.

✗ His complaints undermine team morale.

✗ He dwells excessively on problems rather than seeking solutions.

✗ He contributes to tension and friction within the team.

✗ He often has troubles with his coworkers when they work together. He is easily angered and argumentative with his colleagues.

✗ His pessimism saps the energy of colleagues.

✗ He finds fault easily and fails to acknowledge others’ efforts.

✗ He takes criticism too personally and becomes defensive.

✗ He blames others and refuses to accept responsibility for his own mistakes.

✗ He lacks tact and consideration in his interactions with colleagues.

✗ He needs to control his temper and attitude. He needs to learn not to react too strongly towards negative situations.

✗ He fails to acknowledge colleagues’ good work.

✗ His irritability negatively impacts morale and team cohesion.

✗ His criticism of colleagues breeds resentment and mistrust.

✗ He sees setbacks as personal failures rather than learning opportunities.

✗ His complaints and criticisms distract from productive discussions.

✗ He contributes more problems than solutions.

✗ He lacks emotional control and self-awareness in interactions.

✗ He focuses excessively on minor issues rather than larger goals.

Part 27 Critical Thinking

✓ He uses sharp ideas and critical thinking ability to solve issues quickly.

✓ He has strong reasoning and critical-thinking skills that help him handle problems well.

✓ He is careful and always thoroughly considers everything before submitting any idea.

✓ He establishes workable, prioritized, and highly effective problem-solving plans for each problem.

✓ He considers issues from multiple perspectives before arriving at well-reasoned conclusions.

✓ He supports decisions with clear, logically sound rationales.

✓ He recognizes when more information is needed to make an informed judgment.

✓ He breaks down complex problems into manageable components.

✓ He approaches issues with an open and inquiring mindset.

✓ He thinks outside the box to identify innovative solutions.

✓ He backs up opinions with clear and coherent reasoning.

✓ He considers all viable options before deciding on a course of action.

✓ He draws well-reasoned and logical conclusions based on the evidence and facts available to him.

✓ He identifies root causes rather than fixating on symptoms.

✓ He is thoughtful and deliberate in considering the potential implications and consequences of his decisions.

✓ He applies logic and reason even in ambiguous situations.

✓ He is skilled at drawing lessons from past situations and considering relevant precedents in his decision-making.

✓ He identifies assumptions and checks beliefs against facts.

✓ He evaluates strengths and weaknesses of different views objectively.

✓ He thinks analytically and solves problems in a structured, systematic way.

✓ He provides clear and logical rationales to support his recommendations and proposals.

✓ He is pragmatic and realistic in considering the practicality and feasibility of proposed solutions.

✗ He never considers potential changes in circumstances when making decisions.

✗ He rarely thoroughly thinks decisions through.

✗ He employs problem-solving techniques that end up generating even more problems.

✗ He decides on the solution before properly analyzing it.

✗ He jumps to conclusions without considering all relevant factors.

✗ He fails to recognize assumptions and check beliefs against facts.

✗ He neglects to think through long-term implications of actions.

✗ He focuses on symptoms rather than identifying root causes.

✗ His lack of rigor in analyzing issues from all angles leaves him vulnerable to overlooking important perspectives and potential solutions.

✗ He does not adequately consider alternative perspectives.

✗ He arrives at conclusions before gathering all relevant information.

✗ His recommendations ignore practical constraints.

✗ He neglects to learn from precedents and past experiences.

✗ His failure to recognize biases and approach issues objectively is hindering his ability to make informed decisions.

✗ His opinions are not sufficiently backed by logic and evidence.

Part 28 General Phrases

✓ He has remained firmly focused on his team’s goals despite the tremendous pressure recently.

✓ He quickly gets to the heart of the problem identifies the root cause. This allows him to manage multiple projects simultaneously, performing well with each.

✓ He knows how to prioritize short-term and long-term goals.

✓ He is a gem and knows the value of time.

✓ He keeps the faith for the team.

✓ He is a consistent performer, a great task scheduler, and has a no-quitter approach to solving problems.

✓ He is like good software that offers seamless backward compatibility.

✓ His team has performed very well over the past year.

✓ He thinks twice before doing anything that may not be worthwhile.

✓ His team looks up to him as a positive influence.

✓ He never loses sight of his goal.

✓ No technical problem is too difficult to solve for him.

✓ He knows the technology that we employ inside-out, and keeps himself informed about up-to-date changes.

See also: Best Performance Review Examples for 48 Key Skills

✗ His team meetings often overrun the allotted time. He should work to improve his time management skills to ensure meetings begin and end as scheduled.

✗ He is frequently late for work and does not adhere to a proper work schedule.

✗ He needs to work on his ability to accept feedback from coworkers.

✗ He should improve his communication with his management team.

✗ He frequently withholds information from his team.

✗ He has a tendency to make other people feel intimidated when they propose new ideas or ask for assistance.

✗ He should work on approaching his coworkers in a more professional and welcoming manner.

✗ He does not attempt to take creative risks. He creates a stiff environment that is not conducive to innovation.

✗ He does not adhere to the sales script that is proven for success. He attempts to unacceptably modify the script.

✗ He does not work within the company policies that are proven for ultimate success rates.

✗ He does not always ensure his customers are satisfied. He has had complaints filed against him for inappropriate responses to customer feedback.

✗ He frequently misses targets and does not keep up to date with the objectives expected of him.

✗ He does not willingly take on additional responsibility or step forward when new tasks or projects arrive.

✗ He consistently relies on other people.

✗ He should work to improve his interaction with customers and how well he meets their needs.

✗ He rarely shows appreciation to his employees for a job well done.

✗ He should be more open to feedback and apply it to his work to increase his accuracy and productivity.

Related: 26 Example Paragraphs for Performance Reviews [Positive & Negative Feedback]

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•  Guest Posts

150 Performance Review Examples and Phrases for Giving Effective Feedback

A performance review is an opportunity for your employees to grow. Discover 150 employee performance review examples to help you give constructive feedback.

Table of Contents

Employee performance reviews are crucial for all businesses. They let managers or supervisors assess their staff members' work and offer them insightful, constructive, and honest employee feedback on their:

• Areas of improvement

Employee engagement is also largely dependent on performance reviews. Therefore, you should know the appropriate words or phrases or employee performance review examples to use during a performance evaluation.

Complicated and wordy messages can confuse both the reviewer and the reviewee and, thus, detract from clarity.

However, if you go about it appropriately, performance reviews can promote your employees' professional growth by reinforcing good habits, rectifying undesirable behaviors, and inspiring them to perform better.

Therefore, to help you comprehend better, we’ve curated a list of 150 performance review phrases. But before we go through the list, let's understand what a performance review is in brief.

What is a performance review?

Reviewing the performance of employees is a critical aspect of running a business. It helps to improve the efficiency and productivity of your employees. Effective performance reviews can also help employers accomplish the following:

• Adequately distribute raises or pay increases
• Assist team members in acquiring new skills
• Outline the goals and expectations of the company

Based on the business capacity and size and the goals of the assessments, each company's review procedure may vary in frequency and complexity. The performance review assessments can be carried out either yearly or quarterly.

150 Useful performance review phrases

Below is a list of 150 performance review phrases and examples that you can use based on the position, function, or personality of the employee in question:

1. Teamwork

Here are 9 positive examples of performance review phrases for teamwork:

• Willing to be counted on by their teammates and expect the same in return
• Develops strong relationships in a professional setting with coworkers, superiors, and other staff members
• Provides support to teammates on their tasks, even though they are not directly responsible for them or obliged to help
• Exemplifies a culture of collaboration on a daily basis
• Readily collaborates with their coworkers to accomplish the goal
• Exceptionally adept at motivating team members to bring out their best effort.
• Oversees the team's operations and delegates tasks to team members appropriately.
• Built a highly motivated team that collaborates to commence and finish the task on or before the deadline
• Always willing to assist teammates who are going through a tough time with their responsibilities

Here are 9 negative examples of performance review phrases for teamwork:

• Seems more concerned about achieving their targets than helping anyone who might require some assistance
• Struggles to acclimatize after transferring from a sector that is very autonomous to one that is team oriented
• Although an expert, they tend not to provide professional guidance or assistance to those who may need
• Struggles with completing assignments while collaborating with others
• Doesn't care enough to inspire team members to perform at their highest level while working

2. Attendance

Here are 7 positive examples of performance review phrases for being attentive :

• Replies to emails and attends calls of stakeholders on time
• Attend conferences, workshops, and seminars on time at all times
• Always arrive on time for work each day
• Completed X years of flawless attendance
• Consistently available even when their division's work schedule is unrelated to it
• Follows the schedule and plan as accurately as attainable
• Always shows up on time, sticks to the schedule, and takes lunch breaks as scheduled

Here are 6 negative examples of performance review phrases for being attentive:

• Attends far too many personal phone calls on a daily basis
• Routinely goes past their allotted lunch break, affecting their productivity
• Does not adhere to the attendance requirements set forth by the organization
• Shows up at work late on a regular basis
• Consistently exceeds the allotted number of leaves
• Must learn to arrive timely after scheduled leaves

3. Interpersonal skills

Here are 8 positive examples of performance review phrases for good interpersonal skills:

• Has strong interpersonal skills and needs little to no instruction in communicating well with others
• Possesses the ability to deal with sensitive circumstances promptly and efficiently
• Can hear and effectively comprehend verbal and nonverbal indications from coworkers
• Ensures that their teammates are comfortable with a decision made by a higher authority
• Is an excellent team player who enjoys working with others
• Possesses the ability to resolve team conflicts
• Has the capability to collaborate with colleagues to resolve conflict in a respectful manner
• Possesses the ability to communicate clearly with people from different cultures, places, etc.

Here are 5 negative examples of performance review phrases for good interpersonal skills:

• Refuses to take constructive criticism from coworkers that can help them grow in the corporate world
• Interacts with coworkers in an abrasive and unprofessional manner
• Refuses to take any initiative or incorporate constructive suggestions made by coworkers
• Reacts defensively to constructive criticism
• Appears uneasy when questioned during team meetings

4. Communication skills

Here are 7 positive examples of performance review phrases for good communication skills:

• Adept at efficiently conveying complex messages and decisions
• Routinely offers constructive criticism
• Communicates complex subjects to the rest of the team in a transparent and understandable manner
• Asks interesting and meaningful questions
• Not afraid to answer when confronted with a difficult question
• Is skilled at summarizing and conveying critical business decisions
• Is open to hearing other people's opinions

Here are 7 negative examples of performance review phrases for communication skills:

• Stands out from their colleagues for having excellent employee communication skills
• Repeatedly berates staff members
• Has difficulty interacting effectively in teams
• Instead of doing it themselves, ask other coworkers to convey bad news
• Does not adequately notify supervisors of progress updates
• Does not provide constructive feedback on new initiatives
• Regularly engages in awkward conversations and occasionally becomes territorial

5. Achievement

Here are 8 positive examples of performance review phrases for achievement:

• Sets realistic goals and actively works to meet them
• Surpassed the benchmark by X%, outperforming other team members
• Reduced the time it took to resolve complaints to 24 hours, which boosted customer retention by X%
• Employed effective SEO strategies and increased the site's organic traffic by X%
• Implemented a strategy that works well to optimize work processes
• Working cooperatively with a team was improved by X%
• Generated X% more revenues at the end of the last quarter compared to the previous one
• Used automation tools to save the organization $1 million

Here are 6 negative examples of performance review phrases for achievement:

• Last month's goal was missed by X%
• Would benefit from reviewing their own failures and successes each quarter
• Failure to meet commitments due to a lack of coordination
• Would prosper from defining career goals
• Finds it challenging to provide error-free work consistently
• Improved social media interaction is essential to boost organic traffic

6. Innovation and creativity

Here are 7 positive examples of performance review phrases for innovation and creativity:

• Frequently comes up with fresh, creative answers to handle difficult situations
• Thinks creatively and unconventionally
• Always encourage or assist teammates in coming up with innovative ideas
• Their creative capabilities are a valuable contribution to the company
• Has a strong imagination and routinely offers some of the most original ideas
• Uses creative thinking to carry out a vision for the business
• Consistently offers fresh ideas during meetings and when working on projects

Here are 7 negative examples of performance review phrases for innovation and creativity:

• Could provide alternative strategies for resolving problems
• Could take the initiative to work on new projects
• Their problem-solving methods are typically inflexible and conventional
• Prefers a traditional, cautious approach to problems rather than a creative one
• Could perform better in places that require innovative solutions
• Might use some creative thought
• Too reluctant to take chances on coming up with creative solutions
• Has a habit of rejecting projects that require creative thinking

7. Leadership

Here are 9 positive examples of performance review phrases for leadership:

• Encourages team members to put in a good effort
• Establishes a safe environment for team members to express their thoughts and perspectives
• Recognizes the capabilities of teammates and effectively assigns work
• Keeps team focused and engaged in work
• Expresses sincere appreciation for a job well carried out
• Actively hear what their coworkers are suggesting and respond appropriately to it
• Is an excellent role model for others to emulate
• Encourages the development of an understanding- and learning-centered corporate culture
• Always ready to lend a hand to a teammate

Here are 7 negative examples of performance review phrases for leadership:

• Ambiguous while deciding which objectives and tasks to accomplish
• Seldom acknowledges a successfully completed task with praise or positive feedback
• Regularly causes the team to fall behind with superfluous activities
• Rejects team members' opinions or suggestions
• Does not treat other staff members equally with respect
• Always overanalyzes situations when a speedy resolution is demanded

8. Attitude

Here are 7 positive examples of performance review phrases for attitude:

• Has a positive outlook that encourages their teammates to do better
• Always optimistic in every situation
• Quickly smiles and boosts morale in tense situations
• Always cheer up coworkers
• Does not allow difficult situations to dampen their spirit
• Always comes to work with a cheerful demeanor
• Keeps a persistent, optimistic attitude that motivates others
• Helps others have a positive attitude toward challenges by sharing ideas and thoughts that are constructive
• The way they behave shows how much they like their work
• Fosters a culture of trust among staff members

Here are 7 negative examples of performance review phrases for attitude:

• Has an attitude toward causing problems
• Gets upset easily and shows a pessimistic attitude
• Must learn to accept constructive feedback
• Gets easily distracted or provoked by non-work topics
• Behavior at work exhibits bipolar tendencies

9. Time management

Here are 9 positive examples of performance review phrases for time management:

• Has the capacity to finish tasks, particularly those with tight deadlines
• Shows an excellent capacity for coordinating several tasks and projects simultaneously
• Efficiently utilizes free time
• Effectively manages a variety of tasks and projects without requiring heavy supervision
• Is adept at handling multiple tasks quickly and with precision
• Manage their time quite well
• Consistently fulfills all goals on time
• Creates brief and time-saving presentations
• Schedules meetings on time

Here are 5 negative examples of performance review phrases for time management:

• Fails to meet deadlines despite being granted plenty of time to finish all assigned tasks
• Has trouble coordinating multiple tasks and initiatives
• Does not efficiently manage their work schedule time
• Lacks the ability to efficiently prioritize tasks
• Shows a tendency to let personal matters influence how well they function at work

10. Productivity

Here are 10 positive examples of performance review phrases for productivity:

• Consistently surpasses performance benchmarks
• Has incredibly high standards for productivity
• Have a track record of delivering work at a high caliber
• Constantly looking for ways to be more effective
• Encourages people to perform efficiently at work by maintaining a positive attitude
• Consistently goes above and beyond expectations and delivers the best result
• Significantly contributes to the business's ongoing expansion
• Places a high value on details, which is evident in their work
• Shares their understanding of market trends and best practices with the team to assist them in achieving better results
• Is a key contributor to the organization's success

Here are 5 negative examples of performance review phrases for productivity:

• Requires to pay greater attention to the intricacies before turning in a project
• Finishes the easier tasks first instead of prioritizing the urgent ones
• Doesn't accomplish their work in accordance with the required productivity standards
• Should engage in more training and development activities to advance their knowledge and abilities
• Work performance and productivity have been below par lately

11. Accountability

Here are 5 positive examples of performance review phrases for accountability:

• Accepts accountability for one's actions and contributions as a team member, as well as involvement in the organization's growth
• Respects deadlines and takes responsibility for them
• Acknowledges shortcomings and notifies colleagues when unable to uphold a commitment
• Takes accountability for the part they play in project management
• Unwilling to be complacent with errors and finds resolutions for them

Here are 3 negative examples of performance review phrases for accountability:

• Must accept responsibility for meeting deadlines
• Rejects responsibilities for fixing errors
• Fails to communicate effectively regarding delayed deliverables

Frequently asked questions (FAQs)

Here are some frequently asked questions about employee performance review:

1. What is an employee performance review?

A thorough evaluation of an employee's performance over a specific period is known as an employee performance review. Managers examine an employee's overall performance, point out their merits and shortcomings, provide feedback, and assist them in setting goals during a performance review.

2. What should a performance evaluation of an employee contain?

In the majority of employee assessments, regardless of industry, these capabilities are evaluated:

• Communication
• Problem-solving
• Time management
• Productivity

3 . What are some examples of good performance reviews for employees?

Examples of good performance reviews for employees are:

4. What are some of the areas of improvement for employees?

Some of the areas of improvement for employees are:

5. What are some examples of performance reviews concerning leadership?

Examples of performance reviews concerning leadership are:

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26 Expert-Backed Problem Solving Examples – Interview Answers

Published: February 13, 2023

Interview Questions and Answers

Actionable advice from real experts:

Biron Clark

Former Recruiter

Contributor

Dr. Kyle Elliott

Career Coach

Hayley Jukes

Editor-in-Chief

Biron Clark , Former Recruiter

Kyle Elliott , Career Coach

Hayley Jukes , Editor

As a recruiter , I know employers like to hire people who can solve problems and work well under pressure.

 A job rarely goes 100% according to plan, so hiring managers are more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical.

But how do they measure this?

Hiring managers will ask you interview questions about your problem-solving skills, and they might also look for examples of problem-solving on your resume and cover letter. 

In this article, I’m going to share a list of problem-solving examples and sample interview answers to questions like, “Give an example of a time you used logic to solve a problem?” and “Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?”

• Problem-solving involves identifying, prioritizing, analyzing, and solving problems using a variety of skills like critical thinking, creativity, decision making, and communication.
• Describe the Situation, Task, Action, and Result ( STAR method ) when discussing your problem-solving experiences.
• Tailor your interview answer with the specific skills and qualifications outlined in the job description.
• Provide numerical data or metrics to demonstrate the tangible impact of your problem-solving efforts.

What are Problem Solving Skills? 

Problem-solving is the ability to identify a problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation. 

Problem-solving encompasses other skills that can be showcased in an interview response and your resume. Problem-solving skills examples include:

• Critical thinking
• Analytical skills
• Decision making
• Research skills
• Technical skills
• Communication skills
• Adaptability and flexibility

Why is Problem Solving Important in the Workplace?

Problem-solving is essential in the workplace because it directly impacts productivity and efficiency. Whenever you encounter a problem, tackling it head-on prevents minor issues from escalating into bigger ones that could disrupt the entire workflow. 

Beyond maintaining smooth operations, your ability to solve problems fosters innovation. It encourages you to think creatively, finding better ways to achieve goals, which keeps the business competitive and pushes the boundaries of what you can achieve. 

Effective problem-solving also contributes to a healthier work environment; it reduces stress by providing clear strategies for overcoming obstacles and builds confidence within teams. 

Examples of Problem-Solving in the Workplace

• Correcting a mistake at work, whether it was made by you or someone else
• Overcoming a delay at work through problem solving and communication
• Resolving an issue with a difficult or upset customer
• Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
• Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
• Troubleshooting and resolving technical issues
• Handling and resolving a conflict with a coworker
• Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
• Taking initiative when another team member overlooked or missed something important
• Taking initiative to meet with your superior to discuss a problem before it became potentially worse
• Solving a safety issue at work or reporting the issue to those who could solve it
• Using problem solving abilities to reduce/eliminate a company expense
• Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
• Changing how a process, team, or task is organized to make it more efficient
• Using creative thinking to come up with a solution that the company hasn’t used before
• Performing research to collect data and information to find a new solution to a problem
• Boosting a company or team’s performance by improving some aspect of communication among employees
• Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem-Solving Examples for Recent Grads/Entry-Level Job Seekers

• Coordinating work between team members in a class project
• Reassigning a missing team member’s work to other group members in a class project
• Adjusting your workflow on a project to accommodate a tight deadline
• Speaking to your professor to get help when you were struggling or unsure about a project
• Asking classmates, peers, or professors for help in an area of struggle
• Talking to your academic advisor to brainstorm solutions to a problem you were facing
• Researching solutions to an academic problem online, via Google or other methods
• Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

How To Answer “Tell Us About a Problem You Solved”

When you answer interview questions about problem-solving scenarios, or if you decide to demonstrate your problem-solving skills in a cover letter (which is a good idea any time the job description mentions problem-solving as a necessary skill), I recommend using the STAR method.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. 

Start by briefly describing the general situation and the task at hand. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact. Finally, describe the positive result you achieved.

Note: Our sample answers below are structured following the STAR formula. Be sure to check them out!

EXPERT ADVICE

Dr. Kyle Elliott , MPA, CHES Tech & Interview Career Coach caffeinatedkyle.com

How can I communicate complex problem-solving experiences clearly and succinctly?

Before answering any interview question, it’s important to understand why the interviewer is asking the question in the first place.

When it comes to questions about your complex problem-solving experiences, for example, the interviewer likely wants to know about your leadership acumen, collaboration abilities, and communication skills, not the problem itself.

Therefore, your answer should be focused on highlighting how you excelled in each of these areas, not diving into the weeds of the problem itself, which is a common mistake less-experienced interviewees often make.

Tailoring Your Answer Based on the Skills Mentioned in the Job Description

As a recruiter, one of the top tips I can give you when responding to the prompt “Tell us about a problem you solved,” is to tailor your answer to the specific skills and qualifications outlined in the job description. 

Once you’ve pinpointed the skills and key competencies the employer is seeking, craft your response to highlight experiences where you successfully utilized or developed those particular abilities. 

For instance, if the job requires strong leadership skills, focus on a problem-solving scenario where you took charge and effectively guided a team toward resolution. 

By aligning your answer with the desired skills outlined in the job description, you demonstrate your suitability for the role and show the employer that you understand their needs.

Amanda Augustine expands on this by saying:

“Showcase the specific skills you used to solve the problem. Did it require critical thinking, analytical abilities, or strong collaboration? Highlight the relevant skills the employer is seeking.”  

Interview Answers to “Tell Me About a Time You Solved a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” or “Tell me about a time you solved a problem,” since you’re likely to hear different versions of this interview question in all sorts of industries.

The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate.

1. Analytical Thinking

Situation: In my previous role as a data analyst , our team encountered a significant drop in website traffic.

Task: I was tasked with identifying the root cause of the decrease.

Action: I conducted a thorough analysis of website metrics, including traffic sources, user demographics, and page performance. Through my analysis, I discovered a technical issue with our website’s loading speed, causing users to bounce. 

Result: By optimizing server response time, compressing images, and minimizing redirects, we saw a 20% increase in traffic within two weeks.

2. Critical Thinking

Situation: During a project deadline crunch, our team encountered a major technical issue that threatened to derail our progress.

Task: My task was to assess the situation and devise a solution quickly.

Action: I immediately convened a meeting with the team to brainstorm potential solutions. Instead of panicking, I encouraged everyone to think outside the box and consider unconventional approaches. We analyzed the problem from different angles and weighed the pros and cons of each solution.

Result: By devising a workaround solution, we were able to meet the project deadline, avoiding potential delays that could have cost the company $100,000 in penalties for missing contractual obligations.

3. Decision Making

Situation: As a project manager , I was faced with a dilemma when two key team members had conflicting opinions on the project direction.

Task: My task was to make a decisive choice that would align with the project goals and maintain team cohesion.

Action: I scheduled a meeting with both team members to understand their perspectives in detail. I listened actively, asked probing questions, and encouraged open dialogue. After carefully weighing the pros and cons of each approach, I made a decision that incorporated elements from both viewpoints.

Result: The decision I made not only resolved the immediate conflict but also led to a stronger sense of collaboration within the team. By valuing input from all team members and making a well-informed decision, we were able to achieve our project objectives efficiently.

4. Communication (Teamwork)

Situation: During a cross-functional project, miscommunication between departments was causing delays and misunderstandings.

Task: My task was to improve communication channels and foster better teamwork among team members.

Action: I initiated regular cross-departmental meetings to ensure that everyone was on the same page regarding project goals and timelines. I also implemented a centralized communication platform where team members could share updates, ask questions, and collaborate more effectively.

Result: Streamlining workflows and improving communication channels led to a 30% reduction in project completion time, saving the company $25,000 in operational costs.

5. Persistence 

Situation: During a challenging sales quarter, I encountered numerous rejections and setbacks while trying to close a major client deal.

Task: My task was to persistently pursue the client and overcome obstacles to secure the deal.

Action: I maintained regular communication with the client, addressing their concerns and demonstrating the value proposition of our product. Despite facing multiple rejections, I remained persistent and resilient, adjusting my approach based on feedback and market dynamics.

Result: After months of perseverance, I successfully closed the deal with the client. By closing the major client deal, I exceeded quarterly sales targets by 25%, resulting in a revenue increase of $250,000 for the company.

Tips to Improve Your Problem-Solving Skills

Throughout your career, being able to showcase and effectively communicate your problem-solving skills gives you more leverage in achieving better jobs and earning more money .

So to improve your problem-solving skills, I recommend always analyzing a problem and situation before acting.

 When discussing problem-solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Don’t just say you’re good at solving problems. Show it with specifics. How much did you boost efficiency? Did you save the company money? Adding numbers can really make your achievements stand out.

To get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t.

Think about how you can improve researching and analyzing a situation, how you can get better at communicating, and deciding on the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem-solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem-solving ability.

More Interview Resources

• 3 Answers to “How Do You Handle Stress?”
• How to Answer “How Do You Handle Conflict?” (Interview Question)
• Sample Answers to “Tell Me About a Time You Failed”

About the Author

Biron Clark is a former executive recruiter who has worked individually with hundreds of job seekers, reviewed thousands of resumes and LinkedIn profiles, and recruited for top venture-backed startups and Fortune 500 companies. He has been advising job seekers since 2012 to think differently in their job search and land high-paying, competitive positions. Follow on Twitter and LinkedIn .

Read more articles by Biron Clark

About the Contributor

Kyle Elliott , career coach and mental health advocate, transforms his side hustle into a notable practice, aiding Silicon Valley professionals in maximizing potential. Follow Kyle on LinkedIn .

About the Editor

Hayley Jukes is the Editor-in-Chief at CareerSidekick with five years of experience creating engaging articles, books, and transcripts for diverse platforms and audiences.

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Home » Blog » Employee Engagement » What is Positive Feedback? 30 Positive Feedback Examples We All Need To Use

What is Positive Feedback? 30 Positive Feedback Examples We All Need To Use

Table of Contents

P ositive feedback makes the world go round.

Well, that might be a little bit of an exaggeration, but who doesn’t like hearing that they haven’t done a job well done? Giving positive feedback can help employees feel valued in their careers and confident in their abilities. It can build strong relationships in teams and can make someone’s day.

Feedback isn’t just important for collaboration; it can provide real and measurable positive outcomes that can benefit not just the individual but the organization as a whole. Research from Gallup shows that 80% of employees who say they have received meaningful feedback in the past week are fully engaged. While meaningful feedback is not always the same as strictly positive feedback, it does show the power it can have.

Let’s take a look at positive feedback and some of the examples that you might start to use in your everyday working environment.

What is positive feedback?

There are many types of feedback, and we’ve spoken about a few of them before. Constructive feedback aims to build up its recipients in some way, whereas destructive criticism aims to tear them down and kick them while they are there. While destructive criticism is never helpful or positive, that doesn’t mean that constructive feedback necessarily is.

When delivering constructive feedback, we may need to critique someone’s behavior or ask them to change their approach to a certain task. It can be hard to hear, even though it is not meant to be hurtful. Due to this, we can’t always describe constructive feedback as being positive.

Positive feedback, on the other hand, should always make the recipient feel good. It is all about building them up and helping them to feel good about themselves. Surrounding ourselves with lots of positive feedback and a desire to pass it on to others can be called a positive feedback loop. It is the best way to work!

Why should we give positive feedback?

Who doesn’t like to receive a bit of praise at work? While there are many social aspects to giving positive feedback, we also need to highlight some of the good it can do to someone’s work. Workers want to receive employee recognition —and it goes a long way.

When we don’t receive any feedback, positive or negative, we can be left feeling confused and uncertain as to how we are performing. Are targets being hit adequately? Do managers feel good about our work? Though we might have the data and analytics on the page to prove that we are doing fine, it isn’t always the same as hearing it from someone else – be that a colleague or a manager.

Choosing to recognize helpful and positive behavior gives us easy ways to support each other. The benefits of positive feedback can’t be denied. Some benefits that you might notice include:

• Higher engagement and motivation — when people are recognized and supported in their tasks at work, they will be more engaged and will deliver their tasks more effectively.
• Higher performance and job satisfaction — people like to receive praise, and they feel more satisfied with their results and targets when they get it.
• Mitigated turnover and enhanced collaboration — when people receive praise and are performing well in their jobs, they won’t feel the need to find a new role and will actively connect with the colleagues around them.

How to give positive feedback

Feedback can be handed over on the fly, in passing when you want to draw attention to the good that someone has done, or it can be more structured. When we choose to actively build positive feedback loops into our ways of working, it does mean that feedback and positive reinforcement are more actively given. However, we should also try to include a formal feedback structure to bring about change.

When structuring feedback conversations, it is important to bear three key points in mind:

• Behavior: What did the employee do that was noteworthy of praise and receiving praise?
• Outcome: What were the outcomes or results of the employee’s behavior and actions?
• Next actions: How can this example turn into positive reinforcement and continuous improvement so the team can continue to see value from this behavior in the future?

This is the basic framework we should use when delivering positive employee feedback, but there are a few other factors we need to consider. Timing can be everything.

When should we give feedback?

Judging when to give positive feedback can be a little difficult. Though it should be given readily and often if the employee is deserving of it, we still need to think carefully about when we deliver our feedback.

Speaking about the positive impact an employee has made can be a great addition to annual performance reviews or some other chat about an employee’s future plans and development.

Adding to a positive feedback loop can be done at any time. Some aspects of both positive and negative feedback are better to hold back and deliver in private. No matter what, make sure that it is a conversation and not a lecture! Even if it is a senior manager and a very junior employee, both should feel comfortable sharing feedback with each other.

Some people even like to use positive feedback to open and close constructive feedback, sometimes known as a feedback sandwich. The structure is quite simple:

• A piece of positive feedback to uplift the feedback receiver
• A piece of critical feedback that should cause the receiver to think, without intentionally causing offense
• Another piece of positive feedback to round off the sandwich

Using this structure allows us to ensure that the receiver has two good elements to reflect on regardless of the constructive criticism sent their way. Remember, the goal of critical feedback is not to tear someone down or attack their ways of working, though we have no control over how they might interpret feedback sent their way. The positive feedback examples given on either side of the criticism can help to reassure them that their actions are not being overly criticized.

Positive feedback examples we should all use

Feedback examples can take many different forms and can be delivered in a variety of manners. Nevertheless, there are some that everyone should look to adopt. We’ve split them up into five different areas below so you can get an example of how easy it can be to work effective employee feedback into any conversation that you might wish to have!

Positive feedback examples for performance and achievement

When someone has delivered on their tasks and achieved everything that they have set out to do in their personal development plan, they are deserving of praise!

1. Doing great work

“Your work on that recent project was outstanding! Your attention to detail helped to deliver some high-quality results.”

2. Completing a difficult task

“That was a really difficult assignment. It was great to see how you used your problem-solving skills to figure it out, and you communicated your intentions throughout the process.”

3. Recognition of achievements

“Congratulations, you have exceeded your sales target for this quarter! We’ve seen you put in lots of hard work and it definitely paid off.”

4. Meeting deadlines

“Thank you for consistently meeting your deadlines. It has really helped us to ensure that the rest of the team can also get their tasks across the line.”

5. Demonstrating an improvement in their role

“You have grown in strength and confidence since our last performance review. It has been great to see you really make the role your own.”

6. Showcasing their development and growth

“You have done a great job taking on those development goals and we can see a difference in your performance already! Is this something that you want to continue developing in the future?”

7. Overcoming a challenge

“Those technical issues at the start of the project were so frustrating, weren’t they? I was very impressed by your perseverance until we got everything smoothed out.”

8. Focusing on tasks

“We really appreciate your ability to stay focused and complete your tasks well ahead of their deadlines, good job!”

Positive feedback examples for initiative and innovation

Fresh ideas and perspectives can help transform a team and get everyone to perform on an entirely new level. Even if the most junior member of staff has a bright idea that they want to share, they should be listened to and praised for their efforts. An incredibly effective way to boost productivity is to acknowledge when it’s happening.

9. Going the extra mile

“Thank you for going the extra mile and staying late last week. Your extra work helped us reach that tight deadline and the whole team really appreciates it!”

10. Showing initiative

“Taking initiative in introducing that new process has transformed our efficiency in that particular task, great job!”

11. Bringing new ideas

“It was great to see you getting stuck into our problem-solving session yesterday. Thank you for your contributions; they were a breath of fresh air and I hope we can get them implemented soon.”

12. Transforming a process

“Those improvements you have introduced have streamlined our operations. It was great to see you take ownership of the task and lay out how you wanted to transform it.”

13. Learning a new skill

“Your effort to learn new skills and apply them to your tasks and projects has helped to enhance your team’s capabilities. Being such an avid learner is an inspiration to the rest of the team.”

14. Starting a new role on the right foot

“It has been fantastic watching you come in and find your feet in this role. Your commitment to demonstrating your enthusiasm and competence has been fantastic, and we think you have settled into the job well.”

Positive feedback examples for attitude and values

A good attitude can be everything in the world of business. You don’t have to come to work with a smile on your face every day, but demonstrating a positive outlook should always be welcomed and celebrated. As a leader, you want to cultivate these positive attitudes because teamwork and positivity also builds a positive employee experience .

15. Positive attitude

“Your positive attitude at work is contagious and it has made a massive impact on our work environment. We’ve all appreciated the boost that you bring!”

16. Aligning with company values

“Your actions consistently reflect our company’s core values.”

17. Contributing to company culture

You have played such a key role in shaping and maintaining our positive company culture . Your energy is infectious and we hear so often that people love working with you.”

18. Acknowledgement of leadership

“We appreciate that the last quarter was extremely demanding. Your leadership in guiding your team through its challenges was exemplary.”

19. Celebrating management

“Your management style motivates and inspires the team. There has been a clear shift in how they work and approach problems and your management has played a big part in that.”

20. Needing motivation and support

“You have been working so hard recently! Is there anything we can do to better support you and potentially disperse some of your workload?”

Positive feedback examples for problem-solving and adaptability

Problem-solving skills are a must in the world of business. Being able to quickly approach a problem with a solution and pivot as circumstances change can make all the difference in how challenges are handled within a team. When employees prove that they can be adaptable and quick on their feet, they deserve to be praised.

21. Problem-solving

“Your quick-thinking and problem-solving skills saved the project from potential delays. I know the client was very thankful we got it across the deadline in time, so well done!”

22. Responding to change

“Your adaptability in response to the recent changes was impressive. I know it was a little turbulent for a while, but you took everything in your stride.”

23. Successful conflict management

“Your skillful handling of the conflict within the team helped to maintain harmony and productivity. It so easily could have spiraled out of hand without you there to mediate.”

24. Asking for help

“Your willingness to ask for help when needed ensures that we all work efficiently and effectively. I know it isn’t always easy to ask for help, but I hope you never feel like you can’t come to us.”

How to respond to positive feedback

So, you are in the enviable position where you have actually received feedback from a colleague or manager. In a feedback culture, it might have been delivered on the fly in a chat message or in passing during a meeting, or it could be more structured and part of a performance review. Regardless of how it is delivered, knowing how to respond to positive feedback when it is given is important. Any of the above examples of positive feedback could come your way, and you should know how to express thanks for them!

1. Appreciate what has been said

When expressing gratitude for feedback, the first thing to do will always be to sit back and actually appreciate when it has been said. You might be receiving praise that you expect or anticipate, or it could feel like it is coming completely out of the blue. After all, most employees feel like they do very little that is worthy of praise if they have not regularly heard it before.

Therefore, it is important that we take the time to sit back and actually appreciate what has been said. At the same time, make sure that you express gratitude to the person giving positive feedback so that they know that their efforts are valued too.

2. Reflect on the feedback

What was said during the feedback? Though expressing gratitude is important, we also need to make sure that we spend time reflecting on what was said, especially if we are not actively seeking feedback when we receive it.

Take the time to reflect on the feedback. Does it align with your picture of yourself and the goals that you have set? Looking back, can you see a clear path that led to this positive attitude or behavior that earned you this praise?

3. Share your reflections

Make sure that you share your reflections with whoever gave the feedback. Firstly, it acknowledges that you have actively listened to and processed what they have said to you rather than just accepting the feedback and moving on.

You might find it necessary to open a dialogue surrounding the feedback. If it was a little too vague for your liking, perhaps you might want to dive in and ask a few clarifying questions to help establish a clearer picture. Perhaps you might want to offer some feedback of your own to create more of a conversation. It is up to you.

4. Grow and learn

Finally, think about how you can take your feedback and implement it in your day-to-day work. There should be a lesson or something for you to take away and work on. As we have said before, try not to take any feedback as a personal attack but rather as a chance for you to grow and learn.

Even when we are at the peak of our careers, there is always something new for us to learn and add to our outlooks and unique sets of skills. When feedback is sent our way, we need to ensure that we fully understand what has been said and how we can put it to good use. It is through feedback – positive or negative – that we grow and better ourselves.

How positive feedback can affect company culture

Every business should be one that readily wants to share feedback. When a company actively wants to share feedback internally to make improvements, employees feel valued and supported in their work.

We want to work in an easy environment where we feel free and able to discuss anything we might want with our coworkers. Not being able to voice our opinions and share our stress with others can quickly make for an unpleasant working environment where everyone feels on edge and unable to discuss anything. It can even lead to higher rates of employee turnover .

Encourage everyone to share positive feedback, even if it is just one small thing as an icebreaker during a team meeting. With repeated and encouraged efforts, everyone can feel more connected and secure with each other, and that can lead to a positive work culture and happier employees overall.

Sharing positive feedback made easy with Axero

To build and nurture this feedback culture, you need to be prepared to build easy ways to share in your workplace. It starts with offering feedback as a commonplace part of a conversation or meeting, but there should be plenty of easy ways to share.

Start with your company’s intranet; create easy pathways for people to share their thoughts and feedback. By carving out specific parts of your intranet for quick and easy messages, you give people the opportunity to pass things on quickly. As an example, you might want to create a team-only space that only those in that given department or project can access. This also gives you the perfect platform for sharing feedback.

An intranet also helps you build out your communication pathways and gives your teams more chance to interact than ever before, even if they are located on opposite sides of the world from you! Giving feedback to someone doesn’t have to involve writing a long essay highlighting everything that the other person has done. Sometimes, it can be as simple as sending them a thank-you badge for their employee profile to let everyone know what a great job they have done.

We all need to get better at recognizing and sharing positive feedback since it really can make such a difference to our world of work. So often it can come down to an issue with communication and sharing in general. 96% of employees said that regularly receiving feedback is a good thing; people want to share hard work and good news, but they just have no way of doing so at the moment!

Book a demo with Axero today and find out how we can help revitalize your workplace communications. We hope you will have nothing but positive feedback for us!

Your 2024 Intranet Buyer’s Guide

Written by Alex Hoey

Alex is the Marketing Manager at Axero Solutions, dedicated to creating valuable content to help companies work smarter and together. Alex previously worked in communications and journalism throughout the tri-state area.

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Critical Thinking: 40 Useful Performance Feedback Phrases

Critical Thinking: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Critical Thinking: Exceeds Expectations Phrases

• Highly demonstrates assertive and decisive ability when finding solutions for problems.
• Knows how to communicate ideas and issues easily in a very clear and concise manner.
• Able to piece together elements and come up with proper deductions on issues.
• Knows how to clarify problems and solutions easily so that other people can understand.
• Evaluates ideas and opinions in an unbiased manner without favoritism.
• Thinks through issues in a very logical manner that results in finding the best solution to a problem.
• Demonstrates excellent problem-solving skills by accessing a problem and devising the best possible solution for it.
• Takes in into consideration different and varied perspectives when solving problems.
• Examines the implications and possible consequences to any particular action carefully.
• Solves problems one by one so as not to mix up issues and ideas.

Critical Thinking: Meets Expectations Phrases

• Uses strategic approachability and skill when it comes to solving issues.
• Demonstrates well assertive and decisive ability when it comes to handling problems.
• Tries to always consider all factors at play before deciding on a particular methods or way.
• Gathers all the required facts and figures before starting to solve a particular problem.
• Always seeks to ask questions as a form of finding a sound basis to solving a problem.
• Not afraid to make mistakes and tries to find creative ways to handle any issue.
• Looks at issues in different angles and not in a one-sided way.
• Shows great flexibility when it comes to changing strategies and tact while dealing with different problems.
• Questions regularly to find out if the decision taken will achieve the desired effect.
• Always feels comfortable and confident when seeking help or advice whenever stuck on solving any issue.

Critical Thinking: Needs Improvement Phrases

• Does not take the time to consider all factors available before making a decision carefully.
• Looks at issues in a one-sided manner instead of having different varied ways of looking at it.
• Finds it challenging to arrive at a concrete conclusion after undertaking any evaluation.
• Not willing to do proper research and relies on outdated data and information.
• Does not demonstrate a curious type of attitude to try to find out a little bit more on issues.
• Not willing to accept corrections and take calculated risks when necessary.
• Does not show enough willingness to try to improve the critical thinking skills.
• Does not present ideas and points in a logical order or outline.
• Looks at issues in a biased and unfair way by not evaluating all factors.
• Not willing and inflexible to change tact or strategy when the initial plan fails to achieve the desired effect

Critical Thinking: Self Evaluation Questions

• How well do you research and gather facts and information before solving an issue?
• Give an instance you hurriedly made a decision without thinking it through and what was the result?
• Elaborate on a given occasion that you made the best decision. How did you feel about it?
• How well do you consider all the factors available before making your decision?
• Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions?
• Do you always try to inquire further, what could be the missing elements that could achieve a positive outcome?
• How well do you consider having a concrete conclusion when presenting your ideas?
• When expressing your ideas do you deliver them in a logical manner?
• Do you usually look at issues in a one-sided manner or at different angles?
• How flexible are you when it comes to trying different ways of solving problems other than the intended way.

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Teaching Resources

Providing Feedback on Problem Solving

Resource overview.

Strategies for guiding students through the problem solving process

When students approach an instructor, graduate assistant in instruction, or undergraduate teaching assistant for help with problem-solving, providing them with effective feedback can help to clarify expectations for learning, promote understanding, and teach students how to troubleshoot in the future (Nicol & MacFarlane-Dick, 2006). This resource describes several key practices that will help you provide feedback on problem solving in one-on-one or small group settings, such as in office hours.

Support Conceptual Learning and Transfer

Use approaches that will help students not just solve this problem, but gain a deeper understanding of the concept that they can apply in future problems.

• Avoid immediately providing students with an answer, the next step in the problem, or pointing out exactly where they went wrong. Instead, the best place to start is by asking questions and listening to the student to help you and them to better identify the source of their difficulty.
• Start from where the student is at. There is often more than one way to solve a problem; it is important that you pay attention to and utilize the work the student has done so far rather than just showing them how you would solve the problem from start to finish.
• Encourage students to talk through their thought process as they solve a problem. This both contributes to student learning and gives you insight into what they do and do not understand so far.
• It can be helpful to model problem solving strategies for a student by working through a problem while explaining your steps. However, this on its own is not enough . It is important that you also have the student work through a problem themself.

Here are some questions you can use to guide students, from University of Michigan’s CRLT:

• What are some possible ways you might go about solving this problem?
• Tell me what you know about the concept.
• How might you break the problem into small steps?
• Can you explain how you got from step one to step two?
• What are you thinking right now?
• I don’t understand your reasoning behind that step. Will you please explain?
• What do you think your next step is?

Listen to the Student

An important part of working one-on-one with a student is actively listening to them.

• Listen and then rephrase a student’s response back to them to make sure that you understand. Also ask clarifying questions as needed. Example: “You said you aren’t sure which equation to use in this step, is that right?”
• Don’t make assumptions about which parts of a problem will be easy or difficult based on your own experiences. Ask questions and focus on what the student says.
• Pay attention to students’ emotional responses and don’t dismiss or ignore these. Be aware that sometimes things you say in an effort to reassure someone can feel like a dismissal. If you say, “Lots of students find this hard, you shouldn’t worry about it,” students can feel like their emotional experience isn’t being validated. Instead, say something like, “It sounds like you are feeling frustrated with this problem set. Would you like to take a look at some of the questions together?”
• Learn to recognize warning signs that a student might be experiencing more general psychological distress and be aware of how to talk with students about mental health support on campus. See the page Supporting Students in Distress .

Promote Growth Mindset and Belonging

When you are working with a student, ensure that you are sending the message that even if they struggle at first, they can learn the material.

• Avoid negative comments such as, “You should really remember this from lecture.” While you might feel frustrated, comments like this are not productive for student learning. If you think a student needs to be preparing or studying in a different way, point this out in a constructive way. For example, “When you aren’t sure which equation to use for a problem like this, I suggest your first step is to review the problems from class.”
• Recognize that everyone has different backgrounds and experiences that they bring into the learning environment. Avoid making assumptions when students come to you for help, for instance, about what behaviors or grades indicate a lack of effort.
• Help normalize struggle as a common part of academics that can be overcome. For example, you can mention strategies or resources that have helped other students who were experiencing a similar difficulty.
• Avoid sending signals to a student that you don’t believe they can master the material. For example, don’t say, “It’s okay if you don’t quite understand that one.” Although you might be trying to comfort the student, this can send the message that you don’t think they can do it.
• If a student is struggling in a course, don’t overwhelm them with a long list of things they need to do differently. Instead, work with the student to identify specific areas where they are struggling, and 2-3 new strategies they can use to improve in those areas.
• Talk about how you have grown your knowledge and skills over time through practice. If comfortable to you and relevant to the student, consider sharing about a time when you struggled, failed, or made mistakes in an academic or work context, and how you moved through that challenge.

Set Clear Expectations

Clear communication from the beginning helps both you and students have a positive experience, decreasing the frustrations that come from a mismatch in expectations.

• Talk to students about when and how they will receive feedback in your class, as well as who they can talk to if they have questions.
• Let students know what type of feedback you will and won’t provide and your rationale for this. Be sure to frame this in terms of how it benefits student learning. For example, you might not want to give students a direct answer or tell them exactly what step to do next, for the reasons discussed above. Students might find this frustrating and feel like you aren’t helping them. To address that, you can acknowledge that it might feel frustrating at times, but explain that your approach will actually help them when solving future problems (e.g., on exams or larger projects).

Acitelli, L., Black, B., & Axelson, E. (n.d.) Learning and Teaching During Office Hours . Center for Research on Learning and Teaching, University of Michigan. http://www.crlt.umich.edu/gsis/p4_5

Nicol, D. J., & Macfarlane‐Dick, D. (2006). Formative assessment and self‐regulated learning: A model and seven principles of good feedback practice. Studies in Higher Education, 31 (2), 199-218.

Yeager, D. S., Purdie-Vaughns, V., Garcia, J., Apfel, N., Brzustoski, P., Master, A., … & Cohen, G. L. (2014). Breaking the cycle of mistrust: Wise interventions to provide critical feedback across the racial divide. Journal of Experimental Psychology: General , 143 (2), 804-824.

Problem Solving Performance Review Phrases Examples

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Problem Solving Sample Phrases To Write A Performance Appraisal Feedback