problem solving skills examples for performance review

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31 examples of problem solving performance review phrases

Jump to section

You're doing great

You should think of improving

Tips to improve

Use these practical examples of phrases, sample comments, and templates for your performance review , 360-degree feedback survey, or manager appraisal.

The following examples not only relate to problem-solving but also conflict management , effective solutions, selecting the best alternatives, decision making , problem identification, analyzing effectively, and generally becoming an effective problem-solving strategist. Start using effective performance review questions to help better guide your workforce's development. 

Problem solving appraisal comments: you're doing great

• You always maintain an effective dialogue with clients when they have technical problems. Being clear and articulate makes sure our customers' faults are attended to promptly.
• You constantly make sure to look beyond the obvious you never stop at the first answer. You’re really good at exploring alternatives. Well done!
• Keeping the supervisors and managers informed of status changes and requests is important. You’re really good at communicating the changes to the projects at all times. Keep it up!
• You stay cool and collected even when things aren’t going according to plan or up in the air. This is a great trait to possess. Well done!
• You’re excellent at giving an honest and logical analysis. Keep it up! Effectively diagnosing complex problems and reaching sustainable solutions is one of your strong points.
• Your ability to ability to make complex systems into simple ones is truly a unique skill to possess. Well done!
• You often identify practical solutions to every roadblock. You’re a real asset to the team! Great job.
• You always listen actively and attentively to make sure you understand what the exact problem is and you come up with solutions in an effective manner.
• You have an amazing ability to clearly explain options and solutions effectively and efficiently. Well done!
• When driving projects, you can shift to other areas comfortably and easily. making sure the project runs smoothly. Great job!

Problem solving performance review phrases: you should think of improving

• You always seem too overwhelmed when faced with multiple problems. Try to think of ways to make problems more manageable so that they can be solved in a timely and effective manner.
• Avoiding conflicts constantly with people is not a good idea as you will only build up personal frustration and nothing will be done to remedy the situation. Try to face people when there are problems and rectify problems when they occur.
• Don’t allow demanding customers to rattle your cage too much. If they become too demanding, take a step back, regulate your emotions , and try to make use of online support tools to help you rectify problems these tools can help a lot!
• It’s necessary that you learn from your past mistakes . You cannot keep making the same mistakes , as this is not beneficial to the company.
• You tend to ask the same questions over and over again. Try to listen more attentively or take notes when colleagues are answering!
• Providing multiple solutions in an indirect and creative approach will allow you to be more effective at problem-solving . if you struggle with this typically through viewing the problem in a new and unusual light.
• You fail to provide staff with the appropriate amount of structure and direction. They must know the direction you wish them to go in to achieve their goals .
• You need to be able to recognize repetitive trends to solve problems promptly.
• You tend to have problems troubleshooting even the most basic of questions. As a problem solver and customer support person, it’s imperative that you can answer these questions easily.
• Read through your training manual and make sure you fully understand it before attempting questions again.

Performance review tips to improve problem solving

• Try to complain less about problems and come up with solutions to the problems more often. Complaining is not beneficial to progression and innovation.
• As a problem solver, it’s important to be able to handle multiple priorities under short deadlines.
• You need to be able to effectively distinguish between the cause and the symptoms of problems to solve them in an efficient and timely manner.
• Try to anticipate problems in advance before they become major roadblocks down the road.
• Try to view obstacles as opportunities to learn and thrive at the challenge of solving the problem.
• Remember to prioritize problems according to their degree of urgency. It's important that you spend the majority of your time on urgent tasks over menial ones.
• When putting plans into place, stick to them and make sure they are completed.
• When solving problems, try to allocate appropriate levels of resources when undertaking new projects. It is important to become as efficient and as effective as possible.
• Try to learn to pace yourself when solving problems to avoid burnout . You’re a great asset to the team and we cannot afford to lose at this point.
• Meeting regularly with your staff to review results is vital to the problem-solving process.
• Staff that has regular check-ins understand what it is that is required of them, what they are currently achieving, and areas they may need to improve. Try to hold one-on-one meetings every week.

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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.

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Problem Solving: 40 Useful Performance Feedback Phrases

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

Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Problem Solving: Exceeds Expectations Phrases

• Actively listens when others are talking and seek clarification on issues not well understood.
• Seeks to brainstorm on problems to try to find the right solutions.
• Evaluates all possible solutions and chooses the one that will deliver the best results.
• Knows how well to collaborate with others to find solutions to problems.
• Knows how to resolve any outstanding client issues and problems amicably.
• Communicates views and thoughts in a very distinct and understandable manner.
• Is decisive when it comes to making decisions and sticks by the decisions made.
• Gathers all the necessary facts and information first before making any decision.
• Monitors all outcomes of all actions undertaken to take full responsibility for any problem.
• Breaks a problem down before starting to analyze it in a more detailed manner.

Problem Solving: Meets Expectations Phrases

• Is always open-minded and readily accepts what others have to contribute.
• Has an inquisitive nature and tries to analyze all that is happening around.
• Always asks the right questions and raises any relevant issue when necessary.
• Keeps things calm even when required to make quick decisions under high pressure.
• Communicates or articulates issues in an obvious and concise way that people can easily understand.
• Shows strong level-headedness when assessing situations and coming up with solutions.
• Tries to be accommodative of other people's views and accepts them easily.
• Always portrays enough knowledge of the problem and its feasible solutions.
• Shows the willingness to change tact whenever the conditions change.
• Creates opportunities to evaluate and implement the decisions that are arrived at properly.

Problem Solving: Needs Improvement Phrases

• Not willing to be accommodative of other people's ideas and opinions.
• Does not know how to present a problem in ways that people can understand.
• Finds it difficult to articulate issues in a clear and understandable manner.
• Not decisive and assertive when it comes to coming up with solutions.
• Does not take the time to listen keenly to what others have to say or contribute.
• Always in a hurry to make decisions and does not think things through.
• Does not always monitor the decisions made to ensure that they have a positive impact.
• When faced with a high-pressure problem, does not maintain a cool head to be able to solve it properly.
• Not willing to collaborate with other people to come up with solutions to problems.
• Does not manage client-related issues in a professional manner and customers are left unsatisfied.

Problem Solving: Self Evaluation Questions

• How well do you solve issues and are you confident in your abilities?
• Give an instance you solved a problem, and it was successful.
• Give a situation that you solved a problem, and it was unsuccessful.
• How well do you accommodate other people ideas and opinions when trying to solve a problem?
• How do you manage high-pressure situations that require fast and urgent attention?
• Do you involve other people when trying to solve any particular problem?
• How well do you brainstorm before setting out to solve a problem?
• Do you research well enough to get proper facts and information?
• Are you in most cases conversant with what the problem is before you solve it?
• How well are you keen on everything that is happening around you?

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100 Performance Review Example Phrases & Comments for 2024 [Free PDF]

Effective performance management forms the backbone of a successful organization. A critical element of this process is the provision of feedback during performance reviews, which directly influences an employee's productivity, job satisfaction, and professional growth.

Specific and personal feedback plays a pivotal role in this scenario. It assists in clearly displaying what an employee is doing well and where they can improve, fostering a culture of continuous learning and development.

Using specific feedback prevents misunderstandings that can arise from vague or generalized statements. When the phrases that are used in performance reviews are specific, they pinpoint exact areas of strength or weakness, which helps employees understand their performance comprehensively. For example, rather than saying "you need to improve your communication," saying "you need to provide more timely responses to internal emails" offers a clear path towards improvement.

Are performance reviews a chore at your company? Ask your HR team to simplify the process with PerformYard. Learn More

Personalized feedback, meanwhile, recognizes the uniqueness of each employee and their role within the organization. It shows employees that their work is valued and noticed, leading to increased motivation and job satisfaction. Using specific phrases encourages individual performance improvement, and adding a personal touch to these phrases fosters an environment where employees can feel seen, heard, and appreciated.

In this guide, we present 100 phrases and comments to use in employee performance reviews. These examples should serve as inspiration, as we ultimately recommend providing specific and personal feedback to employees.

The examples are separated into the following categories, and further split into positive and critical feedback.

• Communication and interpersonal skills
• Creativity 
• Dependability
• Flexibility
• Quality of work

We have also included example phrases for employees who are receiving a review and trying to learn how to best respond to feedback.

Want to download the Performance Review Examples Phrases Free PDF? Click here.

Example phrases about aptitude.

• "You consistently demonstrate a superdeep understanding of your role and the tasks associated with it. Your strong skill set is a key asset to our team."
• "You have an exceptional ability to grasp complex concepts quickly and apply them effectively in your work."
• "Your problem-solving skills have proven invaluable in situations that require innovative solutions."
• "You have repeatedly shown excellent judgment when making decisions under pressure."
• "Your willingness and ability to learn new skills and procedures quickly is impressive and contributes significantly to our team's success."
• "There are instances when you struggle to grasp new concepts quickly. Additional training or learning resources might be beneficial for you."
• "You've had difficulty applying learned skills to new or unfamiliar situations, which has affected your performance."
• "You seem to have trouble with decision-making in high-pressure situations. Developing stress management techniques could help improve this."
• "There are areas within your role where your understanding seems limited. Let's work on developing your knowledge and skills in these areas."
• "While you're capable in your role, we've noticed struggles in adapting to changes or new procedures. The ability to learn these procedures quickly will be essential moving forward."

Example Phrases about Employee Attendance

• "Your punctuality and reliability set a strong example for our team. Your consistent presence is appreciated and noticed."
• "You have an excellent attendance record. Your dedication and commitment are truly exemplary."
• "Your adherence to your work schedule contributes greatly to our team's productivity and efficiency."
• "You've shown a remarkable consistency in arriving on time and being prepared for meetings and assignments."
• "Your excellent attendance reflects your professionalism and commitment to your role and the team."
• "Your frequent absences have been noticed and are impacting team performance and workflow."
• "Punctuality has been an issue for you. It's important to ensure your timely arrival to maintain the team's efficiency."
• "There have been instances where you've missed critical meetings. Attendance in these situations is crucial for keeping up with information and team decisions."
• "Your irregular attendance is causing scheduling conflicts and impacting the productivity of the team."
• "Improving your reliability and ensuring consistent attendance should be a key focus area for you in the coming months."

Example Phrases about Communication and Interpersonal Skills

• "Your ability to clearly articulate ideas and feedback contributes to our team's overall effectiveness and success."
• "Your open and approachable communication style fosters a positive work environment and aids in conflict resolution."
• "You excel at maintaining open lines of communication with all team members, helping to keep everyone informed and on the same page."
• "Your excellent listening skills and empathy create an environment of mutual respect and understanding within the team."
• "You're highly skilled at conveying complex information in an understandable way, which greatly aids in our team's productivity and collaboration."

» 6 Examples of Positive Performance Review Phrases

• "There have been instances where your messages could be misunderstood due to lack of clarity. Developing your communication skills should be a focus area."
• "While your technical skills are strong, improving your interpersonal skills could help build better relationships within the team."
• "You occasionally tend to dominate conversations, which can prevent others from sharing their views. Actively inviting and listening to others' inputs could help address this."
• "At times, there seems to be a delay in your responses to emails and messages. Prompt communication is crucial for effective team functioning."
• "Improving your ability to convey negative or constructive feedback in a respectful and understanding manner should be a focus for you going forward."

Example Phrases about Creativity

• "Your ability to think outside the box has led to innovative solutions and improvements in our processes."
• "Your creative insights have often resulted in fresh perspectives that benefit our team's work."
• "You consistently demonstrate a high level of creativity and originality in your work, which drives our project success."
• "Your creative problem-solving skills have proven invaluable when faced with complex challenges."
• "You've shown an ability to make imaginative suggestions that have positively influenced our strategies and initiatives."
• "While you're proficient in executing tasks, we would like to see more innovative ideas and creative problem-solving approaches from you."
• "Improving your ability to think creatively should be a focus for you, as this could contribute to more diverse and effective strategies."
• "At times, you tend to stick with what's familiar rather than seeking novel approaches. Embracing creativity can help in overcoming challenging tasks."
• "There seems to be a reliance on conventional methods. Encouraging creativity and exploring new ideas could lead to more effective solutions."
• "While your work is solid, there are opportunities for you to be more inventive in your approach to problem-solving and project execution."

We make performance reviews easy for employees and managers. Tell your HR team to ditch the manual process and switch to PerformYard. Learn More

Example Phrases about Dependability

• "You've consistently demonstrated a high level of reliability, which significantly contributes to our team's success."
• "Your ability to be dependable even in high-stress situations that require much time and effort is commendable and appreciated."
• "You're a dependable team member whom we can always count on to complete high-quality work promptly."
• "Your consistent performance and ability to be relied upon in a variety of situations truly set you apart."
• "You have shown a remarkable level of responsibility and dependability, especially in challenging situations."
• "There have been several instances where tasks assigned to you were not completed on time. Improving reliability should be a priority."
• "At times, you struggle to fulfill your commitments, which has impacted the team's overall productivity."
• "While your individual contributions are valued, improving dependability in terms of deadlines and responsibilities is necessary."
• "There are times when we cannot rely on your work to be completed as promised. Greater consistency in dependability is needed."
• "We have noticed challenges with reliability in meeting assigned tasks and responsibilities. This is an area for development in the coming review period."

Example Phrases about Efficiency and Time Management  

• "Your ability to manage your tasks effectively and deliver results on time is impressive."
• "You consistently produce work that does not need to be revised or looked over within deadlines."
• "Your efficiency and ability to prioritize tasks effectively contribute significantly to our team's productivity."
• "You have shown a remarkable knack for utilizing resources in beneficial ways to meet project objectives."
• "Your proactive approach in planning and managing your time reflects your strong organizational skills."
• "At times, you struggle to manage your workload effectively, which has led to missed deadlines."
• "Improving your time management skills should be a priority as it affects your efficiency and productivity."
• "Your approach to managing tasks can sometimes be inefficient. Working on task prioritization could help improve your performance."
• "There have been instances when the quality of your work was compromised due to poor time management."
• "While you contribute positively to our team, improving efficiency and time management will allow you to excel further in your role."

Example Phrases about Flexibility

• "Your ability to adapt to change and handle unexpected situations effectively is a great asset to our team."
• "You've shown a high level of flexibility in your role, often stepping outside your comfort zone to meet team needs."
• "Your ability to change gears to most actively and beneficially assist with the completion of projects prompts the team to succeed."
• "You have a strong capacity to shift focus and adjust plans when unexpected changes occur."
• "Your open-minded approach and readiness to embrace new ideas and perspectives enhance our team's ability to innovate."
• "At times, you seem to struggle with adapting to new circumstances or changes in plans."
• "While your work is consistent, demonstrating more flexibility in dealing with unexpected situations would be beneficial."
• "Improving your adaptability to sudden changes in project direction should be a focus area for the coming period."
• "There have been instances where your inability to adjust quickly to new tasks has impacted the team's productivity."
• "We would encourage a more open mindset towards change and new ideas, as this will aid in your growth and our team's success."

Example Phrases about Leadership

• "You demonstrate strong leadership qualities by consistently guiding your team members towards achieving their goals."
• "Your ability to inspire and motivate your team contributes significantly to our team's overall success."
• "You've shown excellent leadership in managing projects, driving both process and results."
• "Your effective decision-making skills in challenging situations reflect your strong leadership abilities."
• "Your foresight and strategic planning capabilities set a positive example for your team and have led to successful outcomes."
• "While you're a valuable team member, stepping up and taking more leadership responsibilities could greatly enhance team outcomes."
• "There have been instances where decisive action was needed, and your hesitation led to delayed progress."
• "Improving your ability to motivate and inspire your team should be a key focus area for you."
• "At times, there seems to be a disconnect between you and your team. Enhancing your leadership communication skills could help bridge this gap."
• "While your individual work is strong, there is room for improvement in leading team initiatives and fostering a collaborative environment."

Example Phrases about Quality of Work

• "Your attention to detail and commitment to excellence are clearly reflected in your work."
• "You consistently deliver high-quality work, which significantly contributes to our project success."
• "Your work is frequently cited as a model of excellence for the team."
• "You demonstrate a high level of proficiency and knowledge in your work, resulting in superior quality outcomes."
• "The quality of your work is outstanding and consistently exceeds expectations."
• "While you meet deadlines, there are often errors in your work that need to be addressed for better quality."
• "Improving the accuracy and thoroughness of your work should be a priority in the next period."
• "While your productivity is commendable, the quality of your work has sometimes been compromised."
• "There have been instances where the quality of your work did not meet our team's standards."
• "We would encourage more focus on the details of your tasks, as there have been some issues with the quality of your output."

Overall performance summary comments

• Your exceptional ability to work collaboratively with the team has been a key factor in our overall success this year. Your team spirit is commendable and sets a positive tone in the workplace.
• Your outstanding commitment to improving the workplace has been crucial in creating a positive workplace environment this year. 
• Your consistent dedication to delivering exceptional work has made a significant positive impact on our client and internal relationships this year. Your professionalism is a model for others.
• The consistently high quality of your work throughout the year has been exemplary. Your meticulous attention to detail has raised the standard for our team.
• Your stances throughout the year have driven project success and fostered a positive team environment. Your ability to inspire and motivate is a tremendous asset.
• Improving overall communication skills will be crucial for future success. Enhancing clarity and consistency in communication can lead to better teamwork and project outcomes.
• Focusing generally on time management is essential for meeting our team's objectives. Better prioritization and deadline adherence will greatly benefit project timelines and team dynamics.
• Being flexible in day-to-day operations is important for keeping up with the dynamic nature of our work. Overall, more flexibility and responsiveness will aid in maintaining productivity.
• Strengthening technical skills is important for meeting the evolving demands of our projects. Focusing on continual learning and skill development will improve work efficiency and quality.
• Being more open to feedback will be key to your ongoing professional development. Embracing constructive criticism as a growth opportunity can lead to significant performance improvements.

Job knowledge comments

• Your deep understanding of the latest industry trends is commendable. This knowledge has helped us stay ahead of the curve and make informed decisions.
• Your proficiency in specialized skills has been a significant asset to our team. Your expertise has contributed to the quality and efficiency of our projects.
• You have consistently demonstrated a commitment to learning and adapting, which has kept our strategies relevant and effective. 
• Your ability to apply theoretical knowledge to practical situations has been remarkable. This skill has helped in solving complex problems and improving our processes.
• Your resourcefulness in applying your knowledge to diverse situations has been invaluable, and you've shown great skill in using your understanding to benefit multiple aspects of our work.
• Staying more current with industry developments is needed. Updating your knowledge will help in making more informed decisions and keeping our strategies competitive.
• There's room for improvement in certain technical proficiencies. Enhancing these skills will increase your effectiveness and efficiency in your role.
• Adapting to new technologies and methods more quickly will benefit your performance. Keeping pace with technological advancements is crucial in our field.
• Bridging the gap between theoretical knowledge and its practical application is an area for growth. 
• Expanding your knowledge beyond your core area will enhance your versatility and contribution to the team. A broader understanding of related fields will be beneficial for your work. 

Development comments

• Your commitment to professional growth has been evident this year. You have actively sought out learning opportunities and applied new skills effectively in your role, contributing significantly to your team's success.
• Your adaptability to organizational changes has been remarkable. You've embraced new challenges and adjusted your working style, which has positively impacted team performance and project outcomes.
• You have proactively enhanced your skill set to meet the evolving needs of your role. This dedication to self-improvement has improved your work quality and efficiency.
• Your ability to set and achieve realistic, yet challenging goals is commendable. We appreciate your focus.
• Your development in leadership and mentoring skills has been outstanding. You've effectively guided team members, contributing to their growth and the overall team's performance.
• You need to engage more in ongoing learning and development. Keeping skills updated and relevant is crucial for meeting the demands of your role."
• Improving adaptability to organizational changes and new processes is necessary. Embracing change more readily will help in maintaining productivity and meeting team objectives.
• Expand your skill set to encompass new areas relevant to our evolving business needs. This action will enhance your ability to contribute effectively to diverse projects.
• Focusing on setting more clear and achievable professional goals will benefit your career development. It's important to align these goals with team objectives and overall company strategy.
• There is an opportunity to further develop your leadership skills. Engaging in leadership training and seeking opportunities to lead projects will enhance your effectiveness in a supervisory role.

Technical expertise comments

• Your advanced technical knowledge in your field has been a significant asset to our team. You have consistently applied this expertise to enhance our project outcomes and efficiency.
• Your ability to implement innovative technical solutions has greatly contributed to our team's success. Your creative approach to problem-solving has set a high standard.
• You have effectively utilized the latest technology to improve our processes. Your proficiency in adapting and applying new tools has been exemplary.
• Your willingness to share your technical skills with colleagues has fostered a learning environment within the team. This has enhanced the overall skill set of the team and improved collaboration.
• Your commitment to continuous technical learning and staying abreast of industry developments is commendable. This proactive approach has kept our team competitive and innovative.
• You need to update your technical knowledge to stay current with industry standards. Engaging in continuous learning will enhance your effectiveness in your role.
• Improve the application of your technical skills to real-world scenarios. Focusing on practical implementation will lead to better project outcomes."
• We need you to adapt more quickly and effectively to new technologies. Staying abreast of technological advancements will improve your work efficiency and the team's performance.
• We would ask to to enhance your ability to communicate technical information in a more accessible way. Clear communication of technical aspects is key to project success.
• Expanding your range of technical skills to include emerging tools and methodologies is recommended. Broadening your technical expertise will increase your versatility and value to the team.

Compliance comments

• Your strict adherence to company policies and industry regulations has been exemplary. Your commitment to compliance has helped maintain high standards of integrity and professionalism in our team.
• We appreciate that you have proactively taken measures to ensure compliance in all aspects of your work. This foresight has helped prevent potential issues and has set a positive example for the team."
• Your ability to identify and manage compliance risks effectively has been a key asset. You've consistently demonstrated a deep understanding of the regulatory environment and its impact on our operations.
• Your efforts in training and guiding team members on compliance matters have been invaluable. This has helped in building a culture of compliance and awareness within the team.
• Your commitment to staying updated with the latest company regulations and standards is commendable. This knowledge has been crucial in navigating the complexities of our industry.
• Improving your understanding of our company policies and industry regulations is necessary. Greater awareness and adherence to these guidelines will enhance your work compliance.
• There is a need for more proactive engagement with compliance issues. Anticipating and addressing potential compliance challenges will benefit the team and the company.
• We need you to develop stronger skills in identifying and managing compliance risks is important. A more proactive approach in this area will help mitigate potential issues.
• Enhancing the way you communicate compliance-related information to the team is crucial. Clear and effective communication is key to ensuring that everyone is on the same page.
• Regularly update your knowledge of company regulations and best practices. Keeping abreast of these developments is essential for maintaining the integrity and success of our operations."

Teamwork comments

• Your ability to collaborate effectively with team members has greatly contributed to our team's success. Your willingness to share ideas and resources has enhanced our projects.
• Your engagement in team activities and discussions is always constructive and positive. You consistently contribute valuable insights and support, fostering a collaborative environment.
• Your support for fellow team members, especially in challenging situations, has been outstanding. Your assistance and encouragement have helped others overcome obstacles and succeed
• Your skills in resolving conflicts within the team are commendable. You approach disagreements with a diplomatic and fair mindset, helping to maintain a harmonious and productive team atmosphere.
• Your efforts in building team spirit and a sense of unity are notable. You’ve played a key role in creating an inclusive and motivating team environment.
• There is a need to enhance collaboration with your team members. More active participation and willingness to share ideas will improve team dynamics and project outcomes.
• Increasing your engagement in team activities and discussions is important. Active participation and contribution to team efforts are essential for achieving our collective goals.
• Offering more support and assistance to colleagues can strengthen the team. Working together and helping each other is crucial for our team’s success.
• Improving your conflict management skills within the team is necessary. Addressing disagreements constructively and seeking resolutions can help maintain a positive team environment.
• Contributing more actively to team morale and spirit is recommended. A more involved approach will help foster a supportive and inclusive atmosphere among team members.

Integrity comments

• Your consistent honesty and transparency in communication have fostered a trustful atmosphere in our team. This approach has significantly contributed to building a strong, ethical work environment.
• Your commitment to ethical decision-making, even in challenging situations, has been exemplary. You've consistently demonstrated strong moral principles, which have set a positive example for the team.
• You have shown commendable accountability for your actions. Your willingness to own up to mistakes and learn from them has been a key factor in building integrity within our team.
• Your respect for colleagues and clients, irrespective of the situation, has been noteworthy. This respect has helped in maintaining a professional and ethical work environment.
• You consistently uphold our company's values in your work and interactions. This integrity has not only enhanced your reputation but also positively reflected on our team and company.
• Improving consistency in ethical conduct is needed. Aligning all actions with our company’s ethical standards will enhance trust and credibility in your role.
• There is a need to practice greater transparency in communication. Open and honest exchanges will build stronger trust within the team and with clients.
• Taking greater responsibility and accountability for your actions will improve trust and respect among team members. Acknowledging and learning from mistakes is key to personal growth.
• You should enhance respect in all professional interactions, especially under pressure. Maintaining a respectful demeanor contributes to a positive and ethical work environment.
• We need you to align more closely with the organization's values in your daily work. This alignment is crucial for maintaining the integrity and reputation of our team and company.

Self-appraisal comments 

In addition to responding to continuous feedback readily, a prepared employee needs to examine and evaluate his or her work consistently. Using self-appraisal phrases can be a sure-fire way to show an employer valuable self-analysis practices. 

• This year, I feel that I have successfully adapted to various changes in our projects and workflows. I've embraced new challenges and adjusted my strategies to maintain productivity and meet our team's goals.
• I believe my communication skills have positively impacted our team's dynamics. I have consistently made an effort to keep everyone informed and engaged, ensuring clarity in our project goals and processes.
• I pride myself on my reliability. Throughout the year, I have consistently met deadlines and maintained a high standard of quality in my work, contributing to the team's overall success.
• Working collaboratively with the team has been a key strength of mine. I've actively participated in team meetings, shared ideas, and supported my colleagues, which has helped achieve our collective objectives.
• I have dedicated myself to continuous learning and skill development. This year, I've attended several workshops and training sessions to enhance my expertise, which has been beneficial in my role.
• I recognize that I need to improve my time management skills. Balancing multiple tasks has been challenging, and I've noticed some delays in my project deliveries. I plan to work on better prioritizing my tasks and managing my time.
• I admit that I sometimes find it hard to accept constructive criticism. I realize the importance of being more open to feedback and using it to grow professionally.
• I have observed that I tend to react to problems rather than anticipate them. Going forward, I aim to develop a more proactive approach to identify and solve potential issues before they escalate.
• I am aware that my technical skills need updating to keep pace with the latest industry standards. I plan to focus on enhancing these skills through additional training and practice.
• Although I've taken on some leadership roles, I recognize the need to further develop my leadership skills. I intend to seek opportunities for leadership training and take on more responsibilities to grow in this area.

Example Phrases for Employees When Responding to Feedback

These above characteristics and phrases are important to give context to employees regarding their performance. Additionally, employees should also be able to aptly respond to these praises and criticisms. The following are general examples of ways an employee could respond to his or her manager after hearing some of the previous phrases.  

Responses to Positive Feedback

• "Thank you for recognizing my efforts. Your positive feedback motivates me to continue improving and contributing to the team's success."
• "I appreciate your feedback. It's been a pleasure working on these projects, and I'm glad to see they've had a positive impact."
• "I'm grateful for your kind words. I'll strive to maintain this performance and explore other areas where I can contribute positively."
• "Thank you for your encouragement. Your feedback provides me with the confidence to take on more challenging tasks."
• "I really appreciate your appreciation. It feels good to know that my hard work is helping the team and the company."

Responses to Critical Feedback:

• "I hear your concerns, and I know I need to improve. Are there specific recommendations for how I could improve for the team’s sake?"
• "I appreciate your honesty. Your feedback helps me identify my blind spots, and I am committed to improving in these areas."
• "Your feedback is valuable to me. I see these areas as opportunities for growth and will create an action plan to improve."
• "I understand your concerns and agree that there's room for improvement. I'll make it a priority to work on these areas."
• "Thank you for bringing this to my attention. I apologize for any issues caused, and I'm committed to learning from this feedback and improving my performance."

Employees shouldn't have to spend so much time on performance reviews. Tell your HR team to streamline the process with PerformYard Learn More

Additional Considerations

Performance reviews are an essential component of employee development, employee engagement , and overall organizational growth. These phrases allow for the most helpful and constructive levels of performance management. In addition to using these phrases, the best way to keep performance reviews both effective and efficient is to maintain a structured process that is consistent, fair, and objective.

Preparing in advance is a key aspect. This includes clearly defining the criteria for assessment based on job roles and responsibilities, setting measurable goals, gathering relevant data about the employee's performance, and outlining the points for discussion.

Meanwhile, during the review, managers should provide balanced feedback, highlighting both strengths and areas of improvement. The conversation should be interactive, allowing employees to ask questions, share their perspectives, and discuss their career aspirations.

Using performance management software can also be a game-changer in streamlining performance reviews. These tools offer a centralized platform to keep track of performance data, set and monitor goals, schedule review meetings, and record feedback. PerformYard makes the process less time-consuming and more accurate.

Performance management software also allows for real-time feedback, making reviews timelier and more relevant. Using such software ensures that nothing important is overlooked and that the process is transparent, both of which can significantly enhance the effectiveness of performance reviews.

Furthermore, these tools often come with HR analytics that can provide valuable insights for decision-making. Hence, integrating performance review software into performance review processes can dramatically improve their efficiency and effectiveness, ultimately leading to improved employee performance and organizational success.

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100 Employee Performance Review Comments and Phrases!

by Emre Ok July 3, 2024, 6:36 pm updated August 26, 2024, 3:24 pm 96.7k 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 Management

100 Performance Review Examples & Phrases for Success

• January 29, 2024

Performance reviews , a crucial element of professional development, often stir a mix of emotions among managers and employees. While the main aim is to help individuals enhance their performance through constructive feedback, poorly worded reviews can sometimes lead to heightened anxiety, impacting productivity and deadlines.

The solution? Crafting effective performance reviews . If you’re seeking guidance on how to achieve this, you’ve come to the right place! Join us as we explore real-world performance review examples that can guide employees toward success and development.

What are Performance Review Examples?

Performance review examples can assist managers and HR professionals with providing effective constructive feedback, increasing objectivity in evaluations, and setting clear expectations. With the help of these examples, it will be easier for managers to ensure a structured approach to the reviews and mitigate any biases.  

Importance of Constructive Feedback

Constructive feedback is a crucial element of effective performance reviews, since it is based on encouraging professional growth based on honest feedback. Let’s have a look at different important aspects of constructive feedback in employee development.

• Relevance: Providing specific feedback for different roles ensures relevance. Constructive feedback is all about discussing various instances where an individual excelled or needed improvement. This approach helps make the feedback actionable and suitable to their daily tasks and responsibilities.
• Balance: To encourage employee growth, constructive feedback ensures a balance between strength recognition and productive criticism. Recognizing achievements acts as a motivational force while pointing out improvement areas assists with future development.
• Future-Focused: Constructive feedback plays a pivotal role in guiding future actions and decisions. Rather than simply focusing on past performance, the focus here is on setting reasonable goals and offering a roadmap for ongoing development and growth.
• Regular Check-ins: Along with annual reviews, frequent feedback ensures that employees are perfectly aligned with the company’s goals and expectations. Regular check-ins create a culture of ongoing improvement and free-flowing communication.

Performance management platforms like Peoplebox enable managers to conduct regular check-ins with their teams.  This allows them to stay updated on their team’s engagement and motivation levels by tracking their productivity and performance consistently.

• Empathy: Considering the situation of every professional and customizing feedback accordingly, promotes a supportive environment. Constructive feedback is always based on individual strengths and challenges, making it more highly effective and result-oriented.

Creating a Positive Impact

With the usage of ideal performance review phrases, managers can ensure that the feedback is precise and constructive. This approach ensures that along with the identification of areas of improvement, accomplishments also receive due recognition. As a result, companies can ensure a positive work environment that encourages employees to be deeply engaged with their roles.

Well-phrased reviews have the power to transform the perception of critical feedback into an opportunity for professional growth. They help create an environment where performance reviews support development instead of being a mere formality. This culture encourages continuous learning and open communication, offering multiple benefits to employees as well as the enterprises.

Key Elements of Effective Performance Review Examples

Crafting compelling performance review examples involves several key elements to ensure their effectiveness.

Clarity and Specificity

Clarity and specificity are of utmost importance in all performance reviews. When managers deliver clear and specific feedback, it eliminates confusion. This helps in ensuring that professionals are perfectly able to understand what is exactly expected from them. Being specific in reviews is all about avoiding vague statements and instead offering well-explained examples that highlight the strengths of employees along with areas that need improvement.

Clarity and specificity also ensure that the employee feedback is actionable and concerned individuals can apply it directly to their work. This approach helps create a streamlined pathway to professional development and performance improvement by setting precise benchmarks.

Empathy and Encouragement

Empathy and encouragement in performance reviews have a profound impact on employee morale. Professionals will be willing to accept and incorporate the feedback when it is delivered with compassion and understanding. This approach recognizes their challenges and efforts, ensuring that the entire process is supportive and motivational.

Empathy and encouragement conveyed through the choice of suitable words can power a growth mindset by boosting an employee’s confidence. When an enterprise cares about the professional growth and personal well-being of professionals, they feel valued and are motivated to contribute wholeheartedly to the organizational goals.

Alignment with Company Values

Aligning performance reviews with company values is crucial to ensure consistency and relevance in the entire process. This approach helps ensure that performance feedback is not just about individual goals but also about how employees contribute to the broader objectives and ethos of the organization.

Peoplebox’s OKR platform lets you see how individual and team goals align with the entire organization’s goal seamlessly.

Alignment with company values helps reinforce the company culture and values through different aspects of employee performance. Managers are thus able to guide professionals to inculcate those behavioral aspects that can help achieve desired outcomes, including achieving the overall mission and vision for the company.

Now that we’ve covered the basics, let’s dive into 100 performance review examples you can use in your next review cycle.

Comprehensive List of Performance Review Examples and Phrases

Communication and interpersonal skills.

Considering the importance of effective communication and interpersonal skills in the workplace, here are targeted phrases for both positive reinforcement and constructive criticism .

Positive Feedback

• Your communication skills are exceptional, consistently clarifying complex ideas with ease. This is extremely helpful in fostering a collaborative team environment.
• Your ability to listen and understand colleagues’ perspectives empathetically, has greatly contributed to a harmonious and productive atmosphere during team meetings.
• Impressively, you articulate feedback constructively, maintaining a positive tone that encourages growth and openness among team members.
• You have a talent for inspiring and motivating others through your words. This quality has been useful in significantly enhancing team performance and driving successful outcomes.
• Your proactive approach to communicating project updates keeps everyone well-informed. This has helped to ensure smooth workflow and team alignment .

Critical Feedback

• You must focus on enhancing clarity in your communication. This could prevent misunderstandings that have occasionally led to project delays and confusion.
• Developing stronger listening skills will help in fully grasping team inputs. It will also help with avoiding oversights that have impacted project execution.
• Increasing approachability and openness in your interactions can foster deeper trust and collaboration within the team.
• Adopting a more empathetic tone in communications could strengthen your relationships with team members and enhance team cohesion.
• Improving consistency in your communication will keep the team better aligned and informed. This approach will help ensure effective project management.

Example Paragraphs for Performance Reviews for Goal Setting and Achievement

While evaluating employee performance, it is crucial to focus on goal setting , progress, and achievement. Here are some important performance review examples and phrases tailored to assess and provide constructive feedback in these key areas.

• Your consistent achievement of and surpassing set goals demonstrates remarkable initiative and drive, significantly contributing to our team’s success.
• You have shown exceptional skill in setting realistic and achievable goals, which has been instrumental in guiding your successful project completions.
• Your dedication to reaching targets, even under challenging circumstances, is commendable and sets a high standard for the team.
• Your ability to align your personal goals with company objectives efficiently has led to impactful and meaningful contributions.
• You’ve shown impressive growth by regularly setting and achieving increasingly challenging goals. This highlights your commitment to personal and professional development.
• Clarifying and refining your goals can help in aligning your efforts more closely with our team’s objectives and expected outcomes.
• While you often set ambitious goals, working on consistently meeting them will enhance your overall performance impact.
• Improving your ability to prioritize goals will help you manage your workload effectively and meet key deadlines.
• Setting more achievable goals aligned with your current resources and constraints will lead to more consistent success and less stress.
• Developing a clearer strategy and plan for achieving your goals will enhance your efficiency and effectiveness in your role.

Leadership and Teamwork

Managers need to assess employee performance in leadership roles or team environments. Here are some performance review examples and phrases related to leadership skills, teamwork, and collaboration.

• Your leadership has been instrumental in steering the team toward success. It has been consistently inspiring and guiding members toward our collective goals.
• You foster a spirit of collaboration, encouraging team members to contribute their best. This approach has significantly enhanced project outcomes.
• Your ability to delegate tasks effectively maximizes team productivity and individual strengths, making you a highly effective leader.
• You excel in creating a supportive and inclusive team environment. This approach ensures that every member feels valued and motivated to contribute.
• Your conflict resolution skills have been key in maintaining team harmony and focus, ensuring that challenges are turned into opportunities for growth.
• Increasing your focus on collaborative decision-making could further empower your team. It will also be helpful in enhancing collective ownership of projects and results.
• Developing more consistent communication strategies will help you keep the team aligned and informed, avoiding misunderstandings and delays.
• Encouraging greater team input and diversity of ideas can lead to creative solutions and a more engaged team dynamic.
• Balancing task delegation with appropriate support and guidance will ensure that your team members feel both challenged and supported.
• Working on a more inclusive approach to leadership can help in harnessing the full potential of the team. It will also be useful in fostering a stronger sense of unity.

Adaptability and Problem-Solving

Now, let’s have a look at some effective performance review phrases that address adaptability, problem-solving skills, and the ability to handle challenges and changes in the workplace.

• Your adaptability in the face of changing circumstances has been impressive. You have been consistent in finding effective solutions to new challenges.
• You display excellent problem-solving skills, approaching complex issues with a logical approach. Your creative mindset often leads to interesting and innovative solutions.
• You quickly adapt to new technologies and processes, demonstrating a willingness to learn and grow that significantly benefits our team.
• Your proactive approach to anticipating potential issues and addressing them early has been key in avoiding larger problems and maintaining project momentum.
• Your ability to remain calm and effective under pressure has set a positive example for the team. This approach has been useful in ensuring steady progress even in tough situations.
• Developing a more flexible approach to unexpected changes will help you manage challenges more effectively and maintain productivity.
• Enhancing your problem-solving skills with additional training or collaboration could lead to more efficient resolution of complex issues.
• Cultivating a calmer response to high-pressure situations would not only improve your decision-making but also positively influence the team’s morale.
• Embracing new methods and technologies can be challenging. Increasing your adaptability in this area will be crucial for ongoing success.
• Focusing on foreseeing potential problems and planning accordingly will reduce last-minute hurdles and ensure smoother project execution.

Time Management and Productivity

Here are some performance review summary examples related to time management, productivity, and efficiency, crucial for evaluating employees’ work habits and output. The examples will help managers provide employees with clear feedback for growth and improvement in their work habits and efficiency.

• Your excellent time management skills and ability to prioritize tasks effectively lead to consistently meeting deadlines and high-quality work.
• You consistently demonstrate high productivity levels. This has been helping you efficiently manage your workload and deliver exceptional results within the set timelines.
• Your ability to plan and organize work systematically is commendable. It has been useful in allowing for smooth operations and timely completion of projects.
• You adeptly balance multiple tasks, showing exceptional focus and discipline, which has a positive impact on your productivity and team efficiency .
• Your proactive approach to streamlining work processes has not only saved time but also increased the overall productivity of our team.
• Improving time management skills by prioritizing tasks and reducing distractions will help you in meeting deadlines more consistently.
• While your work quality is high, increasing focus on efficient workflows can enhance your productivity and timely completion of tasks.
• Developing stronger organizational skills will help in managing your workload effectively and reducing instances of missed deadlines.
• Balancing multiple tasks is challenging; refining your focus and time allocation can lead to more consistent output and less stress.
• Adopting a more proactive approach to identifying and eliminating inefficiencies could significantly improve your work processes and overall productivity.

Performance Review Summary Examples for Creativity and Innovation

Let’s have a look at some performance review examples and phrases designed to provide constructive feedback, encouraging employees to harness their creative abilities and think more innovatively.

• Your innovative thinking has led to groundbreaking solutions. It has been helpful in setting you apart as a valuable asset to our creative team.
• You consistently bring fresh, original ideas to the table, significantly enhancing project creativity and offering new perspectives.
• Your ability to think outside the box has resulted in innovative strategies that have driven our projects to new heights of success.
• You have a knack for turning challenges into opportunities for innovation. It is great to see that you have been consistently pushing the boundaries of conventional thinking.
• Your creative insights and suggestions have not only improved existing processes but have also inspired a culture of innovation within the team.
• Encouraging a more open mindset towards unconventional ideas could further enhance your contribution to creative projects.
• While your practical approach is valuable, integrating more creative thinking into problem-solving will lead to more innovative outcomes.
• Expanding your willingness to experiment with new ideas can open additional avenues for creativity and innovation in your work.
• Balancing your focus between practical and creative approaches will allow for diverse and innovative solutions to emerge.
• Cultivating a habit of brainstorming and collaborating on creative ideas can significantly enhance your innovative potential and contributions.

Customer Focus and Service

Here are some effective performance review examples and phrases related to customer focus and service orientation. By incorporating these performance review phrases, employees can gain insights into their strengths and areas for development in client engagement and satisfaction.

• Your dedication to understanding and meeting customer needs is exemplary, consistently resulting in high satisfaction rates and positive feedback.
• You display excellent customer service skills, effectively resolving issues and ensuring clients feel valued, which enhances our company’s reputation.
• Your proactive approach to anticipating customer needs has led to innovative service solutions. It has been helpful in setting a high standard for client engagement.
• You consistently go above and beyond to ensure customer satisfaction. This approach has been useful in demonstrating a deep commitment to exceptional service and client relations.
• Your ability to build strong relationships with customers has not only increased loyalty but also contributed to repeated business and referrals.
• Increasing your responsiveness to customer inquiries and concerns will improve client satisfaction and strengthen our service reputation.
• While your technical skills are strong, focusing more on empathetic communication can enhance customer interactions and satisfaction levels.
• Developing a more customer-centric approach in your work will help you better understand and fulfill client needs and expectations.
• Balancing your efficiency with thoroughness in customer service can lead to more effective resolutions and higher customer satisfaction.
• Enhancing your skills in handling difficult customer situations with patience and understanding will improve overall client relations and outcomes.

Performance Review Examples for Quality of Work and Attention to Detail

Let’s have a look at some performance review examples and phrases concerning quality of work and attention to detail. These reviews will help managers guide employees in refining their skills for precision-oriented tasks.

• Your meticulous attention to detail ensures high-quality outputs. Your results have been consistently exceeding our standards and client expectations.
• Your dedication to maintaining high-quality standards in every task has set a benchmark for excellence within the team.
• The thoroughness in your work approach has been pivotal in identifying and resolving potential issues before they escalate.
• Your focus on detail has not only improved the quality of your work but also inspired others to uphold similar standards.
• You have demonstrated exceptional precision in your work. This approach has been helpful in significantly reducing errors and enhancing the overall quality of our projects.
• Increasing your focus on detail can prevent oversights that have led to revisions and delays in project timelines.
• While your overall work is commendable, enhancing your precision in tasks will further improve the quality and reliability of your outputs.
• Developing a more systematic approach to checking your work can help maintain consistency and accuracy in your deliverables.
• Balancing speed with attention to detail will ensure that efficiency does not compromise the quality of your work.
• Cultivating a habit of double-checking your work for errors can significantly reduce inaccuracies and improve the end product.

Performance Review Phrases for Conflict Resolution and Negotiation

Let’s have a look at some interesting performance review examples and phrases related to conflict resolution and negotiation skills, which are crucial for employees who handle challenging situations or negotiations.

• Your ability to effectively mediate disputes and find mutually acceptable solutions has been key in maintaining team harmony and productivity.
• You demonstrate exceptional negotiation skills, balancing firmness with empathy. This approach has been useful in ensuring successful outcomes in challenging situations.
• Your proactive approach to identifying and resolving conflicts early has prevented many potential issues from escalating, benefiting the entire team.
• You have a talent for understanding different perspectives. This ability aids in resolving conflicts in a way that is satisfactory for all parties involved.
• Your diplomatic communication style and tactful handling of sensitive issues have consistently resulted in positive, constructive resolutions.
• Developing stronger conflict resolution strategies could help you manage disagreements more effectively and maintain a cohesive team environment.
• Enhancing your negotiation skills, particularly in high-stress situations, will improve your ability to reach favorable outcomes under pressure.
• Focusing on early detection and intervention in conflicts can prevent them from escalating and negatively impacting team dynamics.
• Cultivating a more empathetic understanding of different viewpoints will aid in resolving conflicts in a more balanced and effective manner.
• Improving your ability to communicate clearly and calmly during negotiations will enhance the likelihood of reaching mutually beneficial agreements.

Performance Review Examples for Dependability and Reliability

Let’s now look at some example paragraphs for performance reviews related to dependability and reliability. These performance evaluation examples can help guide employees in enhancing these crucial aspects of their professional conduct.

• Your consistent reliability in meeting deadlines and commitments has established you as a trustworthy and dependable member of our team.
• You have proven to be exceptionally reliable, always delivering quality work on time, which greatly contributes to the team’s overall success.
• Your commitment to follow through on promises and responsibilities is commendable, fostering a sense of trust and dependability within the team.
• You handle responsibilities with utmost seriousness, ensuring tasks are completed efficiently and effectively, which enhances team productivity and reliability.
• Your consistent attendance and punctuality set a positive example for the team, contributing to a dependable and efficient work environment.
• Improving punctuality and adherence to deadlines will enhance your reliability and the team’s ability to meet project timelines effectively.
• While your work is generally good, increasing consistency in meeting commitments can further establish your reliability and value to the team.
• Developing a more proactive approach to communicating potential delays or issues will help in maintaining trust and dependability with colleagues.
• Balancing your workload to avoid overcommitting will ensure that you can meet your obligations consistently and maintain reliability.
• Focusing on timely completion of assigned tasks without compromising quality will strengthen your reputation as a dependable team member.

Conduct Effective Performance Reviews with Peoplebox

Peoplebox has emerged as an effective performance management platform , offering a range of features to streamline the process and enhance employee engagement. As an all-in-one HR software, Peoplebox integrates various aspects of performance management, including OKRs (Objectives and Key Results), one-on-one meetings, and surveys, all within familiar work environments like Slack and Microsoft Teams. 

This integration simplifies the performance review process and reduces the administrative workload to help HR professionals with their tasks.

The platform’s ability to run consistent review cycles is notable, allowing for the setup of custom review cycles. This flexibility ensures that the reviews are in alignment with the company’s objectives. Peoplebox also supports the collection of reviews from multiple sources, including peers and managers, to provide a 360-degree view of strengths and areas for improvement for all employees. It also allows for defining competencies specific to different roles, adding a layer of personalization to the review process.

Get in touch with us to learn how the platform can transform your performance review process and align it perfectly with your company goals.

What is an example of a positive performance review?

A positive performance review highlights an employee’s exceptional contributions and alignment with company goals. It should provide concrete examples of achievements, such as exceeding sales quotas by 20% or developing and implementing a new process that increased efficiency by 15%. These specific details demonstrate the employee’s impact on the company and validate the positive assessment.

What should I write in my performance review summary?

The performance review summary should provide a concise yet comprehensive overview of the employee’s performance. It should encapsulate key achievements, areas of strength, and opportunities for growth. Use clear and measurable language to quantify accomplishments whenever possible. For instance, instead of stating ‘strong communication skills,’ specify how those skills were utilized to collaborate successfully on a cross-functional project.

What is an example of an employee overall performance summary?

An employee’s overall performance summary provides a holistic view of the employee’s contributions to the team and the organization. It should include a balanced assessment of strengths and areas for development supported by concrete examples. For instance, a summary might highlight an employee’s exceptional problem-solving skills demonstrated by successfully resolving a critical client issue while also suggesting areas for improvement in time management.

What are the benefits of performance reviews?

Performance reviews are crucial tools for employee development, organizational alignment, and performance improvement. By providing regular feedback, companies can enhance employee engagement, identify training needs, and recognize high-performing individuals. Performance reviews also help clarify expectations, set goals, and create a culture of continuous improvement.

What is an example of a good evaluation comment?

A good evaluation comment is specific, actionable, and provides clear guidance for improvement. It should focus on observable behaviors rather than general traits. For example, instead of stating ‘needs to improve communication,’ say ‘could enhance communication effectiveness by actively listening to team members’ perspectives and providing clear and concise updates during meetings.

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

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

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

Communication

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

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

Positive Feedback Examples for Communication

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

Constructive Feedback Examples for Communication

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

Teamwork and Collaboration

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

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

Positive Feedback Examples for Teamwork and Collaboration

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

Constructive Feedback Examples for Teamwork and Collaboration

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

Goal Achievement

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

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

Positive Feedback Examples for Goal Achievement

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

Constructive Feedback Examples for Goal Achievement

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

Creativity, Problem-Solving, and Critical Thinking

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

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

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

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

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

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

Flexibility and Adaptability

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

Positive Feedback Examples for Flexibility and Adaptability

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

Constructive Feedback Examples for Flexibility and Adaptability

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

Time Management and Dependability

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

Positive Feedback Examples for Time Management and Dependability

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

Constructive Feedback Examples for Time Management and Dependability

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

Leadership and Management

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

Positive Feedback Examples for Leadership and Management

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

Constructive Feedback Examples for Leadership and Management

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

3 Things to Avoid When Writing Performance Reviews

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

1. Don’t be vague.

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

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

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

2. Avoid absolutes.

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

3. Skip surprises.

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

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

Performance Reviews Are Just One Piece of Performance Management

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

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

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

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

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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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Say It Right: 171 Performance Review Example Phrases & Comments

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

Get your free performance review templates

Table of contents.

The importance of performance reviews

Best practices: how to write a performance review

Pitfalls to avoid in performance reviews

What to say in a performance review

Example phrases & comments: communication skills

Example phrases & comments: teamwork & collaboration

Example phrases & comments: problem-solving and decision making

Example phrases & comments: adaptability & flexibility

Example phrases & comments: customer focus

Example phrases & comments: leadership & influence

Example phrases & comments: innovation & creativity

Example phrases & comments: technical & professional proficiency

Example phrases & comments: results orientation & execution

Example phrases & comments: integrity & ethics

Example phrases & comments: cultural competency

Performance review questions

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

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

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

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

The Importance of Performance Reviews

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

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

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

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

Best Practices: How to Write a Performance Review

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

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

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

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

Pitfalls to Avoid in Performance Reviews

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

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

What Not to Say in a Performance Review

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

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

What to Say in a Performance Review:

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

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

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

Performance Review Phrases & Performance Review Comments

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

Example Phrases & Comments: Communication Skills

Positive Feedback:

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

Constructive Feedback:

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

Self-performance review examples:

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

Example Phrases & Comments: Teamwork and Collaboration

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

Example Phrases & Comments: Problem-Solving and Decision Making

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

Example Phrases & Comments : Adaptability and Flexibility

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

Example Phrases & Comments: Customer Focus

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

Example Phrases & Comments: Leadership and Influence

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

Example Phrases & Comments: Innovation and Creativity

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

Example Phrases & Comments: Technical and Professional Proficiency

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

Example Phrases & Comments: Results Orientation and Execution

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

Example Phrases & Comments: Integrity and Ethics

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

Example Phrases & Comments: Cultural Competency

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

Example Phrases & Comments: Initiative and Self-Motivation

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

Performance Review Questions

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

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

How Quantum Workplace can help you streamline performance reviews

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

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

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

Published February 27, 2024 | Written By Kristin Ryba

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240 Essential Performance Review Phrases

Paul Lopushinsky is the founder of Playficient . Playficient is an employee experience design consultancy that helps cut out the bull and focus on what really matters in the employee experience. Best place to reach Paul is on LinkedIn

Performance reviews are a precious opportunity to give feedback and coaching to improve the performance and engagement of your team member. Use these phrases as a jumping off point to help guide the conversation.

Performance reviews can be tricky to navigate for both the manager and employee. What you say, and how you say it, impacts a team member’s engagement and morale.

Performance review phrases in Human Resources (HR) serve as a foundational tool designed to facilitate clear, concise, and effective communication between managers and employees regarding job performance. These phrases are crafted to accurately reflect the individual's contributions, strengths, weaknesses, and areas for improvement.

Over the years, I’ve recognized performance appraisals as a chance for mutual constructive feedback. Performance management tools enhance this process, allowing for data-driven, specific feedback. This method clarifies achievements, motivates, and supports professional growth.

Using personalized feedback in reviews is crucial for effective communication and development, making appraisals more beneficial for all.

I’ve broken them down into the following key categories to focus on, with each divided into strengths and weaknesses. Use them as a starting point to get inspiration for your employee evaluation process:

• Communication
• Accountability
• Quality of Work
• Achievement
• Teamwork & Cooperation
• Training & Development
• Management Skills
• Productivity
• Dependability
• Taking Initiative
• Adaptability
• Process Improvement / Iteration
• Customer Service
• Professionalism
• Drive & Motivation
• Time Management

Use our compendium (don’t get to use that word often) of performance review example phrases to help you conduct an effective performance appraisal.

Example Phrases about Creative Problem Solving

• Displays the ability to come up with innovative solutions to complex problems.
• Applies creative thinking with creative solutions to specific tasks.
• Possesses interpersonal skills for solving problems with others.
• Is able to come up with multiple solutions when the opportunity arises.
• Is willing to think up creative ideas for not just their assigned tasks, but helping coworkers with challenges they’re tackling.
• Active participant in team meetings helping others work through problems.
• Shows hesitation in approaching complex problems with innovative solutions, could benefit from more creative risk-taking.
• Struggles to think outside the box when faced with challenging situations, leading to missed opportunities for innovation.
• Tends to rely on conventional methods rather than exploring new ideas or perspectives, which can limit problem-solving effectiveness.
• Has difficulty adapting to new problem-solving techniques, which can hinder team innovation efforts.
• Needs to develop a more proactive approach in seeking creative solutions to unforeseen challenges.

Example Phrases about Communication Skills

• Demonstrates strong communication skills with coworkers, managers, customers, and stakeholders.
• Demonstrates strong interpersonal skills while working with others.
• Provides constructive feedback to others.
• Can clearly articulate their thought processes in difficult situations.
• Is in constant communication with others regarding timelines and deliverables.
• Is able to deliver feedback to others in a concise manner.
• Can communicate clearly and calmly, even when handling difficult customers.
• Ensures questions and concerns are answered before working on a project.
• Can break down complex topics into simple, digestible explanations.
• Often misses key details in communication, leading to misunderstandings or incomplete tasks.
• Struggles with effectively expressing ideas clearly and concisely, impacting team alignment.
• Shows reluctance in actively listening to feedback or differing opinions, which can impede collaborative efforts.
• Has difficulty adapting communication style to different audiences, sometimes causing disengagement.
• Needs improvement in non-verbal communication cues, which can sometimes contradict verbal messages.

Example Phrases about Accountability

• Takes ownership and pride in their work.
• Takes ownership when something gets off track or mistakes are made.
• Shows a strong understanding of learning from their mistakes. 
• Gives credit to coworkers who helped them with a specific task or problem.
• Displays exceptional commitment to ethical standards, ensuring transparency and integrity in all actions
• Sometimes avoids taking responsibility for mistakes, hindering learning and growth opportunities.
• Has difficulty setting and meeting personal and team deadlines, affecting project timelines.
• Shows reluctance to provide updates on progress, leading to gaps in team communication.
• Can improve on proactively addressing issues before they escalate, ensuring smoother project execution.
• Needs to enhance follow-through on commitments to build trust and dependability within the team.

Example Phrases Related to Quality of Work

• Consistently delivers high-quality work in a timely manner.
• Seeks continuous feedback and constructive criticism to improve their job performance.
• Has demonstrated helping out a coworker or team with a problem to help deliver a quality end result.
• Is able to identify their weaknesses in their work and how to address them.
• Pays attention to detail and works hard to improve work quality.
• Develops sound strategies to achieve goals without sacrificing the quality of work.

Uncover the best goal-setting software for enhancing performance reviews with our comprehensive insights

• Work often requires revision due to attention to detail lacking, impacting project timelines.
• Inconsistency in delivering work that meets the established quality standards.
• Struggles with maintaining a high level of precision in tasks, leading to errors.
• Needs improvement in organizing and prioritizing work to enhance overall quality.
• Shows difficulty in applying feedback to improve work quality consistently.

Example Phrases about Achievement

• Include specific examples of tasks that said employee has achieved since the last performance review.
• Has met or exceeded set performance goals.
• Motivated by achievement and strives to break records.
• Demonstrates remarkable progress in achieving complex objectives, contributing significantly to team and organizational goals
• Has shown difficulty in meeting set targets within the designated timelines.
• Occasionally sets goals that are not aligned with team or organizational objectives, leading to misdirected efforts.
• Struggles with maintaining focus on long-term achievements, often getting sidetracked by immediate tasks.
• Needs to develop a more strategic approach to goal-setting and achievement to maximize impact.
• Demonstrates a lack of initiative in seeking out opportunities for personal or professional growth, hindering progress and advancement.

Example Phrases Related to Teamwork and Cooperation

• Demonstrates strong interpersonal skills when working to come up with solutions. 
• Is quick to welcome new employees to the org and assist with onboarding.
• Has demonstrated initiative in improving teamwork with their team.
• Can handle difficult conversations with team members and is considerate of the feelings of others.
• Operates cross-functionally and looks to forge strong working relationships across the org.
• Is punctual when attending meetings and respects other’s time.
• Upholds core values and seeks to improve company culture.
• Appreciates the distinct work style of team members and honors their set boundaries.
• Considers the interests of the team and works to help the team succeed.
• Is comfortable sharing ideas, resources, and techniques with team members. 
• Regularly receives positive feedback from other team members

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• Shows reluctance in sharing knowledge or resources with team members, hindering collective success.
• Has difficulty accepting and incorporating diverse perspectives, limiting team innovation.
• Struggles with effective collaboration, often working in isolation which affects team cohesion.
• Needs improvement in supporting team decisions, which can impact unity and progress towards shared goals.
• Demonstrates a tendency to dominate team discussions or decision-making processes, overshadowing input from other team members and diminishing collaboration.

Example Phrases about Training and development

• Seeks out training in order to achieve greater understanding to help achieve performance goals.
• Actively seeks out new projects and assignments with a view to learning new skills.
• Is able to absorb feedback through training and coaching to improve at their role.
• Helps others through coaching to help them achieve better job performance.
• Struggles to stay engaged with ongoing professional development opportunities, impacting skill advancement.
• Hesitates to seek out additional training that could enhance job performance and career growth.
• Shows limited interest in applying new skills or knowledge gained from training sessions to daily tasks.
• Has difficulty identifying personal development areas that could benefit from targeted training.
• Rarely takes initiative to mentor or share newly acquired skills with team members, missing opportunities for collective growth.

Example Phrases about Management Skills

• Demonstrates a strong level of leadership.
• Has an understanding of what their team is working on and can delegate effectively.
• Gives flexibility to their team in how they want to tackle problems.
• Does not micromanage employees' tasks and provides them the space to do their best work.
• Is quick to help out their team with any issues that arise
• Demonstrates strong communication skills with their team and their own manager(s).
• Helps keep their team engaged in their work.
• Provides constructive feedback and elicit valuable feedback from direct reports.
• Leads by example and takes initiative to lead projects.
• Willing to support juniors and coworkers to get them up to speed.
• Gets in touch with team members to understand a project’s progress and lends their expertise wherever required.
• Fosters team building and encourages learning and development.
• Ensures team members are comfortable asking questions and listens attentively to their queries before responding.
• Sets clear and measurable performance expectations.
• Facilitates open communication between team members and the wider organization.
• Fosters a positive, collaborative work environment.

Enhance team dynamics and performance through our reviewed selection of 360-degree feedback software , designed for impactful feedback.

• Challenges in effectively delegating tasks, leading to workload imbalances.
• Struggles with providing clear, constructive feedback to team members.
• Limited ability to motivate and inspire team towards common goals.
• Inconsistency in enforcing policies and procedures, affecting team discipline.
• Difficulty in managing team conflicts constructively, impacting team harmony.
• Shows hesitation in making decisive decisions, delaying project progress.
• Shows reluctance in adopting new management practices that could improve team efficiency.
• Needs improvement in strategic planning, affecting the team's ability to meet long-term objectives.
• Lacks consistency in following up on tasks, leading to issues with task completion and accountability.

Example Phrases about Productivity

• Demonstrates strong time management skills.
• Seeks to continuously improve in all areas of their work.
• Is able to complete their assigned tasks on time without sacrificing quality work.
• Is well-organized and formulates plans to use their time efficiently.
• Respects the time of coworkers and their project deadlines.
• Often misses deadlines, affecting overall project timelines.
• Struggles with prioritizing tasks, leading to inefficiencies in workflow.
• Frequently distracted by non-work-related issues, reducing focus on tasks.
• Limited use of productivity tools or techniques to streamline tasks.

Example Phrases related to Expertise

• Helps build out the team’s knowledge base by sharing their expertise.
• Explains subjects and tasks to coworkers in a way that they can easily understand.
• Has repeatedly demonstrated the ability to bring new solutions or a new outlook to prior problems.
• Keeps up to date with industry trends to ensure we’re leveraging the latest knowledge and ideas.
• Limited understanding of the latest industry trends and practices.
• Struggles to apply theoretical knowledge to practical work scenarios.
• Needs to enhance technical skills relevant to the job role.
• Shows difficulty in grasping complex concepts quickly.
• Lacks initiative in seeking out learning opportunities for professional growth.

Example Phrases about Dependability

• Can be trusted to complete tasks in a timely matter along with delivering quality work.
• Has demonstrated consistency with their work output, no matter the task or project.
• Has demonstrated that they are a reliable team member that others can go to and expect quality results from.
• Is always quick to follow up and answer correspondence.
• Is a loyal and valuable part of the team.
• Occasionally fails to meet deadlines, causing delays in project completion.
• Shows inconsistency in attendance or punctuality.
• Relies heavily on others to complete tasks, instead of taking ownership.
• Demonstrates difficulty in following through on commitments.
• Sometimes overlooks details critical to task completion, leading to errors or rework.

Example Phrases related to Taking Initiative

• Can work with minimal supervision.
• Shows initiative to seek out additional work or new tasks to tackle.
• Enthusiastically takes on new challenges outside their comfort zone.
• Has taken an entrepreneurial approach to providing new solutions to problems.
• Often waits for instructions rather than proactively identifying and addressing issues.
• Shows reluctance to volunteer for new projects or tasks outside of assigned responsibilities.
• Demonstrates hesitancy in proposing innovative ideas or solutions to challenges.
• Needs improvement in seizing opportunities for professional development and growth.
• Lacks initiative in seeking out ways to improve processes or enhance efficiency within the team or organization.

Example Phrases about Attitude

• Is willing to take on tasks outside their job description.
• Generally demonstrates a positive attitude towards work.
• Shows willingness to set goals and works hard to accomplish them.
• Approaches confrontation calmly and is willing to accept other’s point of view.
• Bounces back after failure with a positive mindset.
• Maintains a favorable approach to work and builds genuine relationships with team members.
• Doesn’t let difficult situations dampen their work ethic and can work well under pressure.
• Displays a negative attitude towards assigned tasks or colleagues, impacting team morale.
• Struggles to maintain a positive outlook during challenging situations, affecting team dynamics.
• Shows resistance to feedback or constructive criticism, hindering personal growth.
• Occasionally exhibits a lack of enthusiasm or motivation towards job responsibilities.
• Needs improvement in demonstrating a proactive and solution-oriented mindset in the workplace.

Example Phrases about Adaptability

• Can pivot between tasks and take on new assignments outside their remit.
• Receptive to trying new ideas and ways of working.
• Can handle shifting priorities and change focus quickly.
• Can admit when they’re wrong and are willing to learn from their mistakes.
• Is always calm in the face of adverse situations.
• Is happy to collaborate with other departments and take their advice and expertise into account whenever required.
• Is quick to adopt new technologies and HR software solutions .
• Has difficulty adjusting to changes in work processes or procedures.
• Shows resistance to new technologies or tools introduced in the workplace.
• Struggles to effectively navigate transitions in team dynamics or organizational structure.
• Demonstrates rigidity in mindset, making it challenging to embrace new ideas or perspectives.

Example Phrases about Attendance

• Reports to work on time every day and has a history of perfect attendance.
• Arrives early for meetings, seminars, and workshops.
• Meets the attendance policies of the organization without fail.
• Don't take leave without prior information.
• Reaches the workplace fully prepared for the day.
• Frequently arrives late to work or meetings without prior explanation.
• Shows inconsistency in adhering to scheduled breaks or lunch times.
• Demonstrates a pattern of unexcused absences, impacting team productivity.
• Struggles to maintain regular attendance due to personal reasons or external commitments.
• Tends to leave work early without prior authorization, disrupting workflow and impacting team productivity.

Example Phrases about Positivity / Fun

• Consistently maintains a positive and enthusiastic attitude.
• Actively contributes to a fun and inclusive team environment.
• Uses humor appropriately to enhance team spirit.
• Makes work enjoyable and engaging for others.
• Always encourages colleagues in a positive and uplifting manner.
• Occasionally overlooks opportunities to inject humor or light-heartedness into team interactions.
• Shows reluctance to participate in team-building activities or social events.
• Struggles to create a positive and enjoyable work environment for colleagues.
• Demonstrates a lack of creativity in organizing engaging and enjoyable activities for the team.
• Needs improvement in balancing fun with productivity, ensuring work objectives are still met effectively.

Example Phrases about Process Improvement / Iterations

• Continuously seeks ways to improve processes and outcome
• Actively seeks and incorporates feedback for betterment.
• Demonstrates a strong commitment to learning and growth.
• Quickly recovers and learns from setbacks.
• Consistently identifies inefficiencies and proposes innovative solutions for optimization.
• Tends to repeat the same mistakes without learning from past experiences.
• Struggles to adapt to changing circumstances or feedback, leading to stagnant progress.
• Demonstrates resistance to trying new approaches or methods, hindering innovation.
• Shows difficulty in accepting and incorporating diverse perspectives or ideas into iterative processes.
• Lacks consistency in seeking feedback and iterating on work or projects to improve outcomes.

Example Phrases about Planning

• Displays strong strategic planning abilities.
• Anticipates needs and plans accordingly.
• Pays close attention to details in planning.
• Can anticipate future trends and needs and incorporate them effectively into planning strategies.
• Excels in collaborating with team members and other departments, ensuring comprehensive and cohesive planning efforts.
• Often fails to develop comprehensive plans before starting projects, leading to disorganized execution.
• Struggles with prioritizing tasks effectively within planning frameworks, causing delays and missed deadlines.
• Shows inconsistency in reviewing and adjusting plans as needed, resulting in inefficient use of resources.

Example Phrases about Customer service 

• Consistently prioritizes customer satisfaction, resulting in positive feedback and repeat business.
• Shows outstanding problem-solving abilities to resolve customer issues efficiently and effectively.
• Exhibits a high level of empathy and understanding in dealing with customer concerns.
• Maintains a positive and helpful attitude, contributing to a pleasant customer experience.
• Pays close attention to customer needs and details, ensuring thorough and personalized service.
• Responds promptly and professionally to customer inquiries and requests
• Possesses extensive product knowledge, providing accurate and helpful information to customers.
• Demonstrates difficulty in empathizing with customer concerns or complaints, leading to dissatisfaction.
• Occasionally fails to follow up with customers promptly or adequately address their inquiries.
• Struggles to communicate effectively with customers, resulting in misunderstandings or frustration.
• Shows inconsistency in providing accurate information or solutions to customer queries.
• Needs improvement in handling difficult or irate customers calmly and professionally.
• Lacks initiative in proactively seeking feedback from customers to improve service quality.

Example Phrases about Professionalism

• Consistently upholds high ethical standards and demonstrates integrity in all aspects of work.
• Maintains a professional demeanor in all situations, setting a positive example for the team.
• Handles sensitive information and situations with discretion and professionalism.
• Strictly adheres to company policies and guidelines, promoting a culture of compliance and professionalism.
• Occasionally displays unprofessional behavior, such as inappropriate language or attire.
• Shows inconsistency in adhering to company policies and procedures, compromising professionalism.
• Demonstrates a lack of respect for colleagues or superiors, undermining a professional work environment.
• Struggles to maintain confidentiality or handle sensitive information with discretion, risking trust and integrity.

Example Phrases Related to Drive and motivation

• Shows exceptional self-motivation, consistently taking initiative and going above and beyond expectations.
• Demonstrates a strong focus on setting and achieving ambitious goals, driving positive outcomes for the team and organization.
• Exhibits persistence and determination in overcoming obstacles and challenges, maintaining momentum towards objectives.
• Displays a genuine passion for their work, inspiring others with their enthusiasm and commitment.
• Effectively motivates and energizes team members, fostering a high-performance work environment.
• Occasionally lacks enthusiasm or initiative in tackling challenging tasks or projects.
• Shows inconsistency in maintaining high levels of motivation over extended periods.
• Demonstrates reluctance to take on additional responsibilities or seek out opportunities for growth.
• Struggles to stay focused and engaged during periods of low interest or motivation, impacting productivity.

Example Phrases about Time management

Demonstrates exceptional ability to manage time efficiently, ensuring tasks are completed within deadlines.

Effectively prioritizes tasks, focusing on what is most important and impactful for timely completion.

Conducts meetings efficiently, respecting the time of all participants and ensuring productive use of allocated time.

Could benefit from more effective time management strategies to meet deadlines consistently.

• Often underestimates the time needed to complete tasks, leading to delays.
• Struggles to prioritize tasks effectively, resulting in inefficient use of time.
• Shows difficulty in adhering to deadlines, causing stress and rushed work.
• Demonstrates a tendency to get easily distracted, impacting focus and productivity.

How to write impactful performance review phrases

• Set Clear Goals : Start with the goals set at the review's outset, providing a clear focus.
• Use Real Examples : Specific examples add credibility and clarity, showing what works and what doesn’t.
• Balance Feedback : Highlight successes and pinpoint areas for growth, motivating employees towards improvement.
• Provide Actionable Steps : Offer clear, practical advice for development, including resources and goals.
• Encourage Dialogue : Make reviews a two-way conversation, valuing employee feedback .
• Check-in Regularly : Keep the momentum going with frequent updates and support.

Why it's important to give precise performance reviews

Precise performance reviews are essential for building a transparent, trustworthy workplace. Performance management aligns individual achievements with company goals, fostering a motivated, engaged team.

Remember, shoot for clear feedback that is concise in its delivery. This isn’t like the report cards you would get back in school which had those short little blurbs that didn’t really give much insight. Great feedback helps employees grow, boosting overall organizational health.

How to apply our performance review example phrases

To make performance review phrases genuinely impactful, here’s how to tailor them for a morale boost and constructive feedback:

• Make It Personal : Adapt phrases to fit the individual's specific achievements and growth areas. Show you recognize the employee's unique contributions and challenges.
• Emphasize Growth : Always link feedback to opportunities for development. Highlight how improvements can lead to personal and professional advancement.
• Stay Positive : Keep your tone uplifting. Begin with strengths, address improvements, and end on a high note to motivate and encourage.
• Be Clear and Objective : Use direct, specific examples to back up your points. Focus on behaviors and results, steering clear of personal judgments.
• Invite Dialogue : Ask for their input. This makes feedback feel more tailored and engages the employee in their development journey.
• Collaborate on Goals : Set clear, achievable goals together, ensuring they resonate with the employee's aspirations and the organization's objectives.
• Check In Regularly : Offer ongoing support and touch base often to discuss progress, showing your commitment to their growth.

Enhancing Feedback Quality Through Effective Employee Evaluations

If you’re still doing annual reviews, I strongly suggest you consider moving them to a more frequent basis, such as quarterly reviews . You’ll be able to deliver much more effective feedback with shorter timeframes and give less of a chance for things to fall in between the cracks. 

For further support on performance reviews and performance management, join the People Managing People Community , a supportive community of HR and business leaders sharing knowledge to help you grow in your career and make greater impact in your organization.

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Examples of Well-Written Performance Reviews: A Guide to Effective Evaluation

Performance reviews are a crucial tool in assessing an employee's progress, acknowledging accomplishments, and identifying areas for improvement. However, crafting a well-written review requires finesse and a thorough understanding of the employee's strengths and weaknesses.

This article delves into exemplary, focused statements in performance reviews. It offers practical insights and guidance on delivering impactful evaluations. By mastering these typical review scenarios and employing example statements, you can craft effective evaluations that provide colleagues with valuable feedback.

Meeting Goals and Expectations

Well-written performance review focuses mainly on the employees performance against the goals and expectations set by the organization. By aligning them both, employees can have a clear understanding of what is expected of them, leading to increased motivation and productivity. This transparency lays the foundation for growth and fosters a culture of accountability.

Example: Constructive Feedback on Meeting Goals and Expectations

"John demonstrates considerable skill and knowledge in his role; however, he has struggled to meet the sales targets set for the last two quarters. While he has shown tenacity in his approach, the results have not been up to the expectations of the organization. It is recommended that John take advantage of the sales training resources available, and consider working closely with a mentor to improve his strategies. We believe in John's potential to excel and hope that with the right support, he will soon meet, and possibly surpass, his goals."

Example: Employee Exceeding Goals and Expectations

"Jane has consistently exceeded the sales targets set for the past four quarters, demonstrating exceptional skill and tenacity in her role. Her ability to generate leads and convert them into sales far exceeds our initial expectations. Not only does Jane excel in her personal performance, but she also takes the time to mentor others on her team, spreading her knowledge and contributing to the overall success of the department. We commend Jane's outstanding performance and encourage her to continue her excellent work. We believe that with her potential, Jane is well-positioned to take on more leadership responsibilities within the team."

Whether an employee is not meeting or exceeding the set goals and expectations, the aim is to provide constructive feedback that motivates them for growth, assists them in their professional development, and ultimately drives organizational success. These examples serve as a guide in navigating this crucial process with the goal of fostering a culture of transparency and accountability within the organization.

Showing Appreciation and Recognition

Appreciation and recognition are essential components of a performance review, serving as critical motivators and morale boosters. Acknowledging an employee's efforts and achievements not only validates their hard work but also fosters an environment of appreciation, thereby boosting overall productivity.

Let's delve into some examples:

Example: Constructive Feedback on Appreciation and Recognition

"Mark is known for his dedication and hard work; however, he tends to focus solely on his personal tasks, often missing opportunities to recognize and appreciate the efforts of his team members. It is important for Mark to acknowledge and show appreciation for the contributions of others, thus fostering a more positive and collaborative team atmosphere. We recommend that Mark participate in our team leadership training to gain skills in employee recognition. By doing so, we are confident that Mark can build a more cohesive and motivated team."

Example: Affirmation of Appreciation and Recognition

"Susan consistently acknowledges the efforts and achievements of her team members, fostering a positive and motivated work environment. Her exceptional ability to recognize and appreciate the contributions of others has not only boosted team morale but also increased productivity levels. We applaud Susan's exceptional leadership skills and her focus on recognition and appreciation. We encourage her to continue her excellent work and consider sharing her best practices with other team leaders in the organization."

Understanding the importance of recognition and appreciation in performance reviews is key to creating an engaged and motivated workforce. These examples highlight the potential for improvement and affirmation of excellent practices in this crucial area.

Encouraging Collaboration and Teamwork

Promoting collaboration and teamwork are vitally important aspects of a performance review, fostering a sense of unity, shared purpose, and mutual cooperation. Encouraging employees to work together effectively not only strengthens team relationships, but also enhances overall productivity and performance.

Here are a couple of examples:

Example: Constructive Feedback on Collaboration and Teamwork

"Despite his technical expertise, Robert tends to work independently and misses out on the benefits of teamwork and collaboration. While his individual contributions are valuable, we believe he could amplify his impact by collaborating more effectively with his peers. We suggest Robert participate in our team-building workshops to understand the importance of collaboration and learn techniques to enhance teamwork. We are confident that with increased collaboration, Robert can contribute significantly more to our team's success."

Example: Affirmation of Collaboration and Teamwork

"Linda's commitment to collaboration and teamwork is truly commendable. Despite her demanding role, she consistently takes the time to actively support her colleagues, sharing her knowledge freely and stepping in to assist whenever needed. Her collaborative mindset has greatly improved team cohesion and productivity. We applaud Linda's investment in teamwork and encourage her to continue her excellent work. We believe her collaborative approach serves as a model for others in the organization."

Recognizing the role of collaboration and teamwork in a performance review is crucial to building a harmonious and effective team. These examples underscore both the need for improvement and the affirmation of best practices in this key area.

Enhancing Communication Skills

Effective communication is a vital aspect of any performance review. It is not just about conveying information clearly; it's also about listening, understanding the viewpoints of others, and responding appropriately. Encouraging employees to develop their communication skills not only enhances interpersonal relationships within the team but also improves the overall workflow and productivity.

Here are a few examples:

Example: Constructive Feedback on Communication Skills

"Even though Emma excels in her role, she sometimes struggles to communicate her ideas effectively, which can lead to misunderstandings within the team. We believe Emma could benefit from attending our communication skills workshop to help her articulate her thoughts more clearly and confidently. With improved communication, we're confident Emma can reach her full potential and contribute even more to our team's success."

Example: Affirmation of Communication Skills

"John's communication skills are a true asset to our team. He articulates his ideas clearly and listens attentively to others, fostering an environment of mutual respect and understanding. His ability to effectively communicate complex concepts to clients and colleagues alike has significantly improved our team's efficiency and client satisfaction levels. We commend John's excellent communication skills and encourage him to continue his superb work. His approach to communication is a benchmark for others in the organization."

Understanding the importance of effective communication in a performance review is key to building a cohesive and efficient team. These examples highlight areas for improvement and affirm the value of good communication practices in this vital area.

Proactive Problem-Solving

Proactive problem-solving is a fundamental aspect of any performance review. It involves the ability to anticipate potential issues, devise effective solutions, and implement them in a timely manner. Encouraging employees to enhance their problem-solving skills not only increases their individual productivity, but also contributes to the overall performance of the team.

Example: Constructive Feedback on Problem-Solving

"Victoria has demonstrated her technical skills and expertise consistently; however, she tends to react to issues rather than proactively identifying and addressing them. We believe Victoria would benefit from our problem-solving training, which would equip her with strategies to anticipate and mitigate potential roadblocks. With improved problem-solving skills, we are confident that Victoria can enhance her contribution to our team's success."

Example: Affirmation of Problem-Solving

"Tom's proactive approach to problem-solving is truly commendable. He consistently anticipates potential issues and devises effective solutions ahead of time. His ability to tackle obstacles proactively has significantly improved our team's efficiency and performance. We applaud Tom's excellent problem-solving skills and encourage him to continue his exemplary work. His proactive approach serves as an ideal model for others in the organization."

Recognizing the importance of proactive problem-solving in a performance review is key to building a productive and efficient team. These examples highlight potential areas for improvement and affirm the value of proactive problem-solving practices in this critical area.

Showcasing Leadership Capabilities

Leadership capabilities play a significant role in any performance review. They encompass the ability to inspire and guide others towards achieving the team's objectives. Encouraging employees to further their leadership skills not only increases their individual impact but also contributes positively to the overall team dynamics.

Example: Constructive Feedback on Leadership Capabilities

"While James is highly competent in his individual role, he has occasionally missed opportunities to provide leadership within our team. We believe James could further his impact by embracing a leadership role during team projects and initiatives. We recommend he enrolls in our leadership development program to hone his skills in this area. With enhanced leadership capabilities, we are confident that James can greatly contribute to our team's success."

Example: Affirmation of Leadership Capabilities

"Samantha's leadership skills are a tremendous asset to our team. She guides her colleagues with empathy and clarity, fostering a positive and productive work environment. Her ability to motivate and inspire her peers has greatly contributed to our team's morale and efficiency. We commend Samantha's excellent leadership and encourage her to continue her outstanding work. Her approach to leadership serves as a benchmark for others in the organization."

Recognizing the importance of leadership capabilities in a performance review is key to building a dynamic and successful team. These examples demonstrate areas that need improvement and affirm the significance of strong leadership skills in this crucial area.

Emphasizing Attention to Detail

Attention to detail is a pivotal aspect of any performance review. It involves the ability to scrutinize tasks thoroughly, ensuring accuracy and minimizing errors. Encouraging employees to hone their attention to detail not only enhances individual task execution, but also improves the overall performance of the team.

Example: Constructive Feedback on Attention to Detail

"While Rebecca is an enthusiastic member of our team, she tends to overlook minor details in her work, which impact the overall quality of her output. We believe Rebecca could benefit from our training focused on attention to detail, which would assist her in developing the habit of thorough scrutiny of her work. With improved precision, we are confident that Rebecca can greatly contribute to our team's success."

Example: Affirmation of Attention to Detail

"Matthew's meticulous attention to detail is truly commendable. He ensures all tasks assigned to him are executed with precision and accuracy. His keen eye for detail has significantly improved the quality of our team's output and enhanced client satisfaction. We praise Matthew's excellent attention to detail and encourage him to continue his exemplary work. His approach to precision serves as a standard for others in the organization."

Recognizing the importance of attention to detail in a performance review is key to building a meticulous and successful team. These examples highlight potential areas for improvement and affirm the value of precise practices in this essential area.

Promoting Adaptability and Flexibility

Adaptability and flexibility are crucial aspects of any performance review. They involve the ability to adjust to new conditions and embrace change with ease. Encouraging employees to cultivate their adaptability and flexibility not only broadens their individual skill sets, but also enhances the overall resilience of the team.

Here are a couple examples:

Example: Constructive Feedback on Adaptability and Flexibility

"While Andrew is a dedicated member of our team, he tends to struggle when presented with unexpected changes or new work methodologies. We believe Andrew would benefit from our adaptability training, which would equip him with strategies to handle change more effectively. With improved adaptability and flexibility, we are confident that Andrew can become a stronger asset to our team."

Example: Affirmation of Adaptability and Flexibility

"Lisa's adaptability in the face of change is truly commendable. She consistently embraces new challenges and changes with a positive attitude, enhancing the overall resilience of our team. Her ability to adapt and adjust has significantly contributed to our team's ability to thrive amidst change. We applaud Lisa's excellent adaptability and flexibility and encourage her to continue her exemplary work. Her approach serves as an excellent model for others in the organization."

Recognizing the importance of adaptability and flexibility in a performance review is key to building a resilient and successful team. These examples highlight potential areas for improvement and affirm the value of adaptability and flexibility in this critical area.

In Conclusion

Writing effective performance reviews that create a positive impact requires attention to detail and skillful communication. By providing constructive feedback, setting clear goals, showing appreciation, and addressing areas for improvement with actionable solutions, you can empower your employees to grow and excel. Remember, the key to a well-written performance review lies in its ability to inspire and guide employees toward greater achievements while fostering a collaborative and supportive work environment.

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Performance reviews, love them or hate them, are a necessary practice for successful teams and organizations. And while performance reviews have long been fighting a negative reputation around fairness and usefulness – this is largely because team members aren’t being reviewed on their complete performance. Managers are often so limited on time they aren’t able to provide comprehensive reviews or are too focused on their compensation limits to give employees the recognition they deserve. 

But the workforce landscape has changed – and performance reviews need to change with it. Employees want work-life balance, time to get through their work, and not to be run down by meetings. So when we consider that only 22.1% of employee burnout comes from inadequate pay vs. 63.4% burnout from lack of time for focused work – it’s clear employees want a more productive work environment than more money to perform at their best.

So whether you’re writing your first round of performance reviews or researching how to revamp a more effective review process for your company – we’ve got you covered. In this post, you’ll learn everything you need to know about performance reviews:

What are performance reviews?

Performance reviews are changing, how to conduct performance reviews, performance review template.

• 35 example phrases for performance reviews
• Post-performance review

Performance reviews: those two words can elicit a mix of emotions from managers and employees alike. Some dread them, some embrace them, but one thing is certain — some kind of performance review or evaluation is necessary to run a team. 

So what are performance reviews? Performance reviews are regular evaluations by management to assess an employee’s job performance. Think of them as a time to hit the pause button, reflect, and evaluate how your team members are doing in their roles. 

Think of performance reviews as a compass that guides employees toward their full potential while also steering the organization toward its goals. After all, 37% of employees say receiving more personal recognition would encourage them to produce better work and motivate them to go above and beyond.

At their core, an employee performance review serves two purposes:

• They help assess an individual employee's performance and provide feedback to support their growth, development, and job satisfaction . 
• They allow managers to align their team's performance with the organization's goals to keep everyone moving in the same direction.

Even so, performance reviews are not just a one-way street – they need open dialogue between you and your team members. Employees should be able to share their thoughts, aspirations, and concerns, as an effective performance review process should be focused around how an individual can grow.

Dating back to WWII, performance reviews first started when the US Army began ranking its high-potential soldiers. But it wasn’t until the 1980s when Jack Welch , the CEO of GE, standardized and popularized performance reviews for corporate use. 

But many companies today (including GE) have since abandoned this traditional model – as 55% of workers say the annual performance review does not improve their performance. Even 77% of HR leaders do not believe annual performance reviews are accurate measurements of an employee's work. 

So many organizations are embracing new approaches to performance reviews that prioritize frequent discussions to improve employee performance and satisfaction: 

• Instead of a single annual review, managers hold regular touchpoints with employees.
• Relying less on unfair “single score” rating systems.
• Providing ongoing feedback, focusing on improvement.
• Restructuring discussions to support open dialogue.
• Embracing a variety of performance management apps for more immediate feedback.

Nevertheless, this doesn't mean you should quit performance reviews altogether. Your employees still want to know how they're doing in their roles. 

For example, PwC discontinued formal reviews (and its numbered performance rating system) for all 200,000 employees, and many people pushed back . So they needed to build a new review process that gave employees the feedback they needed without the unfair parameters – and they found a much better system. PwC now combines the benefits of ongoing conversations with periodic assessments using scores across 5 competencies, instead of solely relying on single numerical performance ratings. 

The changing landscape of performance reviews really reflects how much the traditional approach fell short for both employees and organizations. By embracing new models that foster ongoing communication, shorter-term priorities, and a focus on continuous improvement – you can improve both the motivation and performance of your employees. 

So, how should you conduct employee performance reviews today? While the traditional annual performance review may be out, that doesn't mean performance management has. Here’s how you can accurately and consistently evaluate your team's performance:

1. Set your review standards

Before diving into the performance review process, you'll first need to lay the groundwork. What standards will you use to evaluate the performance of your employees? Your team should know what their day-to-day expectations are when it comes to their performance. This may sound rather obvious, but it's essential for conducting objective and fair reviews. After all, 85% of employees say they would quit after experiencing an unfair performance review. 

Here are popular review standards include to broadly review employee performance:

• Teamwork: Does the employee actively help the team, and request or offer assistance where necessary?
• Problem-solving: Does the employee display strong problem-solving skills and explore creative solutions?
• Productivity: Does the employee stay true to deadlines and consistently finish their projects on time?
• Communication: Does the employee clearly communicate with managers, team members, and customers?
• Quality of work: Does the employee consistently produce the quality of work that’s expected for their role?
• Attendance & dependability: Does the employee show up when expected, and a reliable member of the team?
• Initiative: Does the employee take responsibility, have the ability to work independently, and display initiative? 
• Coworker relations: Does the employee interact well with coworkers and enhance the team dynamic?

2. Keep things positive & constructive

Performance reviews aren't meant to be punishing. As a manager, you don't want your employees to feel bad, upset, or hurt by the review – this is not how you boost productivity. The ideal outcome is to motivate your employee – and you do this by recognizing their efforts while constructively addressing areas of improvement. 

Keep your performance reviews honest and educational by making it a two-way conversation. No one wants to walk into a one-sided lecture focused on all the things they’re doing wrong. So, encourage your team members to share their perspectives on past performance, challenges, and ideas for improvement – actively listening to their input and concerns. To get the conversation going, you could ask open-ended questions like:

• "What are your thoughts on your performance over the past review period?"
• What were some challenges you faced during this time, and how did you handle them?"
• "What aspects of your role do you find most fulfilling, and why?"
• "In what areas do you feel you've made the most progress, and why?"
• "What support or resources do you need from me to excel in your role?"

And when offering feedback during a performance review, make sure it’s actionable and focused on improvement. Avoid spending too much time on past mistakes or focusing solely on areas of weakness. Instead, highlight achievements, acknowledge progress, and provide guidance on how to further enhance their performance further. It’s best to come prepared with concrete examples to illustrate your points and offer suggestions for development and growth.

3. Be specific, not vague

Ever received the “It’s not right, we need to make it better” feedback before? It’s super vague and about the most unhelpful feedback you can receive. The more precise and detailed your performance feedback is, the more your employee will be able to understand and take meaningful action to improve from it.

Always provide specific and descriptive feedback rather than relying on vague generalizations. When expressed in overly broad terms, feedback tends to be less well-received. Some employees may perceive it as a personal attack rather than constructive criticism, making them even less motivated to improve. 

Telling a developer during a performance review, "Your code during this project was sloppy," is only going to hurt their feelings and make them defensive. Instead, use more productive language to offer constructive feedback, such as, "I noticed your code included several bugs, which gave me the impression you were in a rush to deliver it. What I find helpful is to set aside more time for code review so we can catch these earlier. Let’s plan to work that into the next sprint."

4. Use quantifiable goals & data

Wherever possible, take advantage of quantifiable data and goals in your performance reviews. This, of course, requires quantifiable data around the employees' role and performance, which some positions are much easier to gather and track than others. But it’s incredibly valuable if you have it – employees can see their clear goals and track their ongoing performance to stay organized and motivated toward those goals.

Instead of simply telling a salesperson during their performance review, "Your sales call engagement has been way down this past quarter," you can provide a more impactful statement: "During this past quarter, it looks like only 20% of your new sales calls booked resulted in a follow-up call, which may have impacted the 25% drop in your close rate. We actually have a helpful library of scripts with great closing statements to get the follow-up booked. Let’s take a look at how we can leverage these in calls this quarter."

Quantifying the impact adds context to the feedback, and allows you to illustrate a much better recap of their performance. When they can understand the direct correlation between their actions and outcomes, employees are better equipped to take proactive steps on where to improve.

However, you need reliable and objective data to keep these performance reviews fair and honest. As we mentioned, the perceived fairness of a performance review will determine both how it's received and whether employees will adapt going forward. If an employee feels they’re being treated unfairly, they’re more likely going to be investing more time into finding a new job vs. improving their current one. 

While creating fair, accurate, and constructive reviews is challenging – it doesn’t have to be once you get your template down. Here’s a sample performance review template you can use to optimize your process:

Performance review phrases - 35 examples

Once you have the template down, you may be wondering: what do I say to the employee during their performance reviews? It's a fair question; the whole thing can feel a bit awkward, and delivering feedback in a diplomatic and constructive manner isn't always straightforward. 

So, here are some of the top performance review phrases for your next performance review:

Recognize strong performance

• "You consistently go above and beyond, smashing your targets and showing unmatched dedication."
• "Your out-of-the-box thinking and creative problem-solving have revolutionized our processes and brought impressive results."
• "You're a master at juggling multiple projects, ensuring they all get done on time and with outstanding results."
• "Your meticulous attention to detail and precise work has consistently delivered high-quality outputs."
• "Your leadership skills shine, inspiring and motivating the team to achieve great things together.

Address a performance gap

• "Let's talk about an area where we can improve. I've noticed a gap between your targets and current results, and I believe we can work together to bridge that gap."
• "I want to address some challenges we've been facing. Let’s take a look at a couple of ways you can enhance your performance to meet the expected standards."
• "I've noticed some opportunities for growth. Let's work on closing the gap between your current performance and expectations."
• "We need to address some areas where improvement is needed. Let's collaborate on strategies to boost your performance and reach the desired level."
• "I want to discuss an opportunity for development. I've identified some areas where you can enhance your skills and overcome the performance gap."

Provide constructive feedback

• "I wanted to share some feedback for growth. I've noticed some areas where you have an opportunity to enhance your performance and reach even greater heights."
• "Let's have an open conversation about areas where we can fine-tune your skills. I believe with some adjustments, you can become even more effective in your role."
• "I appreciate all of your hard work, and I'd like to provide some constructive feedback. Let’s take a look at some specific areas where we can work together to elevate your performance."
• "I wanted to discuss some opportunities for improvement. By addressing these areas head-on, we can unlock your full potential and achieve exceptional results."
• "I have some suggestions to help you grow and develop. Let's talk about how we can enhance your skills and maximize your impact."

Demonstrated initiative

• "I wanted to acknowledge your impressive initiative. Your proactive approach to taking on additional responsibilities and seeking opportunities to contribute has made a significant impact on our team's success."
• "Your go-getter attitude is truly admirable. You consistently show initiative by going above and beyond in your work and taking ownership of projects. Your dedication and drive inspire others around you."
• "I've noticed your exceptional initiative in identifying areas for improvement and implementing innovative solutions. Your proactive mindset has contributed to streamlining processes and driving efficiency."
• "Your initiative in seeking out new challenges and proposing creative ideas has been remarkable. Your willingness to step outside your comfort zone and take calculated risks has paid off in achieving remarkable outcomes."
• "Your proactive mindset really sets you apart. You consistently demonstrate initiative by anticipating needs, suggesting improvements, and taking action. Your resourcefulness and independent thinking are invaluable."

Collaboration & teamwork

• "I wanted to acknowledge your outstanding collaboration skills. Your ability to work effectively with colleagues from different teams and departments has such a positive impact on our work culture."
• "Your teamwork is exceptional. You consistently foster collaboration by actively listening, valuing diverse perspectives, and building strong relationships. Your dedication to working together towards shared goals is highly appreciated."
• "Your collaborative approach has made a significant impact on our team's success. Your ability to bring people together, encourage open communication, and facilitate productive discussions has strengthened our team dynamics."
• "I've noticed your outstanding teamwork skills in action. Your willingness to offer support, share knowledge, and collaborate on projects has had a positive ripple effect, creating a culture of collaboration within the team."
• "Your ability to collaborate across departments and align efforts towards shared objectives is remarkable. Your inclusive approach and willingness to go the extra mile has had such a successful impact on our joint initiatives."

Leadership potential

• "I wanted to acknowledge your natural leadership qualities. Your ability to inspire and motivate others, coupled with your strong decision-making skills, sets you apart as a potential leader within our organization."
• "Your leadership potential is evident. You consistently demonstrate the ability to guide and support others, foster a positive team dynamic, and make sound decisions. We would love to help you grow into a leadership role at the company.."
• "I've noticed your exceptional leadership potential. Your ability to take charge, set a clear vision, and rally the team towards common goals showcases your natural leadership abilities."
• "Your leadership qualities shine through in your actions. You consistently lead by example, display strong interpersonal skills, and inspire others to achieve their best. Your potential to lead others is remarkable."
• "Your leadership potential is evident in your ability to effectively communicate, delegate tasks, and motivate team members. Your vision and dedication make you a natural candidate for future leadership roles."

Problem-solving abilities

• "I wanted to acknowledge your exceptional problem-solving abilities. Your analytical skills, creativity, and ability to think outside the box consistently led to new solutions and positive outcomes."
• "Your problem-solving skills are impressive. You consistently approach challenges with a strategic mindset to identify root causes and develop innovative solutions. Your ability to navigate complex problems is commendable."
• "I've noticed your remarkable problem-solving abilities. Your logical thinking, attention to detail, and ability to analyze situations from multiple perspectives consistently result in effective solutions."
• "Your ability to tackle difficult problems head-on is commendable. You consistently demonstrate resourcefulness, resilience, and critical thinking in finding viable solutions. Your problem-solving skills are invaluable."
• "I wanted to recognize your outstanding problem-solving skills. Your ability to identify obstacles, develop creative alternatives, and implement effective solutions is truly impressive. You approach challenges with confidence and determination."

Follow-up after the performance review

While the hard part of compiling and completing the performance review is over – now it’s time to follow up on all the goals and next steps you’ve discussed with your employee. 

Here’s how you can maximize the impact of your performance reviews via continuous feedback and improvements:

1. Follow up on next steps

Every performance review should come with some actionable next steps for the employee (and the manager). Of course, as their manager, you shouldn't leave your team in the lurch – you need to follow up and monitor the action items from the discussion. How is your employee doing? Are they hitting the goals you've set out during the review? Are they struggling to do so and require more support from you? These are the questions you should regularly ask yourself following a performance review with your team.

2. Monitor progress on goals

How are things going after your review? Keep those action items in mind for all of your upcoming one-on-one meetings with the employee so you can regularly check in and monitor progress toward their goals. Weekly (or bi-weekly) touch-base meetings will help you provide guidance, and helpful feedback, offer support, and consistently assess their growth. These ongoing conversations will allow your employee to get the ongoing feedback they need to make  adjustments, ask questions about challenges, and give you the opportunity to recognize achievements as they continue to grow.

3. Encourage self-reflection

In your next meeting, ask your employee to reflect on their own performance and progress. By promoting self-reflection, you empower them to take ownership of their personal and professional development and continuously strive for improvement. Encourage them to regularly assess their strengths, identify areas for growth, and seek opportunities to apply feedback received during the performance review. And by providing them with access to data around their performance, they’ll have a better understanding of their productivity and will be more motivated to hit the goals set out for them.

4. Foster a culture of feedback

Beyond the formal performance review process, you'll want to do your part to foster a culture of continuous feedback and open communication – and that means a two-way street. Encourage managers and employees to regularly discuss performance, development, and goal alignment, emphasizing the importance of constructive feedback, recognition of achievements, and support for ongoing growth. Be open to feedback yourself – asking regularly, “what can I do to better support you in your role?”

5. Explore performance management tools

Finally, consider using performance management tools or software platforms to streamline and enhance the feedback and review process. Many of the companies we mentioned earlier have adopted such tools. GE, for instance, uses an app called PD@GE to conduct its employee evaluations in lieu of annual performance reviews. These tools can facilitate ongoing feedback, goal tracking, and performance monitoring through a centralized platform to ensure fair and effective performance evaluations across your team. You can also explore productivity and time-tracking apps like Reclaim.ai to ensure employees aren’t wasting too much time in meetings, have adequate time for task work in their schedules, and analyze time-consuming activities week-to-week.

Nurture employee growth with performance reviews 🌱

Performance reviews are far more than just a box to check — they’re a powerful tool for driving employee growth and organizational success. Effective performance reviews create a culture of open communication, where feedback flows freely, and improvement becomes the norm. From recognizing strong performance to addressing gaps and offering constructive feedback, managers play a crucial role in guiding the continuous growth of their employees.

Did we miss anything? How do you conduct performance reviews with your team? Tweet us @reclaimai to let us know!

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220 Performance Review Phrases for the Workplace

By: Grace He | Updated: December 01, 2023

You found our list of the best performance review phrases .

Performance review phrases are short sentences that summarize observations about an employee’s drive, work ethic, and other qualities. For example, these reviews can address poor attendance, effective organizational skills, or dedication to company goals. The purpose of these phrases is to praise staff members who are doing well and assist those who may be struggling.

These phrases are similar to constructive feedback examples and may be helpful during employee journey mapping . Checking out employee feedback tips before giving a performance review may be helpful.

This list includes:

• performance review phrases for communication
• performance review phrases for quality of work
• performance review phrases for job knowledge
• performance review phrases for teamwork
• performance review phrases for productivity
• performance review phrases for initiative
• performance review phrases for accountability
• performance review phrases for growth
• performance review phrases for leadership
• performance review phrases for new employees
• performance review phrases for longtime employees
• “opportunities for improvement” performance review phrases

Here we go!

Performance review phrases for communication

Positive comments.

• Demonstrates excellent listening skills and actively engages in conversations.
• Communicates ideas clearly and concisely.
• Excels at fostering a cooperative environment and encouraging open dialogue.
• Responds promptly to emails, messages, and requests.
• Tailors communication style to suit the audience.
• Handles conflicts and disagreements professionally and finds resolutions.
• Delivers engaging, captivating, and impactful presentations.
• Contributes valuable insights and ideas in meetings while actively listening to others.
• Uses positive and constructive language when providing feedback or addressing issues.
• Facilitates smooth communication between different departments.

Constructive Feedback

• Should focus on breaking down complex concepts into more accessible language.
• Needs to improve follow-up communication to ensure that issues are addressed promptly.
• Should strive to create a more positive and inclusive environment in team communications.
• Needs to pay more attention to nonverbal cues to understand unspoken concerns or reactions.
• Should work on managing interruptions during discussions.
• Needs to develop better techniques for handling tense situations.
• Could benefit from practicing more concise email communication to increase clarity.
• Needs to recognize and acknowledge team members’ achievements and efforts.
• Should strive to use more inclusive language that respects diverse perspectives and backgrounds.
• Should work on finding a balance between listening actively and contributing ideas during team discussions.

Performance review phrases for quality of work

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• Seeks out opportunities to learn and improve work-related skills.
• Takes ownership of mistakes and proactively works to correct them.
• Displays a strong ability to assess and analyze work outcomes critically.
• Shows a commitment to meeting deadlines without compromising quality.
• Takes the initiative to suggest and implement improvements to work processes.
• Produces work that consistently receives positive feedback from peers, clients, or supervisors.
• Shows exceptional accuracy in completing tasks and assignments.
• Has a keen eye for identifying and resolving issues.
• Pays close attention to detail, resulting in error-free outputs.
• Consistently produces work that meets strict regulatory or compliance standards.
• Often produces work that contains errors, requiring frequent revisions.
• Struggles to meet quality standards and often requires additional supervision.
• Fails to take corrective action or learn from mistakes, leading to repeated errors.
• Does not demonstrate a commitment to producing work that meets established standards.
• Demonstrates poor organization and planning, resulting in rushed and substandard work.
• Shows a consistent disregard for feedback, leading to minimal improvement in work quality.
• Demonstrates a lack of attention to detail, leading to avoidable mistakes.
• Frequently misses deadlines since work often needs extensive revisions and corrections.
• Regularly overlooks critical information, impacting accuracy.
• Displays a lack of accountability for mistakes, often blaming others or external factors.

Performance review phrases for job knowledge

• Demonstrates a deep understanding of their role and responsibilities.
• Possesses a comprehensive knowledge of the industry and relevant trends.
• Shows a strong grasp of the organization’s products, services, and processes.
• Continuously seeks opportunities to expand their knowledge and skills.
• Quickly grasps new concepts and adapts well to changing situations.
• Shares knowledge willingly and contributes to the development of others.
• Regularly attends training sessions and workshops to stay up-to-date with industry developments.
• Displays a strong ability to explain complex concepts in a clear and understandable manner.
• Acts as a go-to resource for team members seeking guidance or information.
• Demonstrates a high level of expertise in their area of specialization.
• Struggles to grasp key concepts and frequently requires guidance to complete tasks.
• Demonstrates a lack of understanding of essential job responsibilities and requirements.
• Often provides inaccurate or outdated information, leading to mistakes and miscommunications.
• Displays a reluctance to learn new skills or stay updated in their field.
• Struggles to communicate complex concepts to others clearly.
• Demonstrates a lack of curiosity and initiative to expand their knowledge base.
• Relies heavily on others to provide information and does not take ownership of their learning.
• Demonstrates a limited understanding of the organization’s products, services, and processes.
• Shows a lack of awareness of the competitive landscape and industry benchmarks.
• Frequently makes decisions based on incomplete or inaccurate information.

Performance review phrases for teamwork

• Collaborates effectively with colleagues to achieve shared goals.
• Demonstrates a willingness to assist team members and readily offers support.
• Actively contributes to group discussions and brainstorming sessions.
• Builds positive working relationships and fosters a supportive team environment.
• Shows a strong sense of responsibility for team success and takes ownership of tasks.
• Respects diverse perspectives and actively seeks input from others.
• Recognizes and acknowledges the contributions of fellow team members.
• Demonstrates flexibility in adapting to different team dynamics and challenges.
• Offers constructive feedback in a considerate and helpful manner.
• Has a positive attitude, even during challenging team situations.
• Struggles to collaborate effectively with colleagues, often working in isolation.
• Frequently disrupts group discussions with unconstructive criticism or negativity.
• Shows a lack of commitment to team goals and often prioritizes individual objectives.
• Exhibits resistance to accepting feedback or incorporating suggestions from teammates.
• Struggles to respect diverse perspectives and dismisses input from others.
• Displays inflexibility in adapting to changing team dynamics or priorities.
• Exhibits a negative attitude that impacts team morale and motivation.
• Avoids addressing conflicts within the team, allowing issues to escalate.
• Demonstrates unreliability in fulfilling team commitments and deadlines.
• Is resistant to working with newcomers and fails to help them integrate into the team.

Performance review phrases for productivity

• Consistently exceeds productivity targets.
• Demonstrates excellent time management skills by delivering work on schedule.
• Strives for continuous improvement and finds innovative ways to enhance productivity.
• Takes on additional responsibilities without compromising the quality of work.
• Effectively prioritizes tasks and manages workload to maximize productivity.
• Demonstrates a strong focus on meeting deadlines, even in high-pressure situations.
• Proactively seeks opportunities to streamline processes and optimize workflow.
• Exhibits ability to multitask and maintain productivity across various projects.
• Tackles complex tasks in a resilient and timely manner.
• Inspires team members to enhance their own efficiency.
• Struggles to meet productivity targets, consistently falling behind schedule.
• Demonstrates poor time management skills, leading to missed deadlines and delays.
• Frequently fails to complete assigned tasks within the expected timeframe.
• Displays a lack of initiative in improving productivity or streamlining processes.
• Requires constant supervision to stay on track and meet productivity goals.
• Often overlooks important details, resulting in rework and reduced efficiency.
• Shows resistance to taking on additional responsibilities or tasks.
• Demonstrates a lack of focus and easily becomes distracted during work hours.
• Struggles to juggle multiple projects simultaneously.
• Frequently fails to prioritize tasks effectively, resulting in unfinished or delayed work.

Performance review phrases for initiative

• Consistently demonstrates a proactive approach to problem-solving.
• Shows a strong sense of ownership and accountability for their work.
• Actively seeks opportunities to take on additional responsibilities and contribute to projects outside their role.
• Takes the lead in implementing new ideas and innovations.
• Proactively identifies potential challenges and takes action to address them.
• Organizes team initiatives that improve efficiency and productivity.
• Demonstrates a willingness to learn new skills independently.
• Regularly volunteers for new projects and takes on challenging tasks.
• Displays enthusiasm and dedication when faced with new challenges or complex assignments.
• Acts as a role model for others by having a can-do attitude and motivating the team.
• Rarely takes the initiative to solve problems or address issues independently.
• Demonstrates a lack of proactivity in seeking out new opportunities or additional responsibilities.
• Struggles to show ownership of their work, often relying on others for direction.
• Shows little interest in contributing beyond their assigned tasks and responsibilities.
• Possesses a limited willingness to explore new ideas or approaches to improve efficiency.
• Displays resistance to change and is hesitant to adopt new ideas or approaches.
• Frequently requires close supervision and struggles to work independently.
• Demonstrates a passive attitude toward professional development and acquiring new skills.
• Fails to address potential challenges or obstacles, leading to avoidable issues.
• Often waits for instructions or direction from others instead of taking the initiative to lead.

Performance review phrases for accountability

• Demonstrates a strong sense of responsibility for their actions and outcomes.
• Takes ownership of mistakes and actively works to fix them promptly.
• Shows consistent reliability in meeting commitments and deadlines.
• Takes the initiative to communicate proactively when facing potential challenges.
• Holds themselves accountable for meeting performance targets and achieving goals.
• Accepts constructive feedback with an open mind and uses it to improve performance.
• Takes responsibility for the team’s success and actively contributes to its achievements.
• Showcases a high level of integrity and honesty in all professional interactions.
• Follows through on commitments, ensuring they keep all promises.
• Leads by example, inspiring others to take accountability for their actions and decisions.
• Demonstrates a lack of responsibility for their mistakes and tends to blame others instead.
• Struggles to meet commitments and frequently misses deadlines without a valid explanation.
• Shows a lack of ownership for their actions, often leaving tasks incomplete or unresolved.
• Avoids taking responsibility for errors or poor performance.
• Is frequently unresponsive or uncommunicative when facing challenges or setbacks.
• Demonstrates a lack of follow-through on commitments made to the team or stakeholders.
• Fails to accept constructive feedback or make necessary adjustments to improve performance.
• Avoids accountability, negatively impacting the team’s morale.
• Frequently shifts blame onto external factors rather than acknowledging personal contributions.
• Often overlooks the impact of their decisions on others, leading to unintended consequences.

Performance review phrases for growth

• Demonstrates a strong commitment to continuous learning and self-improvement.
• Shows enthusiasm for taking on new challenges.
• Actively seeks feedback and uses it constructively to enhance skills and performance.
• Embraces failures as learning opportunities and bounces back with resilience.
• Proactively engages in training and development opportunities to expand knowledge and expertise.
• Displays a strong desire to acquire new skills and take on additional responsibilities.
• Demonstrates adaptability and openness to change.
• Sets and achieves ambitious short- and long-term goals.
• Seeks out mentors or role models to support personal growth.
• Inspires others with their dedication to growth.
• Demonstrates resistance to change and is reluctant to embrace new ideas or approaches.
• Shows a lack of interest in seeking opportunities for professional development.
• Fails to take initiative in acquiring new skills or improving existing abilities.
• Displays a limited willingness to learn from feedback or take corrective action to enhance performance.
• Struggles to adapt to changing circumstances or demands within the organization.
• Demonstrates complacency in their current role, showing little ambition for advancement.
• Resists taking on new challenges or responsibilities outside of their comfort zone.
• Shows a lack of self-motivation to set and achieve meaningful goals.
• Sees failures as impossible obstacles rather than learning opportunities.
• Fails to take advantage of available resources and opportunities for personal and professional growth.

Performance review phrases for leadership

• Demonstrates strong leadership qualities by inspiring and motivating team members.
• Effectively communicates the organization’s vision and goals, setting the team up for success.
• Leads by example and sets high standards for professionalism and work ethic.
• Fosters a positive and collaborative team culture, encouraging open communication and feedback.
• Shows exceptional decision-making skills, considering diverse perspectives to make informed choices.
• Empowers team members by delegating responsibilities and trusting their abilities.
• Exhibits strong problem-solving skills, effectively addressing challenges and finding creative solutions.
• Provides constructive feedback and guidance to help team members improve their performance.
• Demonstrates effective conflict resolution and mediation skills to maintain a productive team environment.
• Inspires professional growth and development in team members through mentorship and coaching.
• Struggles to effectively communicate the organization’s vision and goals to the team.
• Demonstrates a lack of confidence in decision-making, leading to indecisiveness and delays.
• Fails to provide clear direction or set achievable objectives for the team.
• Exhibits poor communication skills, resulting in misunderstandings and misalignment among team members.
• Shows favoritism or bias towards certain team members, creating a divisive atmosphere.
• Displays a lack of accountability for mistakes or shortcomings, often blaming others for failures.
• Does not actively involve or seek input from team members when making important decisions.
• Struggles to handle conflicts within the team, leading to unresolved issues and tension.
• Exhibits a lack of empathy and understanding toward team members’ concerns and needs.
• Fails to recognize and appreciate the efforts and contributions of the team.

Performance review phrases for new employees

• Demonstrates a strong eagerness to learn and adapt to the company’s culture.
• Shows great enthusiasm for their role and responsibilities within the organization.
• Quickly grasps new concepts and is eager to apply their knowledge in practical situations.
• Proactively seeks feedback and guidance to improve performance.
• Establishes positive relationships with colleagues and fits well into the team dynamic.
• Takes ownership of tasks and responsibilities, delivering results with a positive attitude.
• Adapts well to changes and remains resilient in the face of challenges.
• Demonstrates a willingness to take on additional responsibilities and contribute beyond their role.
• Shows excellent collaboration skills and actively participates in team activities.
• Possesses a strong sense of initiative, finding opportunities to contribute to the organization’s success.
• Struggles to meet deadlines and frequently falls behind schedule.
• Demonstrates a lack of attention to detail, resulting in frequent errors and mistakes.
• Requires constant supervision and struggles to work independently.
• Displays a negative attitude that affects team morale and productivity.
• Fails to take responsibility for mistakes and tends to blame others.
• Shows resistance to feedback and is reluctant to make necessary improvements.
• Demonstrates poor time management skills and struggles to prioritize tasks effectively.
• Does not actively contribute to team discussions or participate in group activities.
• Exhibits a lack of motivation and enthusiasm for their role and responsibilities.
• Shows poor communication skills, leading to misunderstandings and miscommunication.

Performance review phrases for longtime employees

• Demonstrates deep knowledge and expertise in their role and the organization’s processes.
• Shows strong dedication and loyalty to the company, contributing to long-term organizational success.
• Consistently delivers high-quality work and maintains a strong work ethic.
• Serves as a valuable resource and mentor to newer employees, sharing knowledge and insights.
• Exhibits exceptional problem-solving skills and effectively handles complex challenges.
• Demonstrates adaptability and flexibility in response to organizational changes.
• Takes the initiative to improve processes and efficiency, drawing on years of experience.
• Builds strong working relationships across the organization, facilitating seamless collaboration.
• Consistently meets and exceeds performance goals, setting a positive example for others.
• Displays a long-term commitment to professional growth and development.
• Demonstrates resistance to change and struggles to adapt to new processes or technologies.
• Displays complacency in their role, showing a lack of initiative to take on new challenges.
• Has difficulty accepting feedback and tends to become defensive or dismissive.
• Shows a decline in performance compared to previous years.
• Fails to keep up with industry trends and best practices, resulting in outdated knowledge and skills.
• Exhibits resistance to collaboration and tends to work in isolation rather than as part of a team.
• Demonstrates a lack of flexibility and unwillingness to take on additional responsibilities.
• Has a negative attitude that impacts team morale and hinders productivity.
• Struggles to meet performance expectations and requires additional supervision.
• Shows a reluctance to mentor or support newer employees.

Writing performance reviews can be a daunting task. It is important to capture the essence of the employee’s performance while maintaining a positive attitude. These review phrases should help as a jumping-off point for managers and supervisors writing evaluations. Whether you are looking for positive reinforcement or “opportunities for improvement” phrases, this list should address your needs.

Depending on the context of the review, consider checking out our posts on having difficult conversations at work or the top job well done messages for your team.

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FAQ: Performance review phrases

Here are answers to common questions about performance review phrases.

What are performance review phrases?

Performance review phrases are short sentences that describe an employee’s workplace competence. These terms can either praise staff members for excelling or share information on where they have been falling short. Managers or employers can use these phrases while giving periodic reviews. Ultimately, these terms aim to help team members understand what behavior they should continue and what to work on.

What are some good performance review phrases?

The best performance review phrases are specific to each team member and their strengths and weaknesses.

Here are some examples of sentences that can help kickstart productive conversations:

Overall, it is important to tailor these terms to each employee.

How do you use performance review phrases?

When using performance review phrases, it is important to remember a few steps:

• Be empathetic : Getting a review can be a scary experience, even if the review is positive, so remember to approach the conversation gently. If the review is positive, then you can lighten the mood with some jokes at the start of the discussion. If the feedback is more negative, then you can ask the employee about their life and workload before getting into your comments. Using this tactic, you can understand what outside factors may contribute to the employee’s performance before addressing it.
• Provide specific examples : Offering feedback can be helpful, but it can feel hollow without specific examples. Staff members will be able to more easily identify what to improve or what to continue when you list detailed examples. For instance, if you are discussing how this team member helped their colleague understand a project, then you can bring a note from the colleague detailing their praise. Or, if you are reviewing an employee’s unclear writing style, then you can bring in a piece of their writing and show them how to make it more concise.
• Come prepared with solutions : Telling a staff member that their performance needs work will likely be upsetting. Especially if this employee believes that they have been working up to par, they may feel confused or blindsided by constructive criticism. Hence, it is essential to offer a detailed action plan to help the employee improve. For example, perhaps the staff member has been writing confusing emails. In this case, you could have this worker take a business writing course and install a grammar-checking program like Grammarly.

By keeping these steps in mind, your employee will leave the review feeling like a valued and respected team member. Additionally, this employee will be able to implement your comments in order to improve their performance.

Author: Grace He

People & Culture Director at teambuilding.com. Grace is the Director of People & Culture at teambuilding.com. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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People & Culture Director at teambuilding.com.

Grace is the Director of People & Culture at teambuilding.com. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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100 Best Performance Review Examples (Comments & Phrases)

Author & Editor at ProProfs

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

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

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

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

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

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

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

Examples of Positive Attendance Review Comments

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

Examples of Negative Attendance Review Comments

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

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

Examples of Positive Attitude Review Comments

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

Examples of Negative Attitude Review Comments

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

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

Examples of Positive Leadership Review Comments

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

Examples of Negative Leadership Review Comments

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

Communication & Interpersonal Skills

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

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

Examples of Positive Review Comments On Communication & Interpersonal Skills

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

Examples of Negative Review Comments On Communication & Interpersonal Skills

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

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

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

Teamwork & Collaboration

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

Examples of Positive Teamwork & Collaboration Review Comments

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

Examples of Negative Teamwork & Collaboration Review Comments

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

Watch: How to Build High-Performing Teams 

Flexibility & Agility

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

Examples of Positive Flexibility & Agility Review Comments

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

Examples of Negative Flexibility & Agility Review Comments

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

Dependability

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

Examples of Positive Dependability Review Comments

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

Examples of Negative Dependability Review Comments

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

Time Management & Efficiency

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

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

Examples of Positive Time Management Review Comments

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

Examples of Negative Time Management Review Comments

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

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

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

Innovation & Creativity

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

Examples of Positive Review Comments On Innovation & Creativity

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

Examples of Negative Review Comments On Innovation & Creativity

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

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

Problem-Solving

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

Examples of Positive Review Comments On Problem-Solving

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

Examples of Negative Review Comments On Problem-Solving

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

Ready to Conduct Outstanding Performance Reviews?

If yes, start with these employee performance review examples.

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

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

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

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

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

Frequently Asked Questions

What is a performance review.

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

How to write an effective employee performance review

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

About the author

Michael Laithangbam

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

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Performance Review Questions: Unlocking Employee Potential and Organizational Success

Performance reviews provide a structured opportunity for evaluation, goal-setting, and career development. However, many managers fail to conduct effective reviews, leaving employees potentially without feedback.

As a result, 74% of millennials feel “in the dark” about their work progress. Moreover, 3 in 4 Gen Z employees are willing to resign if they don’t receive regular feedback. While older generations are less vocal, more than half recognize the need for consistent communication. These numbers underscore the critical importance of asking the right performance interview questions.

This article will guide you through crafting impactful discussions. We’ll explore different question types, best practices, and common pitfalls.

Performance Review Statistics

Let’s look at some key numbers related to performance reviews.

• 24% of employees would consider quitting due to inadequate performance feedback.
• 32% of surveyed employees who had recently quit their jobs did so due to a lack of promotional opportunities.
• Employee productivity, performance, and engagement are 14% higher in companies with recognition programs.
• A 15% improvement in employee engagement can result in a 2% margin increase.
• Less than 20% of employees feel inspired by their performance reviews.

So, what are good performance review questions? Let’s explore together.

Crafting Effective Performance Review Questions

Impactful performance review questions are key for meaningful evaluations and actionable feedback. Thus, balancing question types, ensuring clarity, and avoiding biases are vital steps. Let’s see how to master each of these aspects.

Understanding Open-Ended vs. Closed-Ended Questions

When preparing for performance reviews, it’s important to consider both open-ended and closed-ended questions. The former encourage detailed, thoughtful responses, allowing individuals to express themselves freely. They are invaluable for understanding an employee’s perspective, challenges, and aspirations.

For example, asking, “How have you contributed to the team’s success over the past year?” fosters self-reflection and can reveal unexpected insights. Inquiries like “How do you see your role evolving in the coming year?” can reveal an employee’s aspirations and ideas.

On the other hand, closed-ended questions offer a limited set of response options, making them ideal for gathering quantifiable data. They’re efficient for collecting standardized information across multiple reviews. A question like “On a scale of 1-5, how would you rate your job satisfaction?” provides easily comparable data.

Both types of questions have their place in a well-rounded performance review. Open-ended ones provide context and nuance, while closed-ended ones offer clear, measurable data points.

Integrating Behavioral-Based Questions (STAR Method)

Behavioral-based performance review questions require specific examples of how employees handled past situations. Such an approach offers valuable insights into their skills, decision-making processes, and problem-solving abilities.

The STAR method provides a structured framework for asking and answering these questions. STAR stands for Situation, Task, Action, and Result. When using this method, the employee describes the context of an event and details the specific steps they took.

For example, a performance evaluation question using this approach might be: “Tell me about a time when you faced a significant challenge at work. What was the situation, what did you need to do, what actions did you take, and what was the result?”

This method offers several benefits. It elicits concrete examples and allows reviewers to evaluate how employees apply their skills. The STAR method also ensures consistency across multiple questions, providing a fair review process. Moreover, past behavior can be indicative of future performance, giving this approach predictive value.

When using the STAR method, it’s important to prepare various questions covering different competencies and skills. Allow enough time for employees to think and respond fully. Also, listen actively and ask follow-up questions if needed. Encourage them to use “I” statements to focus on their individual contributions.

For example, ask about instances when the employee faced a tight deadline or mediated a conflict with a colleague. These inquiries offer a holistic perspective on the employee’s abilities and experiences.

Using Action Verbs for Clarity and Specificity

Incorporating action verbs into your performance review questions can significantly improve their clarity. Instead of asking, “How was your performance this year?” try more targeted questions such as “What specific goals did you accomplish this year?”.

It’s beneficial to use a variety of action verbs to cover different aspects of performance. Verbs like “achieved,” “completed,” and “improved” focus on accomplishments. “Resolved,” “analyzed,” and “implemented” relate to problem-solving. For teamwork, consider verbs such as “collaborated,” “coordinated,” and “mentored.”

Combining action verbs with specific metrics or time frames can make questions more effective. For instance, “How did you increase customer satisfaction ratings over the past quarter?” or “What steps did you take to reduce project costs by 15%?”.

Using action verbs in your performance review questions creates a more engaging and insightful evaluation process. You will also get a clearer understanding of an employee’s contributions and potential.

Avoiding Leading or Biased Questions

When crafting employee performance review questions, avoiding leading or biased ones is crucial. Failure to do so can significantly skew responses and limit the value of the feedback received.

Leading questions subtly (or sometimes overtly) push the respondent toward a particular answer. They often contain assumptions or suggest a “correct” response. Let’s take the question, “Don’t you think the new system has greatly improved efficiency?” It assumes the new system has improved efficiency and nudges the employee to agree.

Biased questions, on the other hand, reflect the questioner’s prejudices or preconceptions. They can be based on various factors such as personal preferences, stereotypes, etc. An example of a biased question might be, “As a younger employee, do you find it difficult to respect authority?” It makes unfounded assumptions based on age and fails to consider workplace equity .

To avoid these pitfalls, it’s essential to rephrase such questions in a neutral manner. In the earlier scenario about the new system, you could ask, “How has the new system affected your work efficiency?” This way, the employee feels empowered to provide honest assessment without feeling pressured to give a particular answer.

Here are some strategies to help craft unbiased performance review questions:

• Use neutral language: Avoid emotionally charged words or phrases that might influence the response. For instance, instead of asking, "Why did you fail to meet the deadline?" try, "What factors contributed to the project's delay?"
• Avoid assumptions: Don't presume anything about the employee's experiences or feelings. Rather than asking, "You must be struggling with the new software, aren't you?" ask, "How are you finding the new software?"
• Offer balanced options: If providing options in a question, ensure they cover both positive and negative possibilities. For example, "Has the new policy made your work easier or more difficult, or has it not affected your work?"
• Focus on behaviors and outcomes: Instead of asking about personal characteristics, which can lead to bias, focus on specific actions and results. For instance, rather than "Are you a team player?" ask, "How have you contributed to team projects in the past year?"
• Avoid leading prefixes: Phrases like "Don't you agree that..." or "Wouldn't you say..." can push respondents towards a particular answer.
• Be wary of recency bias: Avoid focusing only on recent events. Instead, consider the entire review period. For instance, "Thinking about the past year, what project are you most proud of?"
• Steer clear of comparative questions: Questions that compare employees can introduce bias. Instead of "Do you think you're more productive than your colleagues?" ask, "How would you rate your productivity over the past year?"

It’s also beneficial to have a diverse group of people review your questions before finalizing them. Different perspectives can help identify potential prejudices that you might have overlooked. This approach is backed up by the facts: 58% of companies now train teams to recognize unconscious biases.

Remember, performance review questions aim to gather honest feedback that can help both the employee and the organization grow.

Additional Considerations

Be specific when developing performance review questions for employees. Focus on aspects that align with the employee’s job responsibilities and organizational objectives.

Encourage self-reflection by including questions that prompt employees to assess their own performance. Also, don’t forget to focus on the future.

Remember to tailor questions to the specific role and level of the employee. Questions for a junior employee might focus more on skill development. For a senior employee, the emphasis shifts to leadership and strategic thinking.

Core Performance Review Areas

Here’s an in-depth look at key areas to cover, along with specific performance review questions to ask employees:

Overall Performance

This section focuses on the employee’s general achievements, challenges, and motivations over the review period.

• What specific project or task from this period are you most proud of and why?
• Can you list three goals you met and explain in detail how you achieved them?
• Which goal proved most challenging, and what specific obstacles did you face?
• How does your current workload align with your capacity? Are you over or under-utilized?
• What specific factors in your work environment help you be most productive?
• Can you describe a situation where you went above and beyond your job responsibilities?
• How have you contributed to the company's overall success in the past year?
• What do you consider your biggest professional accomplishment during this review period?
• Have there been any unexpected challenges that affected your performance? How did you handle them?
• How would you rate your overall performance on a scale of 1-10, and why?

These questions to ask during performance review offer insights into an employee’s contributions. They also highlight areas for potential growth.

Strengths and Skills

Good performance review questions in this area help identify an employee’s unique talents.

• Can you describe a situation where your personal strengths significantly impacted a project outcome?
• How have you applied your core skills to overcome a recent work challenge?
• What technical or soft skills do you possess that you feel are underutilized in your current role?
• What specific tasks or projects do you find yourself most efficient in and why?
• How have you leveraged your strengths to help your colleagues or team members?
• What new skills have you developed or improved upon since our last review?
• Can you give an example of how you've used your unique perspective to solve a problem?
• Which of your skills do you believe add the most value to our team or organization?
• How do you stay current with industry trends and developments related to your role?
• What strength of yours would you like to develop further, and how do you plan to do so?

Incorporating these employee evaluation questions ensures that skills are effectively aligned with team needs.

Areas for Improvement

Questions to ask in a performance review should address challenges and growth opportunities with specificity.

• Thinking about your recent projects, which specific skill do you feel needs the most improvement?
• Can you provide an example of a goal you didn't fully achieve and analyze why?
• What concrete steps will you take in the next quarter to address your main area for improvement?
• How can the company support your professional development in these areas?
• What feedback have you received from colleagues or clients that suggests an area for improvement?
• Are there any aspects of your job that you find particularly challenging? How do you handle these challenges?
• Can you identify any knowledge gaps that, if filled, would significantly improve your performance?
• How do you plan to stay accountable for your improvement goals?
• What resources or training do you think would be most beneficial for your professional development?
• Is there a skill you've observed in a colleague that you'd like to develop in yourself?

These questions to ask at performance reviews make it possible to address any challenges systematically and effectively.

Current Role Satisfaction

This section explores how well the employee’s current position aligns with their skills and interests.

• Which aspects of your daily tasks do you find most engaging and why?
• Are there any responsibilities in your current role that you feel don't align with your strengths or interests?
• How does your current role contribute to our company's mission? Can you give specific examples?
• What would you add or remove if you could redesign your job description?
• On a scale of 1-10, how satisfied are you with your current role, and what would make it a 10?
• What aspects of your job do you find most fulfilling or meaningful?
• Are there any additional responsibilities you'd like to take on in your current role?
• How well do you feel your skills and expertise are being utilized in your current position?
• What changes, if any, would make your current role more challenging or interesting?
• Do you feel your work-life balance is adequate in your current role? If not, what adjustments would help?

These best questions to ask employees during performance reviews are crucial for improving job satisfaction and motivation.

Relationships and Teamwork

Employee review questions should also cover interpersonal dynamics and collaboration in detail.

• Can you describe a recent situation where team collaboration led to a successful outcome?
• How would you characterize your communication style with colleagues? Can you provide an example?
• Have you experienced any challenges in team dynamics recently? How did you address them?
• What specific actions can I take as a manager to better support your work and development?
• How do you handle conflicts or disagreements with team members?
• Can you give an example of how you've recently helped a colleague or supported the team?
• How do you ensure effective communication when working on cross-functional projects?
• What strategies do you use to build and maintain positive relationships with your coworkers?
• How do you contribute to creating a positive work environment for your team?
• Are there any team processes or dynamics that you think could be improved? How would you suggest doing so?

These performance evaluation questions are essential for fostering a productive and supportive work environment.

Future Outlook and Career Growth

The best performance review questions look forward to addressing the employee’s career aspirations.

• What specific role or position do you aspire to within our company in the next 1-2 years?
• Can you outline three concrete professional goals you want to achieve in the next six months?
• What skills or experiences do you need to acquire to reach your career objectives?
• How do you see your role evolving as our company grows? What new responsibilities would you like to take on?
• Where do you see yourself professionally in 5 years? How does this align with your current role?
• What aspects of your current role are preparing you for your future career goals?
• Are there any areas of the business you'd like to gain more exposure to?
• How can we help you achieve your long-term career aspirations within our organization?
• What professional development opportunities are you most interested in pursuing?
• How do you plan to stay relevant and valuable to the company as it evolves?

These questions to ask employees during performance review ensure that individual aspirations align with organizational goals.

Organizational Alignment

This section ensures the employee’s work aligns with broader company objectives.

• How do you see your current projects supporting our company's strategic goals?
• Can you identify any gaps between your personal career goals and the company's direction?
• What aspect of the company's vision most excites you, and how can we align your objectives with this?
• How can we better utilize your talents to support our organizational mission?
• How well do you understand the company's long-term strategy? Are there areas where you need more clarity?
• Can you give an example of how you've contributed to the company's core values in your work?
• How do you ensure your daily tasks align with the broader objectives of the organization?
• Are there any company initiatives you'd like to be more involved with?
• How do you see your role contributing to the company's competitive advantage in the market?
• What suggestions do you have for better aligning individual goals with organizational objectives?

These performance review questions foster greater organizational cohesion and effectiveness.

Feedback and Communication

These questions focus on improving the feedback process and communication channels.

• What type of feedback has been most actionable for you in the past year?
• How can we make our one-on-one meetings more effective for your growth and performance?
• Can you share an instance when feedback led to a positive change in your work approach?
• How can we enhance the way we recognize and communicate your accomplishments?
• How often would you like to receive feedback, and in what format?
• Do you feel comfortable giving feedback to your colleagues or managers? Why or why not?
• How can we improve the overall communication within our team or department?
• What's your preferred method of communication for different types of information or situations?
• Can you describe a time when miscommunication led to a problem? How was it resolved?
• How can we create a more open environment for sharing ideas and concerns?

Including these questions to ask during performance review fosters a culture of openness and continuous improvement.

Good questions for performance reviews facilitate understanding between managers and employees. They help both gain valuable insights and give a chance to reflect on work and growth.

When selecting questions to ask employees during performance reviews, addressing several areas is important. Start by evaluating overall output to see how well employees meet their responsibilities. Then, look into their strengths to understand what they do well and how it benefits the team.

Focus on areas for improvement to pinpoint challenges and opportunities for growth. Assess job satisfaction to gauge employees’ feelings about their roles and work environment. Finally, discuss future goals to align their career aspirations with the organization’s objectives.

Performance reviews are most valuable when conducted with skilled and motivated staff. Having top talent allows for deeper insights and more meaningful discussions. Are you looking for developers who excel in their roles and contribute to more effective performance reviews? Share your requirements with us! We’ll provide you with CVs of the best candidates within days.

Frequently Asked Questions

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What are good questions for PDR?

Performance review questions should address achievements and goal attainment. Moreover, they should cover challenges faced and desired skill development. They should encourage employees to reflect on their performance and growth areas.

What are the reflective questions for performance reviews?

Reflective questions aim to prompt self-assessment of professional growth. They also evaluate the effectiveness of feedback received and lessons learned from experiences.

What are good evaluation questions?

Evaluation questions focus on overall performance rating, goal achievement, demonstration of key competencies, etc.

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Home › Blog › Performance Review Questions: Unlocking Employee Potential and Organizational Success

Problem solving: Performance Review Phrases Examples

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

Teamwork Skills: 25 Performance Review Phrases Examples

This article provides performance review phrases and paragraph examples for assessing teamwork skills, which can be tailored to meet the needs of specific positions.

Performance Review Phrases and Paragraphs Examples for Teamwork

To help guide your evaluations, here is a list of performance review phrases that can be used to describe an employee’s teamwork skills, categorized by rating:

5 – Outstanding

An employee who receives an outstanding rating (5 out of 5) in teamwork demonstrates the ability to collaborate effectively with others, take on responsibilities for team success, and contribute positively to the overall group dynamic. They actively contribute to team discussions, eagerly engage in problem-solving, and assume responsibilities willingly. This employee fosters a cooperative environment and supports their team members at all times.

Phrases Examples:

• Consistently fosters a collaborative atmosphere within the team.
• Actively engages and supports the ideas of others.
• Demonstrates exceptional communication skills and facilitates effective problem-solving within the team.
• Proactively shares resources and knowledge with teammates to enhance overall team performance.
• Consistently fosters a culture of collaboration and supports team goals.
• Goes above and beyond to help team members when needed.
• Proactively shares knowledge and expertise with others to contribute to the team’s overall success.
• Consistently works well with team members, creating a positive atmosphere and fostering group cohesion.
• Proactively shares knowledge, resources, and expertise with co-workers to support collaboration and deliver results.
• Recognizes and respects the diverse strengths and abilities of each team member, leveraging them to improve team performance.
• Actively participates in team meetings, contributing ideas and helping drive decision-making.
• Adapts to changing team dynamics and demonstrates flexibility in working styles

Paragraph Examples:

“Mary consistently demonstrates outstanding teamwork, contributing significantly to the success of her team. She engages positively with colleagues, actively participating in team discussions, and proactively sharing insights, experience, and resources to facilitate collaboration. Mary respects the diverse strengths and abilities of her teammates, leveraging their individual skills to improve overall team performance. Her adaptability and willingness to align her working style with the needs of her colleagues set the stage for a positive and cohesive team atmosphere.”

“Jane consistently demonstrates outstanding teamwork abilities. She is always eager to help her colleagues and actively seeks out opportunities to share her knowledge and expertise with others. She communicates effectively and respectfully with all team members, which has contributed to a positive and productive work atmosphere. Additionally, Jane’s proactive approach to problem-solving has led to significant improvements in our team’s performance. Her dedication to collaboration and her commitment to the success of the entire team are commendable.”

4 – Exceeds Expectations

Employees who exceed expectations consistently go above and beyond their job roles and demonstrate exceptional teamwork skills. They often take on additional responsibilities, share their knowledge with others, and foster a collaborative work environment. These employees excel at engaging with their peers, quickly resolving any conflicts, and putting the team’s goals above their personal ambitions.

• Consistently seeks opportunities for collaboration: Proactively initiates joint efforts with colleagues, brings fresh ideas to the table, and is highly respected as a team player.
• Demonstrates strong conflict resolution skills: Effectively navigates challenging situations and enables team members to reach a common understanding, ultimately contributing to the overall success of the group.
• Adapts positively to team dynamics: Recognizes the strengths and weaknesses of their teammates, adjusts their approach accordingly, and helps in enhancing the overall performance of the team.
• Exemplary communication skills: Clearly conveys ideas and information, listens attentively to others, and fosters open dialogue to promote a healthy exchange of ideas and knowledge.
• Shares expertise and knowledge generously: Actively offers assistance to peers, willingly imparts valuable insights and information, and contributes to the overall growth and development of team members.
• Often takes the initiative to work collaboratively with colleagues.
• Encourages open dialogue within the team and offers constructive feedback.
• Readily adapts to new team dynamics and cooperates effectively with diverse personalities.
• Habitually assists others in completing tasks and overcoming obstacles.
• Frequently volunteers to assist coworkers in completing tasks.
• Offers insightful solutions and suggestions that improve the team’s performance.
• Actively participates in team discussions and works well with others.
• Frequently contributes ideas to support team objectives
• Actively seeks and offers assistance to teammates
• Demonstrates excellent conflict resolution skills

“Jane consistently seeks opportunities for collaboration with her colleagues and often initiates joint projects that benefit the entire team. She openly shares her knowledge and expertise, making her a go-to resource for her peers. In challenging situations, Jane demonstrates strong conflict resolution skills, always striving to find common ground and ensure the team’s success.”

“John has consistently exhibited exceptional teamwork abilities. He adapts quickly to team dynamics, identifying the strengths of each member and enhancing the group’s performance. With his clear communication style, John effectively conveys ideas and information, fostering an open exchange of ideas within the team. His steadfast dedication to collaboration and growth has made him an invaluable member of our organization.”

3 – Meets Expectations

Employees who meet expectations regarding teamwork demonstrate the ability to balance individual and group goals. They actively participate in group projects and collaborate effectively with their colleagues. They are also capable of resolving conflicts professionally, ensuring a harmonious and productive work environment for all team members.

• Shares ideas clearly and effectively with team members
• Actively engages in team discussions, providing valuable input and feedback
• Listens attentively to colleagues’ ideas and concerns
• Proactively offers assistance to team members when needed
• Works cooperatively with others to achieve shared objectives
• Consistently meets team deadlines, ensuring that tasks are completed promptly
• Addresses issues and conflicts in a respectful and timely manner
• Works cooperatively with others to find mutually beneficial solutions
• Able to navigate professional disagreements without causing tension among the team
• Regularly contributes to team discussions and participates in group activities.
• Effectively communicates ideas and listens to the perspectives of others.
• Works well with teammates to complete tasks and achieve common goals.
• Steps in to help others when needed.
• Works effectively with team members to complete tasks on time.
• Actively participates in team meetings and contributes ideas.
• Offers assistance to coworkers when needed and is reliable.
• Generally supports team goals and collaborates effectively
• Communicates efficiently with team members
• Responds well to feedback and integrates it into work

Paragraph Example:

“Sarah consistently meets expectations in her teamwork. Her communication and problem-solving abilities have contributed to the team’s progress toward achieving its goals, and her assistance to her colleagues ensures a cooperative work environment.”

2 – Needs Improvement

A rating of 2 – Needs Improvement indicates that the employee is struggling with some aspects of teamwork and requires support to enhance their collaborative capabilities. They may contribute infrequently in group settings or lack the necessary problem-solving skills. Improvement is needed to better support team members and foster a cooperative work environment.

• Struggles to effectively communicate with team members, leading to misunderstandings and delays in project completion.
• Hesitates to share ideas and opinions in team discussions, which can hinder the team’s ability to brainstorm and problem-solve successfully.
• Exhibits difficulty in managing conflicts within the team, affecting team morale and productivity.
• Demonstrates a lack of trust in team members, causing reluctance to delegate tasks and hindering the team’s ability to achieve objectives.
• Inconsistently collaborates with colleagues and occasionally demonstrates reluctance to work in a team setting.
• Communication with team members could be improved, creating occasional confusion or miscommunication.
• Lacks flexibility when adapting to new team dynamics or working with different personalities.
• May not always provide assistance to others or contribute fully to the team’s success.
• Struggles to work efficiently with other team members.
• Can be unresponsive to requests for assistance or collaboration.
• May have difficulty communicating clearly with teammates.
• Occasionally struggles to effectively collaborate with team members
• Can be hesitant to offer support or assistance to peers
• May have difficulty listening to and incorporating others’ ideas

“During the recent project on product development, John struggled to communicate with fellow team members effectively. He frequently overlooked input from others and failed to provide clear and timely updates as the project progressed. This lack of communication led to multiple delays and negatively impacted the overall project timeline. To enhance John’s teamwork skills, it’s essential to focus on open and transparent communication within the team, ensuring that all team members have relevant information and are able to contribute their ideas and expertise effectively.”

“Kevin has displayed some struggles in teamwork, particularly in communication and collaboration. He has occasionally neglected to contribute in group settings, which has affected team progress. Improvements in these areas would strengthen Kevin’s teamwork abilities and benefit the group.”

1 – Unacceptable

Employees with an unacceptable level of performance in teamwork might exhibit a reluctance to collaborate or an inability to contribute effectively to the team. They do not communicate or collaborate well, making it challenging for the group to accomplish its goals. Immediate action is necessary to address these issues and improve the team’s performance.

• Rarely, if ever, demonstrates any willingness or ability to work cooperatively with teammates.
• Communication is poor, leading to frequent misunderstandings and conflicts within the team.
• Resistant to change and exhibits negative attitudes towards team collaboration.
• Fails to contribute to team tasks or assist others in achieving common goals.
• Often hinders teamwork by refusing to cooperate or share information.
• Disrupts team dynamics by consistently arguing or refusing to contribute.
• Does not contribute to a positive work environment and has difficulty collaborating.
• Rarely contributes to team goals or projects
• Exhibits a negative attitude that impacts team morale
• Disregards colleagues’ ideas and feedback

“[Employee’s name] has consistently demonstrated outstanding teamwork skills throughout this review period. They consistently foster a collaborative atmosphere within the team, actively engaging and supporting the ideas of others. Their exceptional communication skills have facilitated effective problem-solving within the team, while their proactive sharing of resources and knowledge has significantly enhanced overall team performance. This has greatly contributed to the team’s success and created a positive work environment for all.”

“Lisa has consistently failed to demonstrate teamwork, consistently underperforming in communication and collaboration. Her lack of contribution has caused significant issues within the group, impacting their ability to reach their objectives. Immediate action must be taken to address Lisa’s teamwork deficiencies.”

Performance Review Questions: Teamwork Skill

1. How well does the employee work with others in a team setting? 2. Does the employee actively participate in team discussions and contribute to team goals? 3. How effectively does the employee communicate with team members, both verbally and in writing? 4. Does the employee take on additional responsibilities to support team members when needed? 5. How well does the employee handle conflicts or disagreements with team members? 6. Does the employee show respect for the ideas and opinions of others on the team? 7. How well does the employee collaborate with colleagues from other departments or teams? 8. Does the employee take initiative to help improve team processes or procedures? 9. How well does the employee adapt to changes within the team or organization? 10. Does the employee provide constructive feedback to team members in a respectful and professional manner?

• Supervision Skills: 25 Performance Review Phrases Examples
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