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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.

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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.

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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."

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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."

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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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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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Combatting Anchor Bias in Performance Reviews

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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.

Understand Yourself Better:

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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.

25 performance review questions (and how to use them)

How a performance review template improves the feedback process, 10 performance review tips to drastically move the needle, 5 tactics for managing managers effectively — and why it matters, 53 performance review examples to boost growth, agile performance management: how to improve an agile team, how to manage poor performance in 5 steps, 37 innovation and creativity appraisal comments, how stanford executive education embraces vulnerability as a form of resilience, 10 problem-solving strategies to turn challenges on their head, teamwork skills self-appraisal comments: 40 example phrases, your complete guide to self-assessments (with examples), 30 communication feedback examples, 30 customer service review examples to develop your team, 15 tips for your end-of-year reviews, 8 creative solutions to your most challenging problems, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Performance review phrases for employee evaluation (with examples)

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

TABLE OF CONTENTS

Performance review comments example

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

PHRASES FOR PERFORMANCE EVALUATION

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

Performance review closing comments

• Do performance reviews with software ✅

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

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

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

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

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

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

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

Performance review strength

Example Phrases for addressing employee strengths:

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

Performance review weakness

Example Phrases for addressing employee weaknesses:

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

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

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

Performance review phrases collaboration

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

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

Meets or Exceeds Expectations

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

Below Expectations

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

Performance review teamwork phrases

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

Performance review phrases for teamwork

Meets expectations

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

Below expectations

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

Performance review phrases professionalism

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

Meets or exceeds expectations

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

Performance review phrases attendance

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

Attendance and punctuality performance review sample

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

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

Employee performance review phrases attendance

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

Performance review comments quality of work

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

Productivity and quality of work performance review examples

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

Performance review phrases adaptability

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

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

Performance review communication skills comments

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

Performance review phrases communication skills

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

Performance review phrases for innovation and creativity

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

Creativity performance review phrases

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

Accountability performance review phrases

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

Performance review accountability

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

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

Performance review customer focus

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

Performance review phrases for customer focus

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

Performance review phrases decision making

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

Performance review phrases problem solving

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

Performance review phrases for dependability

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

Performance review phrases reliability

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

Performance review phrases integrity

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

Performance appraisal phrases for integrity

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

Performance review phrases flexibility

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

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

Performance review for leadership

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

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

Performance review comments initiative

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

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

Employee performance review comments job knowledge

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

Performance review job knowledge phrases

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

Planning and organizing performance review phrases

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

Meets or exceed expectations

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

Performance review phrases time management

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

Performance review time management phrases

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

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

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100 Performance Appraisal Comments For Your Next Performance Review

Conducting performance reviews can be tricky, especially for managers. Sometimes there's a vast difference between what they say and what they want to convey. To improve this, it's important that employers must practice the art of delivering constructive performance appraisal comments.

One in five employees isn't confident that their managers will provide regular, constructive feedback .

68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs. (Source- Clutch )

A wholesome appraisal process will consist of both positive and negative appraisal comments. Therefore, understand appraisals as a program where you have to find faults or only praise someone. Instead, conduct feedback that gives employees an overall understanding of where they can improve and excel.

Furthermore, conduct your reviews in a regular and timely fashion.

65 percent of employees say they want more feedback, but nobody is giving it to them.

Regular appraisal and evaluation of an employee’s performance can help them get clarity of their actions. In addition, it will also direct them towards the areas where they need to improve. In short, effective review phrases can improve an employee’s performance and help them progress.

Examples Of Performance Appraisal Comments

So, how should a manager comment on the performance appraisal process ? Here are some sample employee evaluation comments that you can refer to while conducting the next appraisal review.

1) Attendance

Punctuality is one of the strongest virtues an employee can possess. They must arrive on time, take the designated time breaks to ensure efficiency and productivity.

However, you can't ignore that attendance is one of the touchiest topics, and employees don't like to discuss coming late or the reasons for exceeding their lunch breaks. But, if conducted properly, attendance appraisal processes can prove to be very useful.

a. “You always come in on time, follow your schedule and adhere to your designated lunch break time.” b. “She meets all company standards for attendance and punctuality.” c. “You schedule your time off in advance and can be relied upon for completing your tasks on time.” d. “He replies to emails and calls in time.”

NEED FOR IMPROVEMENT

a. “He takes too many personal calls in a day.” b. “You repeatedly exceed your lunch break time that interferes with your work schedule.” c. “You often come late to the office, causing scheduled meetings to start late. It also affects others’ schedules. You need to keep up with your schedule so your coworkers can keep up with theirs too.”

Managers are often confused about how to conduct a performance review, and as if things weren't bad enough, performance reviews are highly inefficient. To help you in this drilling process, here's our detailed analysis on Performance Reviews and How to get them Right !

2) innovation and creativity.

Creativity and the free exchange of ideas can only flow when employees have a healthy work environment . But interpersonal conflicts and strict hierarchical work culture can hinder an employee from expressing freely. As a manager, it is your responsibility to appreciate employees who help foster a creative environment and approach employees who have trouble doing so.

Here are a few employee performance appraisal comments to stir innovation and creativity:

a. “You often find new and innovative solutions to a problem.” b. “She has a knack for thinking outside the box.” c. “His creative skills are an asset to the team.” d. “You have a unique imagination and have come up with some of the most creative ideas we’ve ever seen.”

a. “You tend to avoid projects that require creative thinking.” b. “He likes to take a traditional and risk-averse approach to things over a creative one.” c. “You do not encourage your team to find creative solutions.” d. “You are too afraid of taking risks on a creative solution.” e. “Your approach to problems is often rigid and conventional.”

3) Leadership

Employees in managerial positions are people who are always looking after others, i.e., their team members. They are constantly guiding others to progress and advance. However, they need guidance to reach their goals too. Managers who receive feedback on their strengths are 8.9% more productive. They are more effective and profitable post-intervention.

Here are some critical appraisal comments for leaders and managers.

a. “You effectively manage your team and conduct specific exercises to strengthen the team .” b. “You are fair and treat every employee in your team equally and respectfully.” c. “She provides employees with the resources and training required to fulfill a responsibility.” d. “You hold employees responsible for their performance.” e. “He maintains a culture of transparency and knowledge-sharing across all levels in your department.” f. “You communicate openly with your team.” g. “You acknowledge accomplishments and recognize employees fairly.”

a. “You are biased and favor some employees more than others in your team.” b. “You get frustrated with new hires easily and don’t coach them properly.” c. “He provides no recognition to a team member’s effort and hard work.” d. “You can’t explain the goals and objectives of a task clearly to an employee.” e. “She often creates a communication gap and withholds information from her subordinates.” f. “You fail to delegate tasks effectively and fairly among your team.”

4) Communication Skills

Communication is one of the core functions of dynamic work culture. Clear communication makes employees comfortable with each other, makes sharing and exchanging ideas more frequent. It also bridges the gap between departments and makes everyone more productive. Effective teams can only be built when team members communicate with each other honestly and clearly.

Communication appraisal comments, if delivered correctly, can greatly improve an employee's communication skills.

a. “You are spoken highly of by your peers because of your ability to build good relationships .” b. "Your communication skills are great, and you can make others understand your point clearly." c. “She is precise in giving out directions and effectively communicates what she expects from her team members.” d. “Your willingness to listen to others and understand their point of view is highly appreciated by your peers.” e. “You are adept at communicating difficult messages and decisions skillfully.”

a. “You fail to communicate with your peers effectively, and this is causing a lot of misunderstanding within the team.” b. “Your direct and impersonal approach to handling discussions is ineffective in boosting the morale of those around you.” c. “You need improvement in replying to emails promptly.” d. “You humiliate peers on a regular basis.” e. “He interrupts others in discussions and important meetings.”

Related: The 10 Secrets to Strong Communication Skills in the Workplace

5) Collaboration and Teamwork

Collaboration drives results . When teams work together, they can reach solutions faster. They brainstorm ideas in order to arrive at a decision and generate these ideas together. In order to ensure collaboration, you need a healthy team environment. But not all employees are natural-born team players. But with appraisal comments, you can help employees overcome their personal conflicts and contribute to the team.

a. “You are a great team player. Your team members respect and appreciate you .” b. “You can be relied upon by team members.” c. “He works to be the best for the team and not be the best of the team.” d. “You support others in fulfilling their tasks and are always ready to help others.” e. “You respect others and give everyone equal opportunities to express their opinions.”

a. “You are inconsiderate towards’ others’ opinions and ideas.” b. “She tries to take credit for the work done by her team.” c. “You try to use your seniority to dominate your team members.” d. “He rarely comes up with concrete solutions that will help the team complete the project.” e. “You exceed expectations when working solo, but you seem to have trouble expressing ideas and opinions in a team.”

6) Time Management

In corporates, both big and small, where pressure is insurmountable , employees often have a hard time finishing work in time. They are unable to delegate and prioritize tasks. Time management appraisal comments can enable you to appreciate the ones who are managing effectively. Similarly, it gives you a way to encourage those who aren't being able to manage their time.

a. “You deliver urgent work without compromising on the details.” b. “You always meet your deadlines and make the best use of your time.” c. “She expertly prioritizes work without getting tangled in endless details.” d. “You exceeded our expectations by delivering more than assigned work despite the tight schedule.”

a. “You constantly push deadlines and fail to deliver on time.” b. “You are usually unable to calculate the time required to complete a task and therefore end up missing deadlines.” c. “She lacks a sense of urgency.” d. You have started delivering low-quality work just to finish your work on time."

Thank your teammates at work with our AI-powered R&R tool.

7) customer experience.

Customer focus and customer service is the key to building everlasting relationships with customers. Therefore, employees need to acquire skills that will help foster an enriching customer experience.

To improve customer experience in your organization, you can refer to these performance review comments:

a. “He works well with all types of clients.” b. “Clients usually seek your guidance and expertise.” c. “You are honest and always admit when you don’t have the knowledge about something.” d. “You regularly follow up with existing and new clients to make sure they feel valued and reminded about us.”

a. “She delays her responses to clients without giving them any reason for her delay.” b. “You need to tailor your customer service to suit individual customers’ needs. You ought to provide a diverse customer experience.”

8) Problem Solving

A much-required skill, its importance becomes more prevalent among higher authority employees. 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.”

a. "You are very articulate and explain your ideas and opinions clearly, leaving no room for miscommunication." b. "He gathers all the necessary facts and information before finding a solution to a problem." c. "Your best quality is that when faced with a problem, you listen first, take into account everything and then try to come up with a solution." d. "She always comes up with unique yet practical solutions."

a. "You need to be more assertive and decisive when giving out directions." b. "He is always hurrying in making his decisions without taking into account the full details of the problem." c. "You should collaborate with others more to come up with solutions together."

9) Work-Ethics

An employee’s work ethic involves everything from coming in time, working diligently, being honest to respecting everyone in the workplace. By analyzing an employee's ethics and morals assists in preventing the spread of demotivating and inappropriate workplace behavior.

a. "You are respectful and fair towards everyone in the organization." b. "He is regarded as highly credible by those working with him." c. "She is very punctual and understands the value of others’ time. She is never late to a meeting." d. "You have portrayed exemplary behavior in all aspects of work." e. "You abide by the company’s rules and policies."

a. "He sets integrity aside when pursuing his goals." b. "Your behavior towards colleagues isn't appropriate." c. "She is unresponsive to employees’ concerns regarding unfair treatment." d. "You play favorites and are biased in your judgments." e. "He doesn’t take into account other people’s opinions when making important decisions."

10) Productivity

The quality and quantity of work put in by an employee against the expectations set by the employer is the measurement of his/her productivity.

a. "You have displayed a highly consistent level of performance in your work." b. "She is always seeking opportunities to be more productive." c. "Your positive attitude to your work encourages others to perform well too." d. "She is a detail-oriented individual, which reflects positively in her work." e. "He shares his knowledge of industry trends and best practices to achieve enhanced outcomes in his job."

a. "Your work doesn’t comply with the required output standards." b. "You should take up more training and development courses to enhance your skills and knowledge." c. "The quality of your work has been unsatisfactory lately." d. "He needs to focus more on the details and nitty-gritty before handing over a project." e. "Instead of completing the urgent assignments first, she does the easier ones and puts off the urgent ones."

11) Interpersonal Skills

While interpersonal skills come naturally to some people, for others, they can be cultivated with experience and knowledge. Investopedia defines interpersonal skills as "an employee's ability to work well with others while performing their job." These skills can range from communication, basic etiquette to active listening. In other words, it's the qualities and behavior people use while interacting with others.

a. "You communicate your ideas and vision clearly so others can understand it easily and quickly." b. "He appreciates the efforts taken by others to achieve a target and encourages them to be better." c. "Even when disagreeing with others, you do it gracefully and respectfully." d. "You can adapt easily to various situations and different kinds of people." e. "You are equal in your treatment to everyone and communicate with your peers respectfully."

a. "He seems to find it difficult to express his emotions and feelings, which often causes misunderstandings." b. "When given any kind of feedback, you don’t take it in a positive manner." c. "She does not take the time to develop and sustain positive and beneficial relationships." d. "You don’t tend to listen to and take other people’s opinions into consideration." e. "He doesn't contribute effectively in his teams' activities."

This article is written by Shreya Dutta . She is a content writer and marketer at Vantage Circle She is passionate about all things literature and entrepreneurship. To get in touch, reach out to [email protected]

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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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108 Performance Review Phrases (With Examples)

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Performance reviews are a great opportunity to give an employee feedback on their poor performance to help them improve or to give them recognition for a job well done. Common performance review skill categories that are reviewed include productivity, work quality, and attendance. The right performance review phrases said in a goes a long way to motivate an employee to continue their good performance or improve on weaknesses.

If you’re a supervisor or manager looking for the right performance review phrases to recognize employees’ good work and address their weaknesses, this article will provide ideas for topics to discuss and examples of phrases you can use in your next performance reviews.

Key Takeaways:

Annual performance reviews are a good opportunity to talk about employees’ strengths, weaknesses, and growth, as well as to discuss training opportunities, goals, and any pay adjustments.

It’s a good idea to discuss employees’ productivity and work quality as well as their soft skills such as cooperation, accountability, and communication.

Give your employees plenty of notice about their performance review and then prepare for it by looking at their job description and KPIs and making a rubric based on those.

Examples of performance review phrases for productivity

Examples of performance review phrases for quality of work, examples of performance review phrases for attendance, examples of performance review phrases for punctuality, examples of performance review phrases for communication, examples of performance review phrases for teamwork and cooperation, examples of performance review phrases for interpersonal abilities, examples of performance review phrases for adaptability, examples of performance review phrases for problem-solving, examples of performance review phrases for achievement, examples of performance review phrases for leadership, examples of performance review phrases for innovation, examples of performance review phrases for attitude, examples of performance review phrases for accountability, what is a performance review, how to prepare for a performance review, performance review faq, final thoughts.

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Positive productivity performance review phrases

“Always manages their time well and is extremely well-organized.”

“Displays endless drive to improve productivity, profits, and meet business goals.”

“Your excellent work ethic speaks for itself.”

“Consistently contributes measurable value to company goals and projects.”

Negative productivity performance review phrases

“Often resists changes that could lead to an increase in productivity.”

“Distracts coworkers, impacting their productivity.”

“Poor time management often leading to failure to complete assigned work on time.”

“Sets a low bar and does as little as possible to get by.”

Positive quality of work performance review phrases

“Positively contributes to the performance of the team through their high-quality work.”

“Can be relied upon to consistently maintain a high quality of work.”

“I was blown away by the quality of your work.”

“Most employees aren’t as thorough in their work as you.”

Negative quality of work performance review phrases

“Often expects coworkers to complete unfinished tasks.”

“Regularly fails to follow established processes.”

“Delivers work of an inconsistent quality.”

“Rarely attains monthly performance goals.”

Positive attendance performance review phrases

“Begins every day fully prepared and ready to work.”

“Shows respect for the time of others by always coming to work on time.”

“A reliable worker who is always there when you need their help.”

Negative attendance performance review phrases

“Fails to meet company standards for attendance.”

“Often offline on communication channels when working remotely.”

“Regularly take more frequent or longer breaks than permitted.”

“Has not met attendance objectives set at previous performance appraisal.”

Positive punctuality performance review phrases

“Always follows through on their promises and delivers work ahead of time.”

“Consistently meets deadlines and can always be relied upon.”

“You’re among the most reliable workers I’ve ever had.”

“I really respect how you always take your promises seriously.”

Negative punctuality performance review phrases

“Meeting times often start later than scheduled or run over time.”

“Regularly late to work without reason.”

“Needs to work on responding to meeting invitations.”

“I want our team to be known for respecting others, and when you arrive late to meetings, it’s disrespectful.”

Positive communication performance review phrases

“Is mindful of the team and provides any updates when their situation changes.”

“Is able to effectively break down complex ideas and bring everyone on board.”

“Has a way of explaining complicated subjects to anyone.”

“ Thank you for always speaking up during team meetings and providing important updates.”

“You’re always quick to answer and follow up on emails .”

Negative communication performance review phrases

“Actively avoids conversations with managers and supervisors.”

“Struggles to communicate ideas and information with team members.”

“Often fails to provide timely project updates.”

“Has a tough time communicating constructive feedback to others.”

Positive teamwork and cooperation performance review phrases

“Extremely easy to work with and respects all team members.”

“Always puts the team first and adapts to any situation.”

“Improves team atmosphere by resolving conflicts between others.”

“Everyone tells me they really enjoy working with you.”

Negative teamwork and cooperation performance review phrases

“Often sticks to a small team, failing to find help and resources in other departments.”

“Unwilling to help others with tasks when asked.”

“Prefers to work alone, even when a project has multiple stakeholders.”

“You’re very skilled in what you do, but I’ve noticed you haven’t joined any of the new projects our team has taken on. You have a lot to offer, and I’d love to see you stretch yourself and take on some of these new responsibilities and challenges.”

Positive interpersonal abilities performance review phrases

“Has a pleasant personality that contributes to a positive team environment.”

“Maintains positivity and raises team morale during challenge circumstances.”

“Is thoughtful of other team members and is always pleasant to work with.”

“You always know how to cheer everyone up.”

Negative interpersonal abilities performance review phrases

“Does not work well with others on the team.”

“Needs to improve attitude when receiving constructive feedback.”

“Your customer satisfaction reviews are always really high on the phone, but they aren’t as great after you meet with a client in person. Why do you think that is? What training or resources can we get you to help with that?”

“I respect and appreciate your ability to be honest and direct with everyone, but sometimes it comes across as unfriendly or even rude. I’d hate to see that hinder your ability to create strong working relationships, so I’d like you to take this course in office communication to help you get your points across more effectively.”

Positive adaptability performance review phrases

“Is extremely understanding and flexible when unforeseen circumstances arise.”

“Can be counted on to be a team player during less than ideal situations.”

“Is able to quickly find ways to contribute when factors that influence business operations change.”

“I want to thank you for how flexible you’ve been during this difficult period.”

Negative adaptability performance review phrases

“Easily becomes frustrated when unexpected challenges arise.”

“Pushes back against new processes and policies without fully implementing or adhering to them.”

“Resists changes that could lead to higher productivity.”

“You do excellent work, and I think you’d do even better if you didn’t let the pressure get the better of you in stressful situations. You’re a very capable employee, and I hate to see you lose your confidence in those times. How can I help you with that?”

Positive problem-solving performance review phrases

“Demonstrates expertise and critical-thinking skills by cleverly finding solutions to problems.”

“Is always a reliable source of help for employees who need assistance.”

“You’re able to overcome any obstacle that stands in your path.”

“Is there anything you can’t do?”

Negative problem-solving performance review phrases

“Unwilling to work on problems outside of skill set.”

“Fails to contribute to group discussions on how to approach problems.”

“Can be indecisive in producing and implementing new solutions.

“Struggles to see patterns in recurring issues.”

Positive achievement performance review phrases

“Always surprises the entire team with the exceptional quality of their work.”

“Is constantly looked up to by staff members for their exceptional abilities.”

“You’re one of the most uniquely skilled professionals I’ve ever worked with.”

“You never fail to break records that we all thought were unbreakable.”

Negative achievement performance review phrases

“Has consistently struggled to meet KPIs.”

“Struggles to set measurable goals that align with the strategic needs of projects.”

“Does not set personal goals for improvement.”

“Unmotivated by achievement.”

Positive leadership performance review phrases

“Improves the job performance of the entire team by leading by example.”

“It’s extremely commendable how you always bring new employees up to speed.”

“Not only delivers high-quality work, but strengthens the entire culture of the team.”

“Having you on the team makes a massive difference.”

“Calling you anything but a team leader would be selling you short .”

Negative leadership performance review phrases

“Struggles to motivate employees to work hard and on task.”

“Indecisive about allocating responsibilities.”

“Sets unclear goals and objectives, making it hard to measure results in a meaningful way.”

“Workers often complain about a lack of recognition for a job well done.”

Positive innovation performance review phrases

“You always bring a unique perspective that nobody else had thought of.”

“It’s admirable how you’re able to view the same situation in a completely new light.”

“Wow, nobody knew it was even possible to do it in a better way until you showed us.”

“You come up with amazing ideas.”

Negative innovation performance review phrases

“Uninterested in trying novel solutions or integrating the creative ideas of others.”

“Has a difficult time formulating new ideas when normal processes fail.”

“Resists implementing new processes that have been proven as more effective.”

Positive attitude performance review phrases

“Everyone appreciates your upbeat attitude.”

“Even when things are tough, you continue to maintain a positive mindset.”

“You’re always quick to offer a healthy perspective.”

Negative attitude performance review phrases

“Inconsistent working relationship with some team members.”

“Often defiant when assigned tasks, openly questioning the wisdom of supervisors.”

“Becomes easily upset when unexpected challenges come up.”

“Noticeably unexcited about company goals, bringing down the enthusiasm of other members of the team.”

Positive accountability performance review phrases

“Shows honesty and strong character by accepting accountability when appropriate.”

“Strives to constantly improve on their work and is never satisfied with less-than-perfect results.”

“Your honesty and prioritization of the team ahead of all else are inspiring.”

Negative accountability performance review phrases

“Often blames others for mistakes.”

“Regularly fails to follow up with clients.”

“Needs to improve the ability to learn from errors.”

Performance reviews are evaluations where supervisors appraise an employee’s performance at work.

The main topics that are commonly discussed during the appraisal process are:

Strengths and weaknesses. Employees are made aware of the areas in which they excel or underperform. This is an opportunity to define performance expectations clearly.

Employee progress. If a particular weakness was identified in a previous performance review, supervisors should comment on whether the employee has taken the necessary actions to fix it.

Training opportunities. Managers may suggest career development resources or certification programs that fit the employee’s situation.

Future goals. Employees and supervisors will often agree to an improvement plan to address weaknesses . Whether the employee met these goals and objectives can be assessed during the next performance appraisal.

Pay adjustments. Performance reviews are also an opportunity to give employees promotions or raises .

Performance evaluations are conducted on a regular basis that’s determined by the organization or team. These periods are typically six months apart but can also be quarterly, monthly, or even more frequent.

Update job descriptions. Employees appreciate clarity in the way their role is defined, and from an organizational standpoint, delineating roles clearly is an important element of planning. You can even have employees help with this process to make sure the written word matches the actual job.

Determine the purpose of the role. With the above point in mind, it’s also crucial to understand why the position exists in the first place. Is the reason you created the role still the primary function or has the need for that responsibility passed?

Recalibrate your KPIs . Again, most employees appreciate concrete goals. But those goals and the ability to replicate them infinitely are not static. Maybe a goal of 100 cold calls a week no longer makes sense when you’ve already reached out to most of the local businesses you could serve, for example.

Identify skill gaps. Sometimes, skill gaps can creep on you and your business. With how fast technology changes in today’s world, you need to constantly reevaluate the skill sets of your employees and lend a hand when they need it.

Make a rubric. Or familiarize yourself with the one provided by your company. It’s good to have a plan for what topics you want to cover and in what order. It might also make sense to change the order of events for certain employees.

Inform employees in advance. It’s best to give at least a week’s notice before performance reviews, but more or less time could make sense depending on the nature and size of your organization. You want to give everyone a chance to consider what they want to discuss at the meeting and prepare responses to questions they know will come up.

What should I say in a performance review?

You should say both positive observations and constructive criticisms to your employee in a performance review. It’s important to let employees know the good things you’ve seen them doing in addition to calling out their weak points, and don’t forget to provide resources and support on how to improve those weak points.

How do you write an impactful performance review phrase?

You write an impactful performance review phrase by being specific and using quantifiers. Saying that an employee is “always positive even in the most stressful situations” is far more impactful than just saying, “they have a good attitude.”

What should I say in my boss review?

You should say positive things in your boss review. Even if you have some negative things to say, they’ll go over far better if you include honest, positive feedback as well.

Are performance reviews important?

Yes, performance reviews can be important because it’s a way to give both the company and employees important feedback. Without feedback, whether positive or negative, managers and employees are not able to improve their skills. Without feedback, someone may be unaware of their poor performance and not be able to change it. It’s also a great opportunity for employers to highlight and give recognition to a job well done.

Effective performance reviews are critical for maximizing employee engagement. Simply recognizing a subordinate’s efforts and delicately addressing their weaknesses can significantly improve the value they bring to your business.

In addition to the example performance review phrases we’ve given you, think of other ways you can sincerely show appreciation to your employees. They’ll be sure to return that appreciation and continue their positive behavior.

MyHR – Why Performance Reviews are Important

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Chris Kolmar is a co-founder of Zippia and the editor-in-chief of the Zippia career advice blog. He has hired over 50 people in his career, been hired five times, and wants to help you land your next job. His research has been featured on the New York Times, Thrillist, VOX, The Atlantic, and a host of local news. More recently, he's been quoted on USA Today, BusinessInsider, and CNBC.

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50 Performance Review Phrases (Strengths and Weaknesses)

Effective performance reviews are key to offer employee feedback and efficient performance management. Unfortunately, it’s not always easy to know exactly how to choose the right words. Here are impactful performance review phrases you need to build strong working relationships, sorted by professional skill as well as employee strengths and weaknesses.

Attitude and Behavior

A positive attitude is definitely a must for a good work dynamic. However, it is one of the trickiest skills to comment on during performance evaluations . Here are examples of effective phrases by common strengths and common weaknesses that will come in handy:

1) Cheerful attitude and positive outlook that benefits the entire team environment.

2) Visible enjoyment of the work that inspires others and keeps morale high.

3) Builds an atmosphere of trust with the entire team thanks to a steady and positive attitude.

4) Always ready to crack a joke or pay a compliment.

5) Does not shy away from friendly conversations that help keep the entire team in high spirits.

6) Should work on learning to accept constructive criticism.

7) Displays of negative emotion and mood switches might impact team morale.

8) Needs to keep negative attitude under control and express feelings in a healthy way.

9) Keeps to themselves and does not seem open to conversations.

10) Is easily discouraged by challenges and gets upset or angry.

While weaknesses should be pointed out to build improvement strategies, you should always make sure that your feedback to employees is constructive. If you need help, we have a complete article on how to share constructive feedback with your employees!

Flexibility and Dependability

Dependable employees are often flexible employees. If your worker has these essential skills, you should congratulate them accordingly. If you feel that they could improve on these points, it is also crucial that you point it out. Here are our tips to give valuable feedback and build constructive communication on the issue :

11) Willingness to excel and help out on different projects.

12) Quick to adapt to difficult situations and points of view.

13) Ability to work on different tasks efficiently.

14) Innovative thinking and critical-thinking skills to handle challenging situations.

15) Is ready to try on new tools and techniques in their daily work.

17) Lack of creative thinking when the process needs to be changed or improved.

18) Seems to have no interest in improvement or new responsibilities.

19) Seems reluctant to help other employees and does not share input.

20) Appears to be often unavailable and unmotivated to take on other projects.

Speaking of flexibility: do you use this crucial skill in your day-to-day processes? We have an article on organizational flexibility and why it matters to your success.

Performance and Achievements

Performance reviews should undoubtedly focus on employee achievements. Whether you wish to appreciate consistent and high-quality work or solve issues of employee productivity , here are all the helpful examples of phrases you need:

21) Meets or exceeds performance goals and puts value in doing a good job.

22) Contributes to team goals and business growth.

23) Strives to meet objectives and constantly improve.

24) Proud of their performance and achievements.

25) Wants to excel in the completion of their projects.

26) Does not meet expectations or barely meets expectations.

27) Seems unmotivated in doing their work and uninterested in achieving their professional goals.

28) Makes no significant contributions to team success or company goals.

29) Lack of engagement and enthusiasm for professional goals.

30) Completes tasks and projects without passion or creative thinking.

Remember that performance issues often come from lack of employee engagement. Retention plans should be at the forefront of your HR strategies.

Our performance management system is highly customizable and flexible!

Optimize your performance reviews with Folks HR today!👇

Teamwork and Interpersonal Skills

Collaboration and strong communication skills should be at the forefront of your performance strategy when evaluating your workforce. Promote healthy professional relationships and soft skills with our list of phrases that will surely improve team dynamic within your organization.

31) Connects and gets along with coworkers and easily engages in friendly conversations.

32) Is willing to offer help and share ideas with team members.

33) Is a good team player and is always ready to encourage teammates and appreciate their achievements.

34) Relates to other employees and is always friendly and polite.

35) Jumps in with useful input or queries during team meetings.

36) Tendency to work alone on projects, which negatively impacts the workflow.

37) Does not view the workplace as an environment for exchange and collaboration.

38) Keeps to themselves and needs to improve teamwork skills.

39) Seems cold or uninterested in sharing moments or information with coworkers.

40) Never participates in team building activities or team meetings.

Highlighting your employees’ strengths is key to building a good team dynamic and improving your workplace environment.

Time Management and Attendance

These may seem like common skills, but time management and attendance are key assets for your organizational balance . Don’t forget to use these fresh ideas of phrases to highlight these essential aspects during your performance reviews:

41) Is always on time and ready to work every day.

42) Respects deadlines and achieves tasks on time.

43) Ability to handle various tasks and understanding of which one to prioritize.

44) Good planning of absences and vacations and efficient management of timesheets.

45) Focuses on the tasks at hand and manages their workday efficiently.

46) Often late to meetings and to work or absent throughout the day.

47) Repeated absences or tardiness impacts the entire team.

48) Inability to meet deadlines and stick to the schedule.

49) Difficulties prioritizing and handling different tasks at the same time.

50) Gets easily distracted and overwhelmed by their schedule.

Do you struggle with employee time management in your organization? From PTO to absences and timesheets, Folks HR is the best time management tool to improve your workflow. Book your free demo here !

Bonus phrases: Progress and Potential

51) Interest in new challenges and efficiency in overcoming them.

52) Shows great progress in everyday tasks and goes beyond expectations.

53) Ready to learn new skills and continuously improve.

Performance reviews should also focus on the future. Show your employees you care about their individual growth by offering them ongoing training opportunities !

54) Uninterest in professional development or improvement.

55) Lack of drive and initiative unless prompted.

56) Does not try to take on new challenges and reach their full potential.

With these constructive and flexible improvement phrases, you are sure to implement successful performance management within your company.

Remember that negative feedback should always be followed by ideas for improvement. In addition, essential employee strengths should be highlighted even if it might seem redundant: recognition is essential to engagement and kind words and positive feedback are always appreciated by your employees. On that topic, we also have recognition phrases examples to use in your company!

All in all, effective feedback, active listening and constructive communication are key when conducting your performance appraisals.

Need these useful examples of performance review phrases?

Here is a free template to use whenever you want!

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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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Critical thinking: Performance Review Phrases Examples

Critical thinking: sample phrases to write a performance appraisal feedback.

Problem Solving Skills: 25 Performance Review Phrases Examples

Problem solving is an important skill in any work environment: it includes the ability to identify, understand, and develop solutions to complex issues while maintaining a focus on the end goal. Evaluating this skill in employees during performance reviews can be highly beneficial for both the employee and the organization.

Questions that can help you determine an employee’s rating for problem solving skills:

• How well does the employee define the problem and identify its root cause?
• How creative is the employee in generating potential solutions?
• How effective is the employee in implementing the chosen solution?
• How well does the employee evaluate the effectiveness of the solution and adjust it if necessary?

Related: Best Performance Review Examples for 48 Key Skills

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

Performance Review Phrases and Paragraphs Examples For Problem Solving

5 – outstanding.

Phrases examples:

• Consistently demonstrates exceptional problem-solving abilities
• Proactively identifies issues and offers innovative solutions
• Quickly adapts to unforeseen challenges and finds effective resolutions
• Exceptional problem-solving ability, consistently providing innovative solutions
• Regularly goes above and beyond to find creative solutions to complicated issues
• Demonstrates a keen understanding of complex problems and quickly identifies effective solutions

Paragraph Example 1

“Jane consistently demonstrates outstanding problem-solving skills. She proactively identifies issues in our department and offers innovative solutions that have improved processes and productivity. Her ability to quickly adapt to unforeseen challenges and find effective resolutions is commendable and has proven invaluable to the team.”

Paragraph Example 2

“Sarah has demonstrated an outstanding ability in problem solving throughout the year. Her innovative solutions have significantly improved our department’s efficiency, and she consistently goes above and beyond expectations to find creative approaches to complicated issues.”

4 – Exceeds Expectations

• Demonstrates a strong aptitude for solving complex problems
• Often takes initiative in identifying and resolving issues
• Effectively considers multiple perspectives and approaches before making decisions
• Displayed a consistently strong ability to tackle challenging problems efficiently
• Often takes the initiative to solve problems before they escalate
• Demonstrates a high level of critical thinking when resolving issues

“John exceeds expectations in problem-solving. He has a strong aptitude for solving complex problems and often takes initiative in identifying and resolving issues. His ability to consider multiple perspectives and approaches before making decisions has led to valuable improvements within the team.”

“Sam consistently exceeded expectations in problem solving this year. His efficient handling of challenging issues has made a positive impact on our team, and he often takes the initiative to resolve problems before they escalate. Sam’s critical thinking ability has been a valuable asset to our organization, and we appreciate his efforts.”

3 – Meets Expectations

• Displays adequate problem-solving skills when faced with challenges
• Generally able to identify issues and propose viable solutions
• Seeks assistance when necessary to resolve difficult situations
• Demonstrates a solid understanding of problem-solving techniques
• Capable of resolving everyday issues independently
• Shows perseverance when facing difficult challenges

“Mary meets expectations in her problem-solving abilities. She displays adequate skills when faced with challenges and is generally able to identify issues and propose viable solutions. Mary also seeks assistance when necessary to resolve difficult situations, demonstrating her willingness to collaborate and learn.”

“Sarah meets expectations in her problem-solving abilities. She demonstrates a solid understanding of problem-solving techniques and can resolve everyday issues independently. We value her perseverance when facing difficult challenges and encourage her to continue developing these skills.”

2 – Needs Improvement

• Struggles to find effective solutions to problems
• Tends to overlook critical details when evaluating situations
• Reluctant to seek help or collaborate with others to resolve issues
• Struggles to find effective solutions when faced with complex issues
• Often relies on assistance from others to resolve problems
• May lack confidence in decision-making when solving problems

“Tom’s problem-solving skills need improvement. He struggles to find effective solutions to problems and tends to overlook critical details when evaluating situations. Tom should work on being more willing to seek help and collaborate with others to resolve issues, which will ultimately strengthen his problem-solving abilities.”

“Mark’s problem-solving skills need improvement. He often struggles to find effective solutions for complex issues and seeks assistance from others to resolve problems. We encourage Mark to build his confidence in decision-making and focus on developing his problem-solving abilities.”

1 – Unacceptable

• Fails to identify and resolve problems in a timely manner
• Lacks critical thinking skills necessary for effective problem-solving
• Often creates additional issues when attempting to resolve problems
• Demonstrates a consistent inability to resolve even basic issues
• Often avoids responsibility for problem-solving tasks
• Fails to analyze problems effectively, leading to poor decision-making

“Sally’s problem-solving skills are unacceptable. She consistently fails to identify and resolve problems in a timely manner, and her lack of critical thinking skills hinders her ability to effectively solve challenges. Additionally, her attempts to resolve problems often create additional issues, resulting in a negative impact on the team’s overall performance.”

“Susan’s problem-solving performance has been unacceptable this year. She consistently demonstrates an inability to resolve basic issues and avoids taking responsibility for problem-solving tasks. Her ineffectiveness in analyzing problems has led to poor decision-making. It is crucial that Susan improve her problem-solving skills to succeed in her role.”

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Blog · Performance Reviews

April 1, 2021

6 Constructive Feedback Examples for Performance Reviews

We have put together 6 detailed constructive feedback examples for performance reviews that truly help employees to learn from mistakes and up-skill.

by Lara Kelly

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Performance reviews are often a dreaded mark on HR’s calendar. Employees often feel demotivated by traditional appraisals. Constructive feedback feels notably absent.

This is probably because giving genuinely constructive feedback is tough. Many managers and leaders would rather avoid hard truths altogether than give honest, evidence-based reviews. Others give out negative feedback carelessly – without thinking how it might impact on employee motivation.

On top of this, performance reviews are often designed in less-than-constructive ways. A simplistic rating on performance does not give a clear picture of how we can improve. An annual performance review may assess employees based on work they completed 6 months ago .

This leads to a reviews process that does more harm than good . Either employees are unaware of how to improve, or they are so conscious of their faults that they lose motivation altogether.

Luckily, it doesn’t have to be this way. It is possible to create a reviews process that is truly productive. Comments in appraisals should be evidenced with events and behaviors, not personality traits. Managers should follow up with employees on criticism, and help provide solutions to any problem areas.

Performance reviews aren’t the be all and end all. An ongoing feedback culture that combines regular reviews with one on one conversations is the best solution.

However, you can word suggestions for improvement in ways that are more conducive to employee development .

Benefits of constructive feedback in performance reviews

Clarifies expectations

More beneficial for employees’ personal and professional development

Improves engagement with reviews

Makes areas for improvement more specific and understandable

Improve performance by offering actionable suggestions

👉 Click here to listen to our webcast discussing the best employee development initiatives

5 Tips for Constructive feedback

Constructive criticism is a skill. Use these tips to master it.

1. Start with a positive

Forbes advises against a ‘compliment sandwich’ – where you put a criticism alongside two warm fuzzy compliments. While this can seem disingenuous, it is important to keep a positive tone .

Start with what is already working well. This helps prevent the employee from catastrophizing about their performance – and makes it clear you are focusing on one area of performance.

For example, you might thank them for an excellent presentation they gave last week. Then, lead into the feedback from there, ‘While your presentation skills are really excellent, I think you could improve on your engagement during team meetings’ .

This places the feedback into context – it’s not a personal attack. Instead, you’re offering something specific and actionable .

2. Focus on behaviors and actions

Keep your feedback grounded in events, actions and behaviors - not personality traits. This makes it clearer for the employee, and depersonalizes negative criticism .

3. Don’t give feedback when frustrated or angry

So many problems arise when we give feedback in a fit of pique! If there is a situation that has upset you, give yourself some space from the individual until you cool off.

When you’re ready, you’ll be much better able to listen to the employee’s perspective and offer helpful, if honest feedback.

4. Pinpoint areas for improvement clearly

Note down the specific behaviors that need changing, and then think of some possible solutions.

Making your intentions clear in writing allows the employee to think more constructively about how they can meet your expectations. Think of some advice that would support your employee to improve.

5. Write goals with employee that addresses their concerns

Following the review, meet with the employee. Give them an opportunity to present their side of the story.

Giving them an opportunity to respond makes feedback less hierarchal. Take on board any misunderstandings. Ask them how they have achieved a goal in the past - and how they might use those strengths to advance this goal.

Examples of constructive feedback

Situation #1: aaron works effectively but caused interpersonal conflict with team members.

An example of constructive feedback would be:

‘Your work recently has been excellent. When you work with others, you hold your team to high standards, and this is potentially a great quality in a team player.

However, I’d like to make sure we can bring out the best in this quality. Someone on the team felt overwhelmed by the workload during the team project. They did not feel they could ask you for support, as on a previous instance, you dismissed another co-worker’s request for support.

It’s really important that we build a supportive team . I understand that you hoped to push your team to success, but in my view, the best way to do this is to offer a helping hand. I’m confident you can improve your collaboration skills. A good place to start would be to have an empathetic conversation with your co-workers.

Situation #2: Joe is regularly late for work

An example of constructive feedback:

‘You’ve done a great job recently and many of our customers have complimented your positive attitude .

I’ve noticed that you regularly clocked-in late in May. Arriving on time supports the whole team as we open up for the day. It would also help you to achieve even more. Set a target to arrive on time every day next week.’

Situation #3: Sasha regularly misses deadlines

An example of constructive feedback :

‘On the current project, you have informed me you are running behind schedule. Thank you for communicating this with me. It would be useful to review your time management strategies to see where you could free up some time’

‘You missed three deadlines this quarter. While I understand that this is a fast-paced environment, this has slowed down team members as we push out our marketing campaign. Your work is consistently excellent. However, might be useful to take a less perfectionist outlook to each task, and prioritize timeliness.’

Situation #4: Sebastian lacks attention to detail at times

‘I appreciate your understanding of our wider goals and your grasp of the bigger picture. This helps us keep on track. However, in a recent report you overlooked some small but important details. This held us back from making an informed decision.

To improve on this, I’d suggest we create a checklist of criteria to address in your report. Complete your work in advance so that you can ask me or a colleague to review it.’

Situation #5: Sandy recently missed a professional development goal

‘You set some ambitious goals in the last quarter. While you didn’t meet all of them, I can clearly see the impact of setting stretch goals on your performance. If you’d like to achieve this goal in full, perhaps you could take on fewer tasks to prioritize this.’

‘You set some stretch goals in the last quarter. While it’s important to be ambitious, I can see how this might be demotivating. We should also meet to review these targets and create more actionable goals’

Situation #6: Kiera performs well but lacks communication skills

‘Your recent write up was well-researched and informative. I’ve noticed that you prefer working independently. During team meetings, you sometimes do not offer your point of view.

We would always appreciate your perspective. I wanted to confirm that everything is okay between you and the team. If there are any concerns, you can come to me or HR about this.

In any case, please feel free to voice any thoughts. During team meetings, there are no ‘wrong answers’ – any brainstorming ideas are welcome. You could challenge yourself to make one suggestion each meeting , and go from there. Ensure you make frequent use of communication channels such as Slack, to make things clearer with your team’.

Next steps for constructive feedback

Constructive feedback transforms performance reviews. Gone are the days when employees felt blindsided by appraisals. Instead, constructive criticism equips them with actionable suggestions on how to improve performance.

If you’d like to learn more about constructive feedback, why not read our article Constructive Feedback: 6 Tips to Success .

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How Socratic Questioning Can Impact Thinking

Socrates was a Greek philosopher who is generally regarded as the father of Western philosophy. To understand the foundations of his students’ thoughts, he often asked continual questions until exposing a contradiction. His method usually involved asking a question, waiting for the answer, and then asking follow-up questions to encourage the individual to think more critically. This method became known as the Socratic method or Socratic questioning, and it can be an effective tool in behavioral and cognitive therapies, as well as a way to develop critical thinking skills. If you seek help from a licensed mental health professional, they may use Socratic questioning techniques to help you gain insight into your own thoughts and emotions.

What is Socratic questioning?

In Socratic questioning, questions should generally be directed, concise, clear, and free of jargon to ensure they are easily understood. Questions should be open but purposeful, and they should not suggest a right or wrong answer. Each one should have a clear meaning and be actively engaging. The focus should be on the issue at hand, with the understanding that the person may not yet have an answer. 

This type of questioning can be used to expose and pick apart deeply held views that can influence what we think and say and how we behave. It can be used with or without a specific goal in mind and is usually considered a core communication skill in cognitive behavioral therapy (CBT) . 

In CBT, questions typically focus specifically on the client. These questions can help an individual define problems, examine the meaning behind them, and identify the impacts of their thoughts and beliefs on their behavior. Socratic questioning can help people gain awareness, change the thoughts that may cause challenges in their lives, and shift their perspectives.

How to practice Socratic questioning

To practice Socratic questioning, consider the following:

• Plan enough to provide structure and direct questioning without being too rigid. 
• Give the person time to think about and respond to the questions; don’t rush them.
• Ask probing questions following their responses.
• Keep the discussion focused. 
• Ask open-ended questions, but don’t be vague or ambiguous. 
• Summarize their responses. 

Socratic questions are generally broken into types: clarification questions, assumption questions, probing questions, implication and consequences questions, viewpoint and perspective questions, and questioning the question. Here are some examples of each of these types : 

Clarification questions

• What did you mean by that? 
• Why did you say that? 
• What do you think is the main problem? 
• Can you expand on that further? 
• Can you give me an example? 
• Can you explain that in a different way? 

Assumption questions

• Why would someone make that assumption?
• Is there something else you can assume instead? 
• Can you uncover assumptions you didn’t know you had? 
• Can you verify that assumption?
• Can you explain why you came to that assumption?
• What would happen if you tried to challenge assumptions about this?

Probing questions

• What do you think causes that to happen?
• Is there any information you don’t have? 
• Why do you doubt that evidence?
• Are your reasons good enough? 
• What caused you to think that?
• How might someone refute that?

Implication and consequences questions

• What do you think would happen next? 
• What are the consequences of assuming that?
• What are the implications of that choice? 
• How does that tie into what we were discussing before?
• What are you implying by that? 
• How does X affect Y?

Viewpoint and perspective questions

• Are there alternative viewpoints?
• Who benefits from this and why?
• What is the difference between X and Y?
• How are X and Y similar? 
• What could be an alternative? 
• How would someone else respond to this?

Questioning the questions

• Why are you asking that? 
• Why is this question important? 
• Does this make sense? Why or why not? 
• What else might I ask? 
• What does that question mean? 

How can Socratic questioning impact thinking?

Research shows that Socratic questioning can improve critical thinking . Because it typically focuses more on asking questions than giving answers, it can encourage people to analyze and process information.

In theory, Socratic questioning is primarily designed to be an interaction between two people or a teacher and a group, as in a classroom setting. However, you can also use Socratic questioning as an individual thinking exercise. 

Start by writing down a negative thought or belief that is causing you distress or a problem you’re trying to solve. Then, make a list of Socratic questions that encourage you to think. For example: 

• What evidence supports or goes against this belief? 
• Is my belief based on an assumption of fact?
• Is there an alternative perspective?
• If someone else was in this situation, what would I say to them? 
• What is the best thing that could happen? 
• What is the worst thing that could happen?
• What would I like to see happen?
• What is the most likely outcome? 
• How can I cope with this situation?
• What is holding on to this costing me? 
• What will happen if I let this go?
• How will I know that I have met my goal?

Benefits of Socratic questioning

Socratic questioning can be an integral part of cognitive behavioral therapy (CBT), a form of talk therapy used to treat a range of mental health conditions, including anxiety disorders, depression, bipolar disorder, borderline personality disorder, and post-traumatic stress disorder (PTSD). One study found that Socratic questioning in CBT could contribute to symptom change in individuals with depression , but more research may be needed regarding its efficacy in treating other conditions.

In CBT, therapists can use this type of questioning to help clients identify the roots of negative thoughts and beliefs and develop more positive ways to challenge them. Socratic questioning can also help people develop new perspectives and insights into themselves and the way they see the world.

If you’re experiencing symptoms of depression or another mental health concern and are interested in working with a therapist or learning more about Socratic questioning, online therapy can be a flexible, convenient option. An online therapy platform like BetterHelp can help you find a therapist based on your preferences and needs. With online therapy, you can attend sessions from the comfort of your home at a time that suits your schedule. 

In addition, research has shown that online therapy can be a valid alternative to in-person treatment. One narrative review of 17 studies found that online therapy may be more effective than face-to-face counseling and that participants appeared to be equally satisfied with either intervention. Online CBT was also found to be more cost-effective than in-person treatment.

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Critical Thinking: 40 Useful Performance Feedback Phrases

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

Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Critical Thinking: Exceeds Expectations Phrases

• Highly demonstrates assertive and decisive ability when finding solutions for problems.
• Knows how to communicate ideas and issues easily in a very clear and concise manner.
• Able to piece together elements and come up with proper deductions on issues.
• Knows how to clarify problems and solutions easily so that other people can understand.
• Evaluates ideas and opinions in an unbiased manner without favoritism.
• Thinks through issues in a very logical manner that results in finding the best solution to a problem.
• Demonstrates excellent problem-solving skills by accessing a problem and devising the best possible solution for it.
• Takes in into consideration different and varied perspectives when solving problems.
• Examines the implications and possible consequences to any particular action carefully.
• Solves problems one by one so as not to mix up issues and ideas.

Critical Thinking: Meets Expectations Phrases

• Uses strategic approachability and skill when it comes to solving issues.
• Demonstrates well assertive and decisive ability when it comes to handling problems.
• Tries to always consider all factors at play before deciding on a particular methods or way.
• Gathers all the required facts and figures before starting to solve a particular problem.
• Always seeks to ask questions as a form of finding a sound basis to solving a problem.
• Not afraid to make mistakes and tries to find creative ways to handle any issue.
• Looks at issues in different angles and not in a one-sided way.
• Shows great flexibility when it comes to changing strategies and tact while dealing with different problems.
• Questions regularly to find out if the decision taken will achieve the desired effect.
• Always feels comfortable and confident when seeking help or advice whenever stuck on solving any issue.

Critical Thinking: Needs Improvement Phrases

• Does not take the time to consider all factors available before making a decision carefully.
• Looks at issues in a one-sided manner instead of having different varied ways of looking at it.
• Finds it challenging to arrive at a concrete conclusion after undertaking any evaluation.
• Not willing to do proper research and relies on outdated data and information.
• Does not demonstrate a curious type of attitude to try to find out a little bit more on issues.
• Not willing to accept corrections and take calculated risks when necessary.
• Does not show enough willingness to try to improve the critical thinking skills.
• Does not present ideas and points in a logical order or outline.
• Looks at issues in a biased and unfair way by not evaluating all factors.
• Not willing and inflexible to change tact or strategy when the initial plan fails to achieve the desired effect

Critical Thinking: Self Evaluation Questions

• How well do you research and gather facts and information before solving an issue?
• Give an instance you hurriedly made a decision without thinking it through and what was the result?
• Elaborate on a given occasion that you made the best decision. How did you feel about it?
• How well do you consider all the factors available before making your decision?
• Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions?
• Do you always try to inquire further, what could be the missing elements that could achieve a positive outcome?
• How well do you consider having a concrete conclusion when presenting your ideas?
• When expressing your ideas do you deliver them in a logical manner?
• Do you usually look at issues in a one-sided manner or at different angles?
• How flexible are you when it comes to trying different ways of solving problems other than the intended way.

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• Open access
• Published: 26 August 2024

Using a flipped teaching strategy in undergraduate nursing education: students’ perceptions and performance

• Shaherah Yousef Andargeery 1 ,
• Hibah Abdulrahim Bahri 2 ,
• Rania Ali Alhalwani 1 ,
• Shorok Hamed Alahmedi 1 &
• Waad Hasan Ali 1  

BMC Medical Education volume  24 , Article number:  926 ( 2024 ) Cite this article

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Flipped teaching is an interactive learning strategy that actively engages students in the learning process. Students have an active role in flipped teaching as they independently prepare for the class. Class time is dedicated to discussion and learning activities. Thus, it is believed that flipped teaching promotes students’ critical thinking, communication, application of knowledge in real-life situations, and becoming lifelong learners. The aim of this study was to describe the students’ perception of flipped teaching as an innovative learning strategy. And to assess if there was a difference in students’ academic performance between those who participated in a traditional teaching strategy compared to those who participated in flipped teaching intervention.

A quasi-experimental design with intervention and control groups. A purposive sampling technique of undergraduate nursing students was used.

A total of 355 students participated in both groups, and 70 out of 182 students in the intervention group completed the survey. The students perceived a moderate level of effectiveness of the flipped teaching classroom as a teaching strategy. The result revealed that there is a statistically significant difference in the mean students’ scores for the intervention group (M = 83.34, SD = 9.81) and control group (M = 75.57, SD = 9.82).

Flipped teaching proves its effectiveness in improving students’ learning experience and academic performance. Also, students had a positive perception about flipped teaching as it allowed them to develop essential nursing competencies. Future studies must consider measuring the influence of flipped teaching on students’ ability to acquire nursing competencies, such as critical thinking and clinical reasoning.

Peer Review reports

The successful outcome of individualized nursing care of each patient depends on effective communication between nurses and patients. Therapeutic communication consists of an exchange of verbal and non-verbal cues. It is a process in which the professional nurse uses specific techniques to help patients better understand their conditions and promote patients’ open communication of their thoughts and feelings in an environment of mutual respect and acceptance [ 1 ]. Effective educational preparation, continuing practice, and self-reflection about one’s communication skills are all necessary for becoming proficient in therapeutic communication. Teaching therapeutic communication to nursing students explains the principles of verbal and non-verbal communication that can be emphasized through classroom presentation, discussion, case studies and role-play. It also helps them develop their ability to communicate effectively with patients, families, and other health care professionals. Nursing students should be able to critically think, conceptualizing, applying, analyzing, synthesizing, and evaluating information generated by observation, experience, reflection, reasoning, and communication. Utilizing a traditional teaching strategy can be a challenge to meet the previously stated requirements [ 2 ]. Therefore, nurse educators should adapt unique teaching methods to help students learn and participate in their own education.

The “flipped classroom” is a pedagogical approach that has gained popularity worldwide to foster active learning. Active learning is defined as instructional strategies that actively engage students in their learning. It requires them to do meaningful learning activities and reflect on their actions [ 3 ]. Flipped teaching is a teaching strategy that promotes critical thinking and the application of information learned outside of the classroom to real-world situations and solves problems within the classroom. It is used in a way that allows educators to deliver lectures by using technologies such as video, audio files, PowerPoint or other media. Thus, the students can read or study those materials on their own at home before attending the class. As a result, discussions and debates about the materials take place throughout the lecture time. Some of the main principles of flipped teaching are increasing interaction and communication between students and educators, allocating more time for content mastery and understanding, granting opportunities for closing gaps and development, creating opportunities for active engagement, and providing immediate feedback [ 4 , 5 ]. This teaching/learning methodology is supported by constructivism learning theory. A “problem-solving approach to learning” is how constructivism is frequently described. In which, it requires a shift in the nurse educator’s epistemic assumptions about the teaching-learning process. Constructivism requires nursing educators to take on the role of a learning facilitator who encourages collaboration and teamwork as well as guides the students in building their knowledge. The underlying assumptions of constructivism include the idea that learning occurs as a result of social interaction in which the student actively creates their own knowledge, while prior experiences serve as the foundation for the learning process. The “flipping classroom” reflects that approach, which integrates student-centered learning [ 6 ].

Flipped teaching approach has students learning before lectures, teaching the material to better use classroom time for cooperative learning. The discussed herein represents studies and case studies from primary through graduate schools. The literature indicated students did see value in this pedagogical approach. Most of the studies found that flipped teaching was associated with better understanding of the material learned, higher academic achievement/performance, and potentially improved psychosocial factors (self-esteem, self-efficacy) that are associated with learning. Interestingly, one article pointed out that non-didactic material used in flipped-teaching lead to an increase in performance and this did not happen with didactic material.

According to Jordan et al. [ 7 ], a flipped teaching is a methodology that was developed as a response to advancements and changes in society, pedagogical approaches, and rapid growth and advancement of technology; The flipped teaching was evolved from the peer instruction and just in time teaching approaches. Jordan and colleagues [ 7 ] state that independent learning happens outside the classroom prior to the lesson through instructional materials while classroom time is maximized to fosters an environment of collaborative learning. Qutob [ 8 ] states that flipped teaching enhances student learning and engagement and promotes greater independence for students.

Jordan et al. [ 7 ] studied the use of flipped teaching on the teaching of first- and fourth-year students’ discrete mathematics and graphs, models, and applications. Across all the classes studied (pilot, graph, model and application, practices, computer and business administration), students preferred flipped teaching compared to traditional teaching. According to Jordan et al. [ 7 ], the quality of the materials and exercises, and perceived difficulty of the course and material are important to student satisfaction with this method. Additionally, it was found that interactions with teachers and collaborative learning were positive. Likewise, Nguyen et al. [ 9 ] found students favorably perceive flipped teaching. This is especially true for those students who have an understanding that the method involves preparation and interaction and how these affect the outcomes. Vazquez and Chiang [ 10 ] discuss the lessons learned from observing two large Principles of Economics Classes at the University of Illinois; each class held 900 students. Vazquez and Chiang [ 10 ] found that the students preferred watching videos over reading the textbook. Secondly, students were better prepared after they watched pre-lecture videos compared to reading the textbook beforehand. The third finding involved the length of time pre-lecture work should take; the authors state pre-lecture work should be approximately 15 to 20 min of work ahead of each in-class session. The fourth finding is that the flipped teaching is a costly endeavor. Finally, it was found that having the students watch videos before the lectures reduced the time spent in class covering the material; the end result of this is students spend more time engaging in active learning than reviewing the material.

Qutob [ 8 ] studied the effects of flip teaching using two hematology courses. One of the courses was delivered using traditional teaching and the other course was flipped teaching. Qutob [ 8 ] found that students in the flipped course not only performed better on academic tasks, but also they had more knowledge and understanding of the material covered compared to those in the traditional format class. Additionally, Qutob [ 8 ] revealed that students in the flipped classroom found this style of learning is more beneficial than traditional teaching. Moreover, Florence and Kolski [ 11 ] found an improvement in high school students’ writing post-intervention. The authors further found that students were more engaged with the material and had a positive perception of the flipped model. Bahadur and Akhtar [ 12 ] conducted a meta-analysis of twelve research articles on flipped teaching; the studies demonstrated that students taught in the flip teaching classroom performed better academically and were more interactive and engaged in the material than students taught through traditional methods. Galindo-Dominguez [ 13 ] conducted a systematic review using 61 studies and found evidence for the effectiveness of this approach compared to other pedagogical approaches with regards to academic achievement, improved self-efficacy, motivation, engagement, and cooperativeness. Webb et al. [ 14 ] studied 127 students taking microeconomics and found the delivery of flipped material (didactic vs. non-didactic) influenced students’ improvements. They further found performance improvements for the students who attended flipped classes using non-didactic pre-class material. At the same time, Webb et al. [ 14 ] further found non-improvement associated with flipped classes that used didactic pre-class materials; these materials are akin to traditional lectures.

In the context of nursing education, flipped teaching strategy has demonstrated promising and effective results in enhancing student motivation, performance, critical thinking skills, and learning quality. The flipped teaching classrooms were associated with high ratings in teaching evaluations, increased course satisfaction, improved critical thinking skills [ 15 ], improved exam results and learning quality [ 16 ] and high levels of personal, teaching, and pedagogical readiness [ 17 ]. Another study showed that student performance motivation scores especially in extrinsic goal orientation, control beliefs, and self-efficacy for learning and performance were significantly higher in the flipped teaching classroom when compared to the traditional classroom strategy [ 16 ].

Regardless of these important findings, there have been limited studies published about the flipped teaching strategy in Saudi Arabia, particularly among nursing students. Therefore, implementing the flipped teaching strategy in a therapeutic communication course would be effective in academic performance and retention of knowledge. The flipped teaching method will fit best with the goals of a therapeutic communication course as both focus on active learning and student engagement. This approach is well-matched for a therapeutic communication course as it allows students to apply and practice the communication techniques and strategies, they have learned outside of class from the flipped teaching materials and freeing up class time for interactive and experiential activities. The filliped teaching method can provide opportunities for students to apply effective interpersonal communication skills in classes, provide more time to observe students practicing therapeutic communication techniques through role-play, group discussions, and case studies. It also allows instructors to refine and provide individualized feedback and offer real-time guidance to help students improve their interpersonal communication skills.

The current study aims to examine the students’ perception of a teaching innovation based on the use of the flipped teaching strategy in the therapeutic communication course. Further, to compare if there is a difference in students’ academic performance of students who participate in a traditional teaching strategy when compared with students who participate in flipped teaching intervention.

Students who participated in the intervention group perceived a high level of effectiveness of the flipped teaching classroom as a teaching/learning strategy.

There is a significant difference in the mean scores of students’ academic performance between students who participate in a traditional teaching strategy (control group) when compared with those students who participate in flipped teaching classroom (intervention group).

Design of the study

Quantitative method, quasi-experimental design was used in this study. This research study involves implementing a flipped teaching strategy (intervention) to examine the effectiveness of the flipped teaching among the participants in the intervention group and to examine the significant difference in the mean scores of the students’ performance between the intervention and control group.

College of Nursing at one of the educational universities located in Saudi Arabia.

A purposive sampling technique was conducted in this study. This sampling technique allows the researcher to target specific participants who have certain characteristics that are most relevant and informative for addressing the research questions. The advantages of the purposive sampling lie in gathering in-depth, detailed and contextual data from the most appropriate sources and ensure that the study captures a more comprehensive understanding of the concept of interest by considering different viewpoints [ 18 ]. Participants were eligible to participate in this study if they were (1) Enrolled in the undergraduate nursing programs (Nursing or Midwifery Programs) in the College Nursing; (2) Enrolled in Therapeutic Communication Course; (3) at least 18 years old or older. Participant’s data was excluded if 50% of the responses were incomplete. The sample size was calculated using G-Power. The required participants for recruitment to implement this study is 152 participants to reach a confidence level of 95% and a margin error of 5%.

Measurement

Demographic data including the participants’ age and GPA were collected from all the participants. Educational characteristics related to the flipped teaching were collected from the participants in the intervention group including the level of English proficiency, program enrollment, attending previous, attending previous course(s) that used flipped teaching strategy, time spent each week preparing for the lectures, time spent preparing for the course exams, and recommendation for applying flipped teaching in other classes.

The student’s perception of the effectiveness of the flipped teaching strategy was measured by a survey that focused on the effectiveness of flipped teaching. This data was collected only from the participants in the intervention group. The survey involves 14 items that used 5-point Likert-type scale (5 = strongly agree, 4 = agree, 3 = neutral, 2 = disagree and 1 = strongly disagree). The sum of the scores was calculated for the item, a high score indicates a high effectiveness of flipped teaching. The survey was developed by Neeli et al. [ 19 ] and the author was contacted to obtain permission to use the survey. The reliability of the scale was tested using Cronbach alpha, which was 0.91, indicating that the scale has an excellent reliability.

Also, student academic performance was measured for both the intervention and control groups though the average cumulative scores of the assessment methods of students who were enrolled in the Therapeutic Communication Course, given a total of 100. The students’ grades obtained in the course were calculated based grading structure of the Ministry of Education in Saudi Arabia (The Rules and Regulations of Undergraduate Study and Examination).

Ethical approval

Institutional Review Board (IRB) approval (No. 22-0860) was received before conducting the study. Participants were provided with information about the study and informed about the consent process. Informed consent to participate was obtained from all the participants in the study.

Intervention

Therapeutic communication course was taught face-to-face for students enrolled in the second year in the Bachelor of Science in Midwifery and Bachelor of Science in Nursing Programs. There were eight sections for the therapeutic communication course, two of them were under the midwifery program and the remaining (six sections) were under the nursing program. Each section was held once a week in a two-hour length for 10 weeks during the second semester of 2022. Students in all sections received the same materials, contents, and assessment methods, which is considered the traditional teaching strategy. The contents of the course included the following topics: introduction of communication, verbal and written communication, listening skills, non-verbal communication, nurse-patient relationship, professional boundaries, communication styles, effective communication skills for small groups, communication through nursing process, communication with special needs patient, health education and principles for empowering individuals, communication through technology, and trends and issues in therapeutic communication. The course materials, course objectives and learning outcomes, learning resources, and other supporting materials were uploaded to the electronic platform “Blackboard” (A Learning Management System) for all sections to facilitate students’ preparation during classes. The assessment methods include written mid-term examination, case studies, group presentation, and final written examination. The grading scores for each assessment method were also the same for all sections.

The eight course sections were randomly assigned into traditional teaching strategy (control group) or flipped teaching strategy (intervention group). Figure  1 shows random distribution of the course sections. The intervention group ( n  = 182) included one section of the Bachelor of Science in Midwifery program ( n  = 55 students) and three sections of Bachelor of Science in Nursing program ( n  = 127 students). The control group ( n  = 173) included one section of the Bachelor of Science in Midwifery program ( n  = 50 students) and three sections of Bachelor of Science in Nursing program ( n  = 123 students). Although randomization of the participants is not possible, we were able to create comparison groups between participants who received the flipped teaching and traditional teaching strategy. To ensure the consistency of the information given to the students and reduce the variability, the instructors were meeting periodically and reviewed the materials together. More importantly, all students received the same topics and assessment methods as stated in the course syllabus and as mentioned above. The instructors in all sections were required to answer students’ questions, provide clarification to the points raised throughout the semester, and give constructive feedback after the evaluation of each assessment method. Students were encouraged to freely express their opinions on the issues discussed and to share their thoughts when the opinions were inconsistent.

Random Distribution of the Course Sections

The intervention group were taught the course contents by using the flipped teaching strategy. The participants in the intervention group were asked to read the lectures and watch short videos from online sources before coming to classes. Similar materials and links were uploaded by the course instructors into the Blackboard system. During the classes, participants were divided into groups and were given time to appraise research articles and case scenarios related to the topics of the course. During the discussion time, each group presented their answers, and the course instructors encouraged the students to share their thoughts and provided constructive feedback. Questions corresponded to the intended objectives and learning outcomes were posted during the class time in Kahoot and Nearpod platforms as a competition to enhance students’ engagement. By the end of the semester, the flipped teaching survey was electronically distributed to students who were involved in the intervention group to examine the educational characteristics and assess the students’ perceptions about the flipped teaching.

Data collection procedure

After obtaining the IRB approval, the PI sent invitation letters to the potential participants using their official university email accounts. The invitation letter included a Microsoft Forms’ link with the description about the study, aim, research question, and sample size required to conduct the study. All students gave their permission to participate, and informed consent was obtained from them ( N  = 355). The link also included questions related to age, GPA, and approval to use their scores from assessment methods for research purposes. The first part of data collection was obtained immediately after the therapeutic communication course was over. The average cumulative scores of all the assessment methods (out of 100) were calculated to measure the students’ academic performance for both the intervention and control groups.

The second part of data collection was conducted after the final exam of the therapeutic communication course ( n  = 182). A Microsoft Forms link was sent to the participants in the intervention group only. It included questions related to educational characteristics and students’ perception of the effectiveness of flipped teaching. Students needed a maximum of 10 min to complete the study survey.

Data analysis

Data was analyzed using the SPSS version 27. Descriptive analysis was used to analyze the demographic and educational characteristics and perception of flipped teaching strategy. An independent t-test was implemented to compare the mean scores of the intervention and control groups to examine whether there is a statistically significance difference between both groups. A significance level of p  < 0.05 was determined as statistical significance in this study.

The total number of students who enrolled in therapeutic communication course was 355 students. The intervention group included 182 students and the control group included 173 students. The mean age of all participants in the study was 19 years old (M = 19.56, SD = 1.19). The mean GPA was 3.53 (SD = 1.43). Of those enrolled in the intervention group, only 70 out of 182 students completed the survey. Table  1 represents the description of the educational characteristics of the participants in intervention group ( n  = 70). Around 65% of the participants reported that their level of English proficiency is intermediate, and they were enrolled in the nursing program. Half of the students had precious courses that used flipped teaching strategy. About one-third of the students indicated that they spent less than 15 min each week preparing for lectures. Around 65% of the students stated that they spent more than 120 min preparing for the course exam. Half of the students gave their recommendation for applying flipped teaching strategy in other courses. The mean score of the students’ performance in Therapeutic Communication course who enrolled in the intervention group is 83.34 (SD = 9.81) and for those who were enrolled in the control group is 75.57 (SD = 9.82).

The students perceived a moderate level of effectiveness of the flipped teaching classroom as a teaching strategy (M = 3.49, SD = 0.69) (Table  2 ). The three highest items that improved students’ perception about the flipped teaching strategy were: flipped classroom session develops logical thinking (M = 3.77, SD = 0.99), followed by flipped classroom session provides extra information (M = 3.68, SD = 1.02), then flipped classroom session improves the application of knowledge (M = 3.64, SD = 1.04). The three lowest items perceived by the students were: Flipped classroom session should have allotted more time for each topic (M = 3.11, SD = 1.07), flipped classroom session requires a long time for preparation and conduction (M = 3.23, SD = 1.04), and flipped classroom session reduces the amount of time needed for study when compared to lectures (M = 3.26, SD = 1.07).

An independent sample T-test was implemented to compare the mean scores of the students’ academic performance between the intervention group ( n  = 182) and control group ( n  = 173) (Table  3 ). The results of Levene’s test for equality of variances ( p  = 0.801) indicated that equal variances assumed, and the assumption of equal variances has not been violated. The significant level value (2-tailed) is p  ≤ 0.001, indicating that there is a statistically significant difference in the mean scores of students’ academic performance for the intervention group (M = 83.34, SD = 9.81) and control group (M = 75.57, SD = 9.82). The magnitude of the differences in the means (Mean difference= -7.77%, CI: -10.02 to -5.52) is very small (Eta squared = 0.00035).

Flipped teaching is a learning strategy that engages students in the learning process allowing them to improve their academic performance and develop cognitive skills [ 20 ]. This study investigated the effect of implementing flipped teaching as an interactive learning strategy on nursing students’ performance. Also, the study examined students’ perceptions of integrating flipped teaching into their learning process. Flipped teaching is identified as an interactive teaching strategy that provides an engaging learning environment with immediate feedback allowing students to master the learning content [ 4 , 5 ]. Improvement in the student’s academic performance and development of learning competencies were expected outcomes. The flipped classroom approach aligns with the constructivist theory of education, which posits that students actively construct their own knowledge and understanding through engaging with the content and applying it in meaningful contexts. By providing pre-class materials (e.g., videos, readings) for students to engage with independently, the flipped classroom allows them to build a foundational understanding of the concepts before class, enabling them to actively participate in discussions, problem-solving, and collaborative activities during the class. By shifting the passive acquisition of knowledge to the pre-class phase and dedicating in-class time to active, collaborative, and problem-based learning, the flipped classroom approach creates an environment that fosters deeper understanding, the development of critical thinking and clinical reasoning skills as well as the ability to apply knowledge in clinical practice [ 21 ].

Effectiveness of the flipped teaching on students’ academic performance

The influence of flipped teaching on students’ academic performance was identified by evaluating students’ examination scores. The results of this study indicated that flipped teaching had a significant influence on students’ academic performance ( p  = 0.000). This significant influence implies the positive effectiveness of flipped teaching on students’ academic performance (M = 83.34, SD = 9.81) compared to traditional classroom (M = 75.57, SD = 9.82). These results are in line with other researchers regarding improving students’ academic performance [ 7 , 8 , 9 , 10 ]. Qutob’s [ 8 ] study shows that flipped teaching positively influences students’ performance. Preparation for class positively influenced students’ academic performance. The flipped classroom approach is underpinned by the principles of constructivism. These principles emphasize the active role of students in constructing their own understanding of concepts and ideas, rather than passively receiving information [ 21 ].

In a traditional classroom, the teacher typically delivers content through lectures, and students are tasked with applying that knowledge through homework or in-class activities. However, this model often fails to engage students actively in the learning process. In contract,

Flipped classroom requires students to prepare for the class which allows them to be exposed to the learning material before the class. During class time, students are giving opportunities to interact with their classmates and instructors to discuss the learning topic which can positively influencing their academic performance later [ 7 , 9 ]. Furthermore, the flipped classroom approach aligns perfectly with the core tenets of constructivism. Its adherence to the constructivist 5E Instructional Model further demonstrates its grounding in this learning theory. The 5E model, which includes the phases of engagement, exploration, explanation, elaboration, and evaluation, provides a framework for facilitating the active construction of knowledge [ 22 ].

It first sparks student interest and curiosity about the concepts (engagement), then enables students to investigate and experiment with the ideas through hands-on activities and investigations (exploration). This is followed by opportunities for students to make sense of their explorations and construct their own explanations (explanation). The flipped classroom then allows students to apply their knowledge in new contexts, deepening their understanding (elaboration). Finally, the evaluation phase assesses student learning and provides feedback, completing the cycle of constructivist learning [ 22 ]. This alignment with the 5E model, along with the flipped classroom’s emphasis on active learning and create environment that nurtures deeper understanding, the development of higher-order thinking skills, and the ability to transfer learning to real-world contexts.

In this study, one third of the students indicated that the preparation time was less than fifteen minutes a week. According to Vazquez and Chiang [ 10 ], preparation time for classroom should be about 15 to 20 min for each topic. Preparation for class did not take much time but positively influenced students’ academic performance. Furthermore, preparation for class allows students to develop the skills to be independent learners [ 8 ]. Independence in learning develops continuous learning skills, such as long-life learning which is a required competency for nursing. Garcia et al. [ 22 ] found out that focusing on shifting teachers’ practices towards active learning approaches, such as the 5E Instructional Model, can have lasting, positive impacts on students’ conceptual understanding and learning.

Students’ perception of flipped teaching as a teaching strategy

Students’ perception of flipped teaching as a learning strategy was examined using a survey developed by Neeli et al. [ 19 ]. Students recognize flipped teaching as an effective teaching strategy (M = 3.49, SD = 0.69) that had a positive influence on their learning processes and outcomes. Several studies identified the positive influence of flipped teaching on students’ learning process and learning outcomes [ 8 , 19 ]. Flipped teaching provides a problem-based learning environment allowing students to develop clinical reasoning, critical thinking, and a deeper understanding of the subject [ 5 , 8 , 19 , 23 ]. The flipped teaching approach introduces students to the learning materials before class. Class time is then utilized for discussion, hands-on, and problem-solving activities to foster a deeper understanding of the studied subject [ 5 ]. Consequently, flipped teaching provides a problem-based learning environment as it encourages students to be actively engaged in the learning process, work collaboratively with their classmates, and apply previously learned knowledge and skills to solve a problem. The result of this study is consistent with the results from a systematic review conducted by Youhasan et al. [ 5 ]. Implementing flipped teaching in undergraduate nursing education provides positive outcomes on students’ learning experiences and outcomes and prepares them to deal with future challenges in their academic and professional activities [ 5 ].

Implications

The results from this study identified that flipped teaching has a significant influence on students’ academic performance. The results also indicated that students have positive perception of flipped teaching as an interactive learning strategy. Flipped teaching pedagogy could be integrated in nursing curriculum to improve the quality of education process and outcomes which will result in improving the students’ performance. Flipped teaching provides an interactive learning environment that enhances the development of essential nursing competencies, such as communication, teamwork, collaboration, life-long learning, clinical reasoning, and critical thinking. For example, flipped teaching allows students to develop communication skills throughout discussion in the classroom, and collaboration skills by working with their classmate and instructor. In this study, flipped teaching was implemented in a theoretical course (therapeutic communication course). This interactive learning strategy could also be applied in clinical and practice setting for effective and meaningful learning process and outcomes.

Strengths and limitations

This research study reveals the effectiveness of flipped teaching on students’ academic performance. This study used a quasi-experimental design with control and intervention groups to investigate the influence of flipped teaching on nursing education. Nevertheless, this study has limitations. One of the study’s limitations is the lack of randomization, thus causal association between the variables cannot be investigated. In addition, this study used a self-administered survey which may include respondents’ bias; thus, it may affect the results. Also, this study investigated students’ perceptions of flipped teaching as a learning strategy. The results from examining students’ perceptions indicated that students had a positive perception of flipped teaching as it allowed them to develop essential nursing competencies. This study did not focus on identifying and measuring competencies. Therefore, future studies must consider measuring the influence of flipped teaching on students’ ability to acquire nursing competencies, such as critical thinking and clinical reasoning.

Flipped teaching is an interactive learning strategy that depends on students’ preparation of the topic to be interactive learners in the learning environment. Interactive learning environment improves learning process and outcomes. This study indicated that flipped teaching has significant influence on students’ academic performance. Students perceived flipped teaching as a learning strategy that allowed them to acquire learning skills, such as logical thinking and application of knowledge. These skills allow students to have meaningful learning experience. Also, students could apply these skills in other learning content and/or environments, for example, in clinical. Thus, we believe that flipped teaching is an effective learning approach to be integrated in the nursing curriculum to enhance students’ learning experience.

Data availability

The datasets generated and/or analyzed during the current study are not publicly available due to data privacy but are available from the corresponding author on reasonable request.

Abbreviations

Institutional Review Board

Standard deviation

The level of marginal significance within a statistical test

Confidence Interval of the Difference

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Acknowledgements

The authors are grateful for the facilities and other support given by Princess Nourah bint Abdulrahman University Researchers Supporting Project number (PNURSP2024R447), Princess Nourah bint Abdulrahman University, Riyadh, Saudi Arabia.

This research was funded by Princess Nourah bint Abdulrahman University Researchers Supporting Project number (PNURSP2024R447), Princess Nourah bint Abdulrahman University, Riyadh, Saudi Arabia

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Shaherah Yousef Andargeery, Rania Ali Alhalwani, Shorok Hamed Alahmedi & Waad Hasan Ali

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Conceptualization, H.B, S.Y.A, W.A.; methodology, S.Y.A., S.H.A.; validation, S.Y.A.; formal analysis, S.Y.A.; resources, H.B, S.Y.A, W.A, R. A.; data curation, S.Y.A, S.H.A.; writing—original draft preparation, R.A, H.B, S.Y.A., S.H.A, W.A; writing—review and editing, R.A, H.B, S.Y.A, S.H.A, W.A; supervision, R.A, H.B, S.Y.A, S.H.A.; project administration, R.A, S.Y.A, S.H.A.; funding acquisition, S.Y.A. All authors have read and agreed to the published version of the manuscript.

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Correspondence to Hibah Abdulrahim Bahri .

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Andargeery, S.Y., Bahri, H.A., Alhalwani, R.A. et al. Using a flipped teaching strategy in undergraduate nursing education: students’ perceptions and performance. BMC Med Educ 24 , 926 (2024). https://doi.org/10.1186/s12909-024-05749-9

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DOI : https://doi.org/10.1186/s12909-024-05749-9

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