problem solving skills comments for appraisal

How it works

Transform your enterprise with the scalable mindsets, skills, & behavior change that drive performance.

Explore how BetterUp connects to your core business systems.

We pair AI with the latest in human-centered coaching to drive powerful, lasting learning and behavior change.

Build leaders that accelerate team performance and engagement.

Unlock performance potential at scale with AI-powered curated growth journeys.

Build resilience, well-being and agility to drive performance across your entire enterprise.

Transform your business, starting with your sales leaders.

Unlock business impact from the top with executive coaching.

Foster a culture of inclusion and belonging.

Accelerate the performance and potential of your agencies and employees.

See how innovative organizations use BetterUp to build a thriving workforce.

Discover how BetterUp measurably impacts key business outcomes for organizations like yours.

A demo is the first step to transforming your business. Meet with us to develop a plan for attaining your goals.

• What is coaching?

Learn how 1:1 coaching works, who its for, and if it's right for you.

Accelerate your personal and professional growth with the expert guidance of a BetterUp Coach.

Types of Coaching

Navigate career transitions, accelerate your professional growth, and achieve your career goals with expert coaching.

Enhance your communication skills for better personal and professional relationships, with tailored coaching that focuses on your needs.

Find balance, resilience, and well-being in all areas of your life with holistic coaching designed to empower you.

Discover your perfect match : Take our 5-minute assessment and let us pair you with one of our top Coaches tailored just for you.

Research, expert insights, and resources to develop courageous leaders within your organization.

Best practices, research, and tools to fuel individual and business growth.

View on-demand BetterUp events and learn about upcoming live discussions.

The latest insights and ideas for building a high-performing workplace.

• BetterUp Briefing

The online magazine that helps you understand tomorrow's workforce trends, today.

Innovative research featured in peer-reviewed journals, press, and more.

Founded in 2022 to deepen the understanding of the intersection of well-being, purpose, and performance

We're on a mission to help everyone live with clarity, purpose, and passion.

Join us and create impactful change.

Read the buzz about BetterUp.

Meet the leadership that's passionate about empowering your workforce.

For Business

For Individuals

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.

Lead with confidence and authenticity

Develop your leadership and strategic management skills with the help of an expert Coach.

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.

How a performance review template improves the feedback process

25 performance review questions (and how to use them), agile performance management: how to improve an agile team, managers have a strong effect on team performance, for better or worse, 5 tactics for managing managers effectively — and why it matters, how stanford executive education embraces vulnerability as a form of resilience, awakening human potential: developing people and driving performance in the new world of work, uk leaders develop future-minded skills with betterup, how to manage poor performance in 5 steps, similar articles, 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, 37 innovation and creativity appraisal comments, 8 creative solutions to your most challenging problems, 10 performance review tips to drastically move the needle, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

3100 E 5th Street, Suite 350 Austin, TX 78702

• Platform Overview
• Integrations
• Powered by AI
• BetterUp Lead
• BetterUp Manage™
• BetterUp Care™
• Sales Performance
• Diversity & Inclusion
• Case Studies
• Why BetterUp?
• About Coaching
• Find your Coach
• Career Coaching
• Communication Coaching
• Life Coaching
• News and Press
• Leadership Team
• Become a BetterUp Coach
• BetterUp Labs
• Center for Purpose & Performance
• Leadership Training
• Business Coaching
• Contact Support
• Contact Sales
• Privacy Policy
• Acceptable Use Policy
• Trust & Security
• Cookie Preferences

60+ Performance Appraisal Comments: Constructive Feedback for Growth

What is performance appraisal, what are performance appraisal comments, types of performance appraisal comments, what not to say/write in performance appraisal comments.

Other Related Blogs

• 7 Effective Hacks to Master Confrontation at Work (With Examples)
• Performance Management and Compensation: 3 Perspectives
• How Can A Manager Facilitate Hybrid Meetings Effectively?
• The Top 9 Call Center Problems That Bug Managers
• Developing Training Modules for Solid In-house Training
• A Manager’s Guide to the 4 Primary Generational Learning Styles at Work
• How To Build A Rapport With Team members: 8 Effective Tips
• How can managers help teams escape monotony at work?
• 7 Steps to Building a Winning Learning and Development Team
• From limitations to possibilities: 18 Growth mindset statements

Performance Appraisal Comments for Quality of Work

• “Consistently produces high-quality work that meets or exceeds our standards.”
• “Attention to detail is exceptional; consistently delivers error-free reports.”
• “Demonstrates a commitment to delivering work of the utmost quality.”
• “Quality of output is consistently reliable and of a very high standard.”
• “Efforts in maintaining and improving work quality are commendable.”
• “Occasionally, work quality has fallen short of the expected standards.”
• “Needs to double-check work for accuracy to reduce errors.”
• “Could benefit from more thorough review and quality control measures.”
• “Has room for improvement in consistently meeting quality benchmarks.”
• “Quality standards need to be consistently maintained for all tasks.”

Performance Appraisal Comments for Leadership

• “Displays strong leadership skills by motivating and guiding team members.”
• “Leads by example, setting a positive tone and inspiring others.”
• “Effectively delegates tasks and empowers team members to excel.”
• “Provides clear direction and encourages collaboration among team members.”
• “Demonstrates the ability to make tough decisions and take ownership of outcomes.”
• “Could enhance leadership presence by communicating expectations more clearly.”
• “Opportunity to delegate more effectively to optimize team performance.”
• “Needs to actively seek and incorporate team members’ input and ideas.”
• “Should work on fostering a more inclusive and collaborative team environment.”
• “Could benefit from developing conflict resolution skills for team harmony.”

Performance Appraisal Comments for Communication Skills

• “Exceptional communicator who ensures clarity and understanding in all interactions.”
• “Active listener who values others’ perspectives and feedback.”
• “Effectively conveys complex ideas and information to diverse audiences.”
• “Clear and concise in both written and verbal communication.”
• “Facilitates open and constructive dialogue among team members.”
• “Occasionally, communication lacks clarity, leading to misunderstandings.”
• “Needs to work on active listening skills to better understand colleagues.”
• “Could improve written communication to make reports more reader-friendly.”
• “Struggles with conveying ideas concisely and often provides excessive detail.”
• “Should focus on improving feedback delivery to be more constructive and supportive.”

Performance Appraisal Comments for Teamwork

• “A strong team player who collaborates effectively with colleagues.”
• “Promotes a sense of unity and cooperation within the team.”
• “Shares knowledge and resources to help team members excel.”
• “Encourages and appreciates diverse contributions from team members.”
• “Plays a vital role in fostering a positive team atmosphere.”
• “Could work on more actively seeking input and ideas from team members.”
• “Occasionally, resists team decisions or appears disengaged during group discussions.”
• “Needs to be more open to others’ perspectives and feedback.”
• “Opportunity to enhance participation and engagement in team activities.”
• “Should focus on conflict resolution skills to address team conflicts more effectively.”

Performance Appraisal Comments for Goal Achievement

• “Consistently meets or exceeds performance goals and targets.”
• “Efforts have directly contributed to achieving team and organizational objectives.”
• “Reliably delivers on assigned tasks within specified timelines.”
• “Sets and pursues ambitious goals, inspiring others to do the same.”
• “Maintains a strong commitment to personal and professional growth.”
• “Occasionally, falls short of meeting established performance goals.”
• “Needs to prioritize tasks and manage time more effectively to meet deadlines consistently.”
• “Should focus on setting more specific and measurable goals.”
• “Could benefit from more proactive goal tracking and progress reporting.”
• “Opportunity to align personal goals more closely with team and organizational objectives.”

Performance Appraisal Comments for Ownership

• “Takes full ownership of assigned tasks and responsibilities, ensuring their completion.”
• “Demonstrates a strong sense of accountability for outcomes and results.”
• “Proactively seeks solutions and takes initiative to address challenges.”
• “Committed to the success of projects and the organization as a whole.”
• “Reliable and consistent in meeting commitments and deadlines.”
• “Occasionally, exhibits a lack of ownership, leading to delays or incomplete tasks.”
• “Needs to develop a stronger sense of responsibility for project outcomes.”
• “Could benefit from more proactive problem-solving when obstacles arise.”
• “Should focus on improving follow-through on commitments.”
• “Opportunity to take more initiative and contribute ideas for process improvements.”

Performance Appraisal Comments for Problem Solving

• “A creative problem solver who consistently finds innovative solutions to challenges.”
• “Analyzes complex issues thoroughly and generates effective problem-solving strategies.”
• “Demonstrates resilience and adaptability when faced with unexpected obstacles.”
• “A valuable resource for tackling complex and critical problems.”
• “Consistently contributes to process improvements and efficiency gains.”
• “Occasionally, struggles to identify effective solutions for complex problems.”
• “Needs to work on enhancing critical thinking skills to address challenges more effectively.”
• “Could benefit from seeking input and collaboration when encountering difficult issues.”
• “Should focus on maintaining composure and clarity when confronted with unexpected obstacles.”
• “Opportunity to enhance problem-solving skills by seeking training or mentorship.”
• Personal attacks:  Avoid derogatory or offensive language attacking an employee’s character or personality. Focus on behaviors and performance-related aspects.
• Bias or discrimination:  Do not base your comments on an employee’s gender, age, race, religion, or any other protected characteristic. Ensure that your feedback is fair and unbiased.
• Assumptions:  Do not make assumptions about an employee’s intentions or motivations. Stick to observable facts and behaviors.
• Legal risks:  Be cautious about making promises or commitments in writing that could have legal implications, such as job security guarantees or future promotions.
• Non-professional language:  Keep the language in appraisal comments professional and appropriate for the workplace. Avoid slang, jargon, or offensive language.

Ready to elevate your communication skills in performance appraisal comments?

 Take our free communication assessment now and unlock your potential!

5 Unique Benefits Of Online Leadership Coaching

Performance management training: empowering managers to manage better, manager development goals and how to reach them: opportunities and areas to focus on, grooming for management: the key to building a sustainable leadership pipeline.

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!

Related posts

11 Best Performance Management Software in 2024

Continuous Performance Management: HR Guide

Boost your HR with software

See how Factorial powers productivity, engagement, and employee retention.

Book a free demo

  Vantage Rewards

A people first rewards and recognition platform to elevate company culture.

  Vantage Pulse

An eNPS-based pulse survey tool that empowers HRs to manage the workforce better.

  Vantage Perks

A corporate discounts platform with a plethora of exclusive deals and offers from global brands.

  Vantage Fit

A gamified corporate wellness platform that keeps the workforce ‘Fit’ and rewards them for it.

  Vantage Gifting

An all-in-one corporate gifting solution to delight your employees on every occasion & make them feel valued.

  AIR e Consultation

AIR e program consultation to design and implement an authentic and impactful rewards and recognition program.

  Vantage Onboarding

Customizable and budget-friendly joining kits to create a sense of belonging and make new hires feel at home

  Integration

Seamless integration with your existing HCM/HRIS platform and chat tools.

  Product Updates

Check out all the new stuff we are adding to our products to constantly improve them for better experience.

   Blog

  Influencers Podcast

  Guides & eBooks

  Webinars

  Industry Reports

  AIR e Framework

 Vantage Rewards

 Vantage Perks

 Vantage Pulse

 Vantage Fit

 Vantage Gifting

An all-in-one corporate gifting solution to delight your employees on every occasion & make them feel valued.

 AIR e Consultation

 Vantage Onboarding

   Blogue

50 Self-Appraisal Comments For Your Next Performance Review

Performance reviews can be jittering for anyone, particularly when it comes to self-appraisal or self-evaluation. It is often difficult to analyze what to say and what to omit while writing a self-evaluation.

This article will help you see how self-appraisal is essential to performance management and learn 50 phrases that you can use during your performance appraisal.

Self-appraisal is also known as self-assessment, and it is a popular tool used by managers to assess their employees’ performance. It is the opportunity for employees to shine and evaluate their own performance during the time of promotions or feedback. These performance appraisal processes act as a bridge between the expectations set and the performance.

These assessments create a medium for open communication, improved interpersonal skills , and opportunities and developments in the workplace. It provides employees the chance to discuss personal issues and their progress. Also, it helps an employee to showcase their skills with team members and show their managers their potential—a type of self-criticism an employee needs to maintain healthy work progress.

Now that you have known about self-appraisal comments let’s delve a little deeper into it.

Want to deliver a holistic and impactful appraisal to your employees?

Benefits of self appraisal.

Self-appraisal is a significant part of your performance review , because it reflects your self-awareness and professional development. As an employee, it is important to be self-aware because you become conscious about your strengths and weaknesses and how others perceive you. Higher the sense of awareness, higher the chances of having better self-confidence, stronger relationships, and enhanced decision-making and problem-solving skills .

Self-awareness helps you improve on an individual level and grow professionally which impacts the company’s growth as well. Research by Kerry Fong Institute shows that employees working in poor-performing organizations had 20 percent more blind spots than employees who work at financially equipped organizations.

50 Self Appraisal Comments to Use in Your Next Performance Review

First and foremost, when you are writing a self-appraisal for yourself, you must keep the following factors in mind.

What you must continue doing- Remember to mention your contributions towards the team, your accomplishments, time management, and work efficiency.

Recognize your blind spots- Understand what affects your peers or managers negatively with your specific doings.

What you must start doing- Now is the time to start doing new projects to come out of your comfort zone.

Once you've done this analysis, you are ready to write your self-evaluation comments.

Now, without further ado, let’s take a dig at 50 sample self-appraisal comments you can use on your next performance review.

Communication

• With strong communication skills , I communicate my expectations to my team without being imposing.
• I can communicate effectively on various levels in our company.
• I can take and give constructive feedback and deal well in sensitive situations.
• I convey my ideas and opinions effectively to different teams and individuals.
• I share information transparently with peers for team success.
• I can communicate with clients with a convincing speech.
• If my peers have done an excellent job, I never fail to appreciate them, either personally or publicly.

Job Performance

• I am proud of my job, and I value my responsibilities.
• I never hesitate to participate in challenging tasks and go above and beyond.
• I take my job responsibilities seriously and believe in working in a team-oriented work environment.
• With sheer dedication, I have exceeded my (mention your goal) performance goal by (mention the numbers).
• I have decreased (e.g. costs and customer churn) by (insert specific number here) percent.
• I always challenged myself to become a better performer every day.
• I gladly help my peers by collaborating and assisting them in difficult situations.

Reliability

• I never fail on my commitments and continuously keep them informed about the challenges I incur.
• I have completed (Add numbers) percent of my decided deadlines.
• I refrain from procrastination and possess good time management skills .
• I tend to plan and prioritize my meetings with clients and the team.
• I am always on time and always start my day with enthusiasm and positivity.
• I never hesitate to seek guidance from my leaders whenever necessary.
• I follow proper email etiquette while replying to customers and peers.

Customer Orientation

• I can very well handle irate and hostile customers by (explain your tactics).
• I actively listen to customers to decipher their point of view.’
• I never fail to update our customers about the recent ongoings and products.
• I have achieved a total of (specify numbers) on my customer service survey.
• I work continuously to enhance the customer experience (mention the examples)
• I always try to think from the customer’s point of view to understand their psyche and perspective towards us.

Would you like to send meaningful appreciation messages to your teammates?

Innovation and creativity.

• I keep looking forward to improving our work processes continually.
• If you noticed, my idea of (mention the idea) has been a success, showing my creativity.
• I have an eye-for-detail and always think out-of-the-box while looking for solutions.
• I still collaborate with the team while brainstorming and come up with new ideas.
• I faced multiple challenges like (mention the challenges), but I successfully tackled it by (mention the solution).
• I try to think from everyone’s perspective and find solutions that benefit everyone.
• I can adapt to new predicaments quickly and open to possibilities.

Growth and Development

• My personal goal is my priority, and I set my personal development.
• I keep myself updated with recent trends and apply them in my work regularly.
• My commitment to my work adds to my personal growth, and I believe in training to improve my skills.
• I continuously seek opportunities to connect with employees from various fields.
• I take progressive steps towards achieving my goals and visualize my long-term plans.
• I am a quick learner and can quickly adapt to changes.
• I am curious and always tend to learn new things.

Opportunities for Improvement

• Even though I am transparent, I have noticed my team doesn’t think I am, and I will work on it further.
• I have a knack for customer service, yet I need to follow up more often, and I am continually working on it.
• I always have positive thinking, yet some people find it difficult to hold a conversation with me, and I want to break this misconception.
• I have good communication skills, but I need to work on my public speaking skills as it gets difficult to interact with large groups sometimes.
• Sometimes, I tend to get stuck with only one task; I need to enhance my multi-tasking skills.
• I have many ideas to share, but sometimes I feel shy to share everything.
• I know my team’s needs, yet sometimes I fail to work according to the work calendar.
• Even though I am a happy-go-lucky person, people still mistake me for being arrogant and rude. Even though I value my peers, I can sometimes come across as unapproachable.
• Sometimes, I forget to probe and ask for suggestions and keep working solo; there, I need to improve and become more proactive.

Writing self-appraisal comments can sometimes become tedious and lengthy, but it holds immense importance in one’s personal growth and company growth. For your next performance review, remember to put some of these phrases into practice and let us know if it was helpful.

This article is written by Gautam Gayan . He works as a Content Marketer at Vantage Circle . Apart from being a passionate content creator for HR services and employee engagement, Gautam is a theatre enthusiast, an avid reader and an aspiring poet. For any related queries, contact [email protected]

We safeguard your personal information in accordance with our Privacy Policy

You might also like

Effective feedback: key elements to keep in mind, how to transform the workplace with an employee leaderboard, how to build an effective mentorship program.

50k+ Downloads by HR professionals across the globe!

The Ultimate Guide to Employee Rewards and Recognition

5k+ Downloads by HR professionals across the Globe!

Problem Solving Self-Appraisal Comments Examples

Related Self-Evaluation Phrases

Problem Solving Self-Appraisal Phrases Examples To Examine Yourself

• (855) 776-7763

Collaborate

WebinarNinja

ProProfs.com

Knowledge Base

Survey Maker

All Products

• Get Started Free

Do you want a free Training Software?

We have the #1 Online Training Software for employee training & assessment

100 Best Performance Review Examples (Comments & Phrases)

Author & Editor at ProProfs

Michael is a seasoned writer with 12+ years of experience in online learning and training. His work empowers organizations to harness the potential of knowledge in the digital era.

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

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

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

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

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

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

Examples of Positive Attendance Review Comments

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

Examples of Negative Attendance Review Comments

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

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

Examples of Positive Attitude Review Comments

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

Examples of Negative Attitude Review Comments

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

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

Examples of Positive Leadership Review Comments

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

Examples of Negative Leadership Review Comments

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

Communication & Interpersonal Skills

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

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

Examples of Positive Review Comments On Communication & Interpersonal Skills

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

Examples of Negative Review Comments On Communication & Interpersonal Skills

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

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

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

Teamwork & Collaboration

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

Examples of Positive Teamwork & Collaboration Review Comments

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

Examples of Negative Teamwork & Collaboration Review Comments

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

Watch: How to Build High-Performing Teams 

Flexibility & Agility

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

Examples of Positive Flexibility & Agility Review Comments

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

Examples of Negative Flexibility & Agility Review Comments

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

Dependability

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

Examples of Positive Dependability Review Comments

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

Examples of Negative Dependability Review Comments

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

Time Management & Efficiency

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

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

Examples of Positive Time Management Review Comments

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

Examples of Negative Time Management Review Comments

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

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

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

Innovation & Creativity

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

Examples of Positive Review Comments On Innovation & Creativity

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

Examples of Negative Review Comments On Innovation & Creativity

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

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

Problem-Solving

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

Examples of Positive Review Comments On Problem-Solving

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

Examples of Negative Review Comments On Problem-Solving

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

Ready to Conduct Outstanding Performance Reviews?

If yes, start with these employee performance review examples.

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

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

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

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

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

Frequently Asked Questions

What is a performance review.

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

How to write an effective employee performance review

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

About the author

Michael laithangbam.

Michael Laithangbam is the senior writer & editor at ProProfs with 12 years of experience in enterprise software and eLearning. Michael's expertise encompasses online training, web-based learning, quizzes & assessments, LMS, and more. Michael’s work has been published in G2, Software Advice, Capterra, and eLearning Industry. You can connect with him via LinkedIn .

Popular Posts in This Category

6 Best LearnWorlds Alternatives & Competitors in 2024

12 Most Requested Employee Training Topics in 2024

10 Best Video Training Software for Better Engagement and Retention

How to Track Employee Training Progress

5 Tips To Create Effective eLearning Storyboards

10 Best Restaurant LMS for Training On Skills & Compliance (2024)

100 Useful Performance Review Comments to Choose From!

Allow us to cut to the chase: We put together a hundred of the best performance review comments on some of the most important performance review question categories out there. Each manager has their own way of conducting performance reviews and their own performance review comments or classic performance review phrases that they like to make use of. We have no intention of messing with yours!

We wanted to put together a list of performance review comments that would serve as guiding examples for you to draft your own performance review comments around. That being said if you decide to knick these performance review comments; We promise; We won’t tell a soul!

At the end of the day, performance reviews are an extraordinary opportunity for the exchange of quality feedback, valuable insights, and just a healthy dose of anxiety. No matter which performance review comments you decide to go with and which performance review frequency you conduct your reviews with, just make sure your feedback is honest and from the heart!

Before we go any further, we should point out that no matter which performance review phrases you pick from this list, they won’t be effective if your review process is cumbersome.

Table of Contents

Are you conducting performance reviews manually?

HOW you conduct your performance reviews is equally as important as what you say in them. While we gave some pointers on streamlining performance reviews further down this list, we have special news for Microsoft Teams users.

You can conduct entire performance review cycles without ever leaving Microsoft Teams , using Teamflect’s customizable performance review templates . The best part is, that you can try this out for absolutely free! Click the button above and see just how much of a difference Teamflect makes in your performance appraisals.

Performance Review Comments Examples

1 . communication.

It’s no secret that communication is key to success in any job. Whether you’re writing emails, making phone calls, or having face-to-face conversations, it’s essential to be clear, concise, and confident in your communication. Of course, we all have our moments of stumbling over our words or getting tongue-tied. That’s why it’s important to work on improving our communication skills to ensure we’re always getting our message across effectively.

The feedback you give through performance reviews will be key in how the reviewee will be adjusting their communication strategies in the following review period. Here are some examples you can use:

• “Communicates clearly and effectively, making it easy for others to understand.”
• “Listens attentively and responds thoughtfully to others’ ideas and concerns.”
• “Uses appropriate tone and language to convey messages, building positive relationships with team members.”
• “Effectively summarizes information and provides relevant updates to stakeholders.”
• “Shares feedback constructively, motivating colleagues to improve performance.”

Needs improvement:

• “Opportunities exist for improvement in speaking with greater clarity and confidence.”
• “Encounters challenges when expressing thoughts and ideas in a clear and effective manner.”
• “Shows a tendency to interrupt or talk over others, which impairs communication.”
• “Displays a challenge in receiving feedback and responding constructively to it.”
• “Has room for improvement in active listening skills and demonstrating empathy towards colleagues.”

2. Time Management

Time management is something we all struggle with from time to time. There are only so many hours in the day, and it can be tough to juggle all our responsibilities and meet our deadlines. But fear not! With a bit of planning and some time-saving tricks up our sleeves, anyone can manage time the way Hermione Granger did in The Prisoner of Azkaban! Your performance review comments just might be the difference-maker in getting there!

• “Consistently meets deadlines and delivers high-quality work on time.”
• “Effectively prioritizes tasks and manages time to ensure productivity.”
• “Demonstrates excellent organizational skills, keeping on top of multiple projects and responsibilities.”
• “Uses time efficiently, avoiding unnecessary distractions or procrastination.”
• “Shows flexibility in adapting to changing priorities and deadlines.”
• “Has difficulty managing time effectively, leading to missed deadlines or rushed work.”
• “Struggles to prioritize tasks, sometimes working on less important projects instead of urgent ones.”
• “Tends to procrastinate, leading to work being rushed and potentially low quality.”
• “Could benefit from better organization and planning skills to improve productivity.”
• “May need to work on delegating tasks to others to better manage workload.”

3. Quality of Work

There are many different employee performance metrics to consider during performance appraisals. Employee engagement, attendance, and communicative skills can all be considered great metrics to track. However, when the chips are down, all anyone will care about is the quality of your work. The end result! Here are some performance review phrases on the quality of work.

• “Produces consistently high-quality work that meets or exceeds expectations.”
• “Pays attention to detail, catching errors or issues before they become problems.”
• “Shows pride in work, going above and beyond to ensure excellence.”
• “Demonstrates a strong understanding of requirements and produces work that aligns with them.”
• “Is committed to continuous improvement, regularly seeking feedback and making adjustments.”
• “Has a hard time consistently producing work that meets expectations and may require additional support or revisions.”
• “Has challenges in maintaining attention to detail, which can result in errors or oversights.”
• “Has a tendency to rush work, resulting in lower quality outcomes.”
• “Needs to take greater ownership of their work and ensure it aligns with the required standards.”
• “Could benefit from additional training or support to enhance skills and produce higher quality work.”

4. Dependability

Nothing is certain but death and taxes, right? Dependability is an extremely important performance review criterion. It is, however, a bit hard to pinpoint. How does one measure dependability? Is it taking initiative, showing a strong work ethic, or simply taking responsibility? Well, here are some sample performance evaluation phrases that cover all those bases!

• “Is a reliable team member, consistently meeting commitments and delivering high-quality work.”
• “Takes responsibility for tasks and projects, ensuring they are completed on time and to the required standard.”
• “Brings with them a strong work ethic, putting in extra effort when required to meet team goals.”
• “Shows initiative in taking on additional responsibilities and supporting team members.”
• “Is committed to continuous improvement, actively seeking feedback and making adjustments.”
• “Has trouble keeping commitments, occasionally needing more assistance or time extensions.”
• “Has difficulty accepting responsibility for jobs or projects, occasionally blaming others for mistakes or delays.”
• “Tends to miss deadlines or deliver work that is below the required standard.”
• “May need to improve time management and planning skills to better meet expectations.”
• “Could benefit from increased accountability and taking ownership of mistakes or challenges.”

5. Initiative

Taking initiative means being proactive, taking ownership of our work, and seeking out new opportunities. It’s what sets us apart and makes us stand out as top performers. Your performance review comments should definitely include performance appraisal phrases about taking initiative. So here are some performance review comments examples centered around initiative!

• “Takes initiative to identify and address challenges or opportunities without being prompted.”
• “Shows creativity and innovation in identifying new solutions or approaches to tasks and projects.”
• “Has the willingness to take on new challenges and responsibilities.”
• “Is proactive in identifying and addressing potential issues before they become problems.”
• “Seeks out opportunities to improve processes or procedures, contributing to overall team success.”
• “Often requires a nudge to take the reins and identify opportunities for improvement.”
• “Encounters roadblocks when it comes to brainstorming innovative solutions and thinking outside the box.”
• “May benefit from a confidence boost to take on new challenges and responsibilities with enthusiasm.”
• “Could leverage growth opportunities by seeking out challenges and embracing new experiences.”
• “Needs to take a more proactive approach to identify and tackle potential issues before they escalate.”

6. Teamwork

“Teamwork makes the dream work,” as they say. But let’s be honest, working in a team can be challenging at times. With so many different personalities and working styles, conflicts are bound to arise. However, when we work together effectively, we can achieve great things. In this section, we’ll take a look at some performance review comments related to teamwork and collaboration.

• “Is a supportive team member, working collaboratively to achieve team goals.”
• “Contributes positively to team dynamics, fostering a positive work environment.”
• “Interacts effectively with team members, building strong relationships and fostering a sense of camaraderie.”
• “Shows a willingness to help colleagues and offer support when needed.”
• “Respects and values diverse perspectives, contributing to an inclusive and welcoming team environment.”
• “Faces hurdles in working collaboratively with team members, at times operating in groups or generating discord.”
• “Has some room for growth in terms of communication skills to foster stronger connections with colleagues.”
• “Shows a tendency to prioritize individual objectives over team goals, which can hinder overall team success.”
• “Has potential to grow by demonstrating more empathy and support towards colleagues.”
• “Requires development in valuing diverse perspectives and creating an inclusive team environment.”

7. Leadership

Being a leader isn’t just about giving orders and bossing people around. It’s about inspiring and motivating others, setting goals, and guiding your team to success. Of course, it’s not always easy to be a great leader. It takes patience, empathy, and a willingness to learn and grow. So, why don’t we explore some performance review comments that relate to leadership skills?

• “Demonstrates strong leadership skills, inspiring and motivating team members towards success.”
• “Shows a commitment to developing team members, providing support and opportunities for growth.”
• “Leads by example, modeling positive behavior and work ethic for team members to follow.”
• “Delageates tasks clearly and effectively to team members, setting clear expectations and goals.”
• “Effectively manages conflicts and challenges, finding solutions that benefit the team as a whole.”
• “Has a difficult time leading effectively, sometimes causing confusion or conflict among team members.”
• “Has issues with communicating expectations or providing clear direction to team members.”
• “Needs to improve on supporting and developing team members, leading to a lack of motivation or engagement.”
• “Could benefit from developing stronger conflict resolution and problem-solving skills.”
• “Needs to work on modeling positive behavior and work ethic for team members to follow.”

8. Adaptability

No matter what line of work you’re in, it doesn’t take a sociologist to see that we are going through one of the most volatile times in human history. It feels like there is a new paradigm shift every single week! That is why adaptability is a great category of performance review comments. As a performance appraisal metric, the adaptability of an employee needs to be measured and given feedback upon! So here are some performance review comments on adaptability!

• “Is able to adapt quickly and effectively to changing priorities or circumstances.”
• “Shows flexibility in approach, willing to adjust plans or strategies as needed to achieve goals.”
• “Demonstrates resilience in the face of challenges, persevering to achieve success.”
• “Handles uncertainty and ambiguity with ease, remaining focused and productive.”
• “Thrives in a fast-paced environment, showing energy and enthusiasm for new opportunities.”
• “Fails to adjust to changing conditions or priorities, resulting in missed opportunities or inefficiencies.”
• “Can definitely use some work on being more flexible and open-minded in approach.”
• “Can become overwhelmed by uncertainty or ambiguity, leading to decreased productivity.”
• “Needs to improve resilience and persistence in the face of challenges or setbacks.”
• “Could benefit from developing strategies for managing stress and pressure in a fast-paced environment.”

9. Problem-Solving

When we encounter problems in the workplace, it can be easy to feel overwhelmed or unsure of how to proceed. But being able to think creatively and come up with innovative solutions is an essential skill for any employee. It can save time, increase productivity, and make us all look like superheroes. So, let’s dive into some performance review comments related to problem-solving skills.

• “Demonstrates excellent problem-solving skills, able to analyze complex problems and develop effective solutions.”
• “Approaches problems systematically and logically, using a variety of resources and tools to find solutions.”
• “Is able to identify root causes of problems, rather than just treating symptoms.”
• “Collaborates effectively with colleagues to find solutions to difficult problems.”
• “Is innovative and creative in finding new solutions to problems.”
• “Complex problem-solving can be a challenge, resulting in possible delays or inefficiencies.”
• “Usually treats symptoms instead of investigating the underlying causes of problems.”
• “Developing a more systematic and logical problem-solving approach could be beneficial.”
• “Collaborative skills may need improvement to effectively work with colleagues in problem-solving.”
• “Enhancing innovation and creativity in problem-solving is an area that requires attention.”

10. Creativity

Did we save the best for last? Yes, we did! The importance of creativity as a key performance metric is constantly growing. In fact, with the emergence of AI productivity software, true creativity is one skill the robots can’t seem to emulate just yet. So why shouldn’t you have a list of performance review comments focused solely on creativity? Of course, you should!

• Displays creativity that is inspiring and has had a significant impact on the success of the project.
• Demonstrates an ability to think outside the box and come up with innovative ideas that help the team overcome challenges and achieve goals.
• Consistently brings fresh perspectives to the table and takes risks in order to achieve great results.
• Applies a creative approach to problem-solving that leads to unique solutions, improving processes and saving time and resources.
• Shows enthusiasm for exploring new ideas and experimenting with different approaches, fostering a culture of innovation within the team.
• While technically sound, work lacks the creative flair that would make it stand out from the competition.
• Provides solutions to problems that are often formulaic and lack originality.
• Appears to be stuck in a rut and is not coming up with new ideas or approaches to address challenges.
• Resists change and is unwilling to experiment with new ideas, which holds the team back.
• Displays creativity that is limited to a particular style or medium, and does not demonstrate the ability to adapt to new situations and come up with fresh ideas.

Digitize Your Performance Reviews

Do you know what can be equally important as the performance review comments you use? How you actually conduct those performance reviews? If your team has a terrible time with performance reviews and they hate partaking in them, then your performance review comments won’t have any meaning. The best way to conduct your performance reviews today is to digitize them!

You can read our guide on digitizing your performance reviews right here!

Performance Review Software

A massive part of digitizing your performance reviews is to make use of performance review software . There are many incredible alternatives available to users worldwide and you’re never going to believe it… We made a list of the best of ’em! Just for you. Right here: Top 10 Performance Review Software of 2024 . If you’re old-fashioned, we also have something for you: Excel Performance Review Templates .

If you are a Microsoft Teams user, then you don’t need to look any further. Teamflect is the best performance review software for Microsoft Teams. Teamflect’s complete Microsoft Teams integration allows for everything to stay in the flow of work. You can conduct entire performance review cycles, without ever having to leave Teams.

One of the biggest problems with performance management in 2023, surprise surprise, isn’t performance review comments! It is the dreadful practice of juggling multiple software at the same time. Teamflect doesn’t just let you conduct performance reviews inside Microsoft Teams.

It also gives you access to a massive performance review template gallery , filled to the brim with customizable templates and performance review comments galore!

Conducting Performance Appraisals in Microsoft Teams

Integrating your performance appraisals into the best communication and collaboration hub there is always a safe bet. That is something you just can’t achieve through analog performance review methods.

Here is how you can use Teamflect to complete an entire performance review cycle in a matter of clicks!

Step 1: Go into Teamflect’s Reviews Module

Teamflect’s interface is incredibly easy to navigate. In order to start a review cycle, all you have to do is click “New Review” once you’re in the “Reviews” module.

This module is also home to all performance reviews conducted in your organization. It functions both as a central hub and an archive for performance appraisals.

Step 2: Choosing Your Performance Review Template

Teamflect has an extensive library of performance review templates for you to choose from. While they are ready to be used as is, you can always customize them to fit your organization’s needs.

Some of the ways you can customize Teamflect’s review templates include:

• Changing question types: Open-ended, Multiple Choice, Likert Scale, Rating, etc.
• Integrating goal completion rates.
• Integrating 360-degree feedback data.
• Including an employee development plan .
• Creating a custom evaluation criteria
• Adding the 9-Box Talent Grid.

Step 3: Complete The Review

Once you send out your performance review template of choice, all that is left to do is for both parties to fill out their ends of the performance review. That is how easy it is to conduct an entire performance review inside Microsoft Teams with Teamflect.

Automating Review Cycles

Teamflect users have the option to create custom automation scenarios for their performance reviews. While we opted to show you the manual process of conducting performance appraisals with Teamflect, you can also queue all of the steps shown above to a custom automation scenario and let those reviews be automatically sent to reviewees at your desired intervals!

How to write performance review comments?

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

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

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

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

What Not to Say in Performance Reviews

Performance reviews are a crucial part of employee development and growth within any organization. They provide an opportunity for constructive feedback and goal-setting.

Delivering effective performance appraisal comments can be challenging, and using the wrong words or phrases can have a detrimental impact on your team’s morale and productivity.

So in this particular section, we’ll explore what you shouldn’t say in performance reviews and provide examples to steer clear of these pitfalls.

Negative Language

Avoid using harsh or negative language in your performance appraisal comments. Phrases like “You always” or “You never” can be demotivating and unproductive. Instead, focus on specific behaviors or incidents and provide constructive feedback.

Example: Instead of saying, “You always miss deadlines,” try, “I noticed a few instances where deadlines were not met. Let’s work together to improve your time management skills.”

Comparative Statements

Refrain from making direct comparisons between employees in your performance review examples. Using phrases like “You’re not as good as [colleague]” can create unhealthy competition and resentment among team members. Instead, concentrate on individual strengths and areas for improvement.

Example: Avoid saying, “You’re not as efficient as Sarah,” and opt for, “I believe you can further improve your efficiency by implementing time-saving techniques.”

Vague Feedback

Performance review phrases that lack specificity can be frustrating for employees. Avoid vague comments like, “You need to do better” or “Your work has room for improvement.” Instead, provide clear examples and suggest actionable steps for improvement.

Example: Say, “Your recent project lacked detailed documentation. To improve, please make sure to document all processes thoroughly for future projects.”

Personal Criticisms

Keep your performance appraisal comments focused on work-related matters. Avoid making personal criticisms or judgments about an employee’s character or personality.

Example: Don’t say “You’re too introverted for this role,” and opt for, “To excel in this role, consider taking on more proactive communication and teamwork initiatives.”

Unsubstantiated Claims

Ensure that your performance review examples are based on observable and documented behaviors. Avoid making unsupported claims or accusations.

Example: Instead of stating, “You’re always late,” provide evidence like, “I’ve noticed on three occasions this month that you arrived late to our team meetings.”

Ambiguous Praise

While praise is essential, ambiguous compliments can be ineffective. Avoid phrases like “You’re doing great” without specifying what the employee is excelling at. Instead, be specific and highlight their accomplishments.

Example: Say, “Your recent project presentation was outstanding. Your attention to detail and engaging delivery truly impressed the team.”

How to make supervisor comments and recommendations?

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

1. What is the point of your supervisor comments and recommendations?

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

2. Do your homework first!

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

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

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

3. Focus on solutions instead of problems.

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

Related Posts:

Written by Emre Ok

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

Best Performance Review Tips for Employees – 2024

6 Types Of Employee Recognition: Best Practices And Examples! – 2024

UAW Unionization at Volkswagen Confirmed, Mercedes Alabama Vote In May

The UAW Southern expansion plans are moving forward as planned with a Volkswagen win secured. The Mercedes election in Alabama will be the next frontier, scheduled to tak...

After Project Shutdowns, Apple Layoffs Decision to Affect 700 Employees

McKinsey’s 9 Months Pay Leave Offer Extends Support for Finding a New Job

Subway Franchisees Fined $218K for Illegally Pocketing Employees' Tips

Break Out of the Robotic Mold—Learn How to Build Rapport With Employees

Employee rapport building requires you to constantly interact with employees and actively listen to what they have to say, using their inputs to ask questions and activel...

Why Your Business Should Embrace Fair Chance Hiring Now

Getting Started Is Harder Than It Looks—Tips for Starting a New Job

Recruitment Revelations: Exploring Psychometric Assessment Examples

• Recruitment
• Training & Development

Evolving with the Shifting World of Employment Benefits

While planning workplace benefits, consider offering remote work assistance, allowances for technology, fertility and adoption assistance, financial literacy training, et...

The Art of Asking the Right Questions—How to Conduct Stay Interviews

Nurturing Your Team: Employee Appreciation Messages to Boost Morale

Celebrating Diversity and Inclusion in the Workplace: A Comprehensive Guide

• Compensation
• Employee Benefits
• Outsourcing
• Workplace Culture

How the Age Discrimination in Employment Act Protects Older Employees

Many companies have replaced their employee retention efforts with hiring systems that replace older workers with younger workers who are more up-to-date with the latest ...

Learning to Let Go: A Comprehensive Guide to Sample Termination Letters

Mastering HR: Best HRM Books for Beginners to Read in 2024

Hesitating to Ask for a Job Referral? Here’s How You Get It Done

• Tools & Technology
• Q & A with Jane
• HR Tools & Technology

Interview with Lynne Oldham: A Masterclass on Diversity and Performance

In an exclusive interview, Lynne Oldham, Chief People Officer at Stash, shares expert insights on driving diversity and performance in today’s workplace. ...

Tracey Franklin on Building an Engine of Innovation Through Talent

Paige Ross on Crafting Talent and Well-being at Blackstone

Lisa Esparza on The Road to Inclusive Excellence

• Subscribe Now
• Current Issue
• Past Issues
• Advertise With Us

January 2024

October 2023

• Great Workplaces
• DEI Leaders
• HR Thought Leaders
• Incorporating 160 Effective Performance Phrases in Your Performance Appraisal Review Templates
• Anna Verasai
• May 09, 2023

The process of conducting a performance appraisal can be a daunting task for many managers and HR professionals. It involves assessing an employee’s strengths and weaknesses, setting goals, and providing feedback on their performance. While it’s easy to fall into the trap of using generic phrases and templates, truly effective performance reviews require a personalized touch.

To make the most of performance appraisals, it’s important to use performance appraisal examples that reflect your organization’s culture and values. With the right performance review templates and sample performance appraisals, you can create a language that resonates with your employees, helping them understand their strengths and areas for improvement.

But what makes an effective performance review? The answer lies in using the right performance appraisal phrases and performance evaluation language. Using obscure words and unique expressions can help keep your employees engaged and motivated to improve their performance. Providing effective performance feedback examples and performance appraisal comments can help managers provide constructive feedback that empowers employees to achieve their goals.

Performance Appraisal Phrases For Employee Performance Reviews

In this article, we’ll delve into the intricacies of conducting performance appraisals, exploring the best practices for creating effective performance review templates, and providing sample performance appraisals that reflect your organization’s unique culture. We’ll also explore the art of crafting effective performance appraisal phrases, providing insights into how to provide employee review feedback that truly drives performance. By the end of this article, you’ll be equipped with the knowledge and skills you need to conduct performance appraisals that inspire your employees to reach their full potential.

When conducting a performance appraisal, it’s essential to have a clear set of categories to assess an employee’s performance. By using well-defined categories, managers can provide specific feedback that helps employees improve their work performance. Additionally, having a variety of phrases to choose from helps ensure the review is comprehensive and objective. Below are some categories and phrases to consider when conducting a performance appraisal.

COMMUNICATION SKILLS

Let’s face it, miscommunication can be a huge obstacle in the workplace. Poor communication can lead to misunderstandings, mistakes, and even conflicts. By evaluating an employee’s communication skills , employers can identify areas for improvement and provide targeted training to help them become more effective communicators.

By emphasizing communication skills in the performance evaluation process, employers can also encourage their employees to develop their own unique communication styles. Some employees may be more comfortable with written communication, while others may excel in public speaking or interpersonal communication. By recognizing and rewarding these strengths, employers can create a diverse and dynamic team. Here are 20 performance appraisal phrases to provide feedback on an employee’s communication skills:

• Articulates ideas and thoughts clearly and concisely.
• Uses active listening skills to understand others’ perspectives.
• Effectively communicates with both internal and external stakeholders.
• Responds to feedback constructively and with an open mind.
• Speaks with confidence and clarity during presentations.
• Writes clearly and effectively in both formal and informal settings.
• Keeps others informed and up-to-date on relevant information.
• Demonstrates strong negotiation and conflict resolution skills.
• Adapts communication style to fit the needs of different audiences.
• Asks thoughtful questions to gather information and clarify understanding.
• Maintains a positive and professional tone in all communication.
• Demonstrates empathy and understanding when communicating with others.
• Provides clear and constructive feedback to colleagues and team members.
• Uses appropriate body language and nonverbal cues in communication.
• Proactively communicates challenges or roadblocks to prevent issues from arising.
• Collaborates effectively with team members and encourages open communication.
• Strives to continuously improve communication skills through training and feedback.
• Uses technology effectively to enhance communication and collaboration.
• Takes ownership of communication mistakes and works to correct them.
• Acts as a positive role model for effective communication within the organization.

By incorporating these communication skills categories and phrases into performance appraisals, employers can effectively assess and improve their employees’ communication skills. Performance appraisal templates, examples, and comments are valuable resources for managers to conduct effective performance appraisals that provide employees with constructive feedback and support their growth and development.

Leadership skills aren’t just about being a boss or a manager. They can be demonstrated at any level of an organization, from entry-level employees to executives. And when leadership skills are valued and encouraged in the performance evaluation process, employees are more likely to take ownership of their work, seek out new challenges, and contribute to the overall success of the organization.

So, if you’re an employer or a manager, consider making leadership skills a priority in your performance evaluation process. Look for employees who demonstrate a strong sense of initiative, communication, and teamwork. Provide opportunities for training and development, and recognize and reward those who excel in leadership. And if you’re an employee, don’t underestimate the value of leadership skills in your career. Even if you’re not in a formal leadership position, you can still demonstrate leadership qualities in your work and make a meaningful impact on your team and your organization .

Here are 20 performance appraisal phrases that can be used to evaluate leadership skills include:

• Demonstrates a clear vision and inspires others to follow.
• Displays strong decision-making skills in high-pressure situations.
• Leads by example, setting a high standard for others to follow.
• Effectively communicates expectations and goals to team members.
• Encourages and facilitates collaboration among team members.
• Proactively identifies and addresses potential issues before they become problems.
• Recognizes and rewards team members for their contributions.
• Provides constructive feedback in a supportive manner.
• Acts as a mentor and coach to team members, helping them develop their skills.
• Takes ownership of projects and holds team members accountable for their roles.
• Maintains a positive attitude and fosters a culture of positivity.
• Adapts to change quickly and effectively.
• Develops and implements strategies for continuous improvement.
• Takes calculated risks and encourages others to do the same.
• Demonstrates a strong sense of empathy and emotional intelligence.
• Prioritizes and manages time effectively to ensure successful completion of tasks.
• Creates a sense of purpose and meaning for team members in their work.
• Is receptive to new ideas and feedback from team members.
• Proactively seeks out opportunities for professional development.
• Maintains a professional demeanor in all interactions, setting an example for others.

By using these categories and phrases, organizations can effectively evaluate and recognize employees who demonstrate strong leadership skills, and provide them with the feedback and support they need to continue to grow and excel in their roles.

ATTENDANCE AND PUNCTUALITY

Attendance and punctuality may seem like basic workplace expectations, but they are actually critical indicators of an employee’s commitment and reliability. Consistently showing up on time and being present when scheduled sends a strong message to colleagues and supervisors that an employee is serious about their job and values their role in the organization.

So why is attendance and punctuality such an important factor in the performance evaluation process? Well, for starters, it directly impacts productivity and efficiency. When an employee is absent or arrives late, it can disrupt workflows, delay projects, and cause unnecessary stress for their colleagues.

But it’s not just about the immediate impact on day-to-day operations. Attendance and punctuality also speak to an employee’s overall work ethic and dedication to their job. When someone consistently misses work or shows up late, it can raise questions about their reliability and commitment to the organization.

Here are 20 performance review phrases to evaluate attendance and punctuality:

• Regularly arrives at work on time and ready to start the day.
• Demonstrates a strong commitment to attendance and punctuality.
• Consistently meets attendance and punctuality expectations.
• Arrives early to ensure ample time to prepare for the day ahead.
• Has a consistent attendance record and rarely misses work.
• Shows up to work on time every day, ready to contribute.
• Sets a positive example for the team with their punctuality and attendance.
• Consistently meets deadlines and arrives at meetings on time.
• Is a reliable team member who can be counted on to show up on time.
• Prioritizes attendance and punctuality as a key part of their job.
• Rarely takes unscheduled time off and always informs the team in advance.
• Displays a strong work ethic by always showing up to work on time.
• Is a model employee when it comes to attendance and punctuality.
• Makes a point to arrive early to ensure a smooth start to the day.
• Meets attendance and punctuality requirements consistently and without fail.
• Demonstrates a high level of professionalism by being punctual and dependable.
• Has a history of strong attendance and punctuality performance.
• Maintains a consistent attendance record and has a positive impact on team morale.
• Is a dependable employee who consistently shows up on time.
• Goes above and beyond to ensure attendance and punctuality expectations are met.

By using these performance appraisal categories and phrases, you can accurately assess an employee’s attendance and punctuality. It’s essential to recognize the importance of these skills and ensure that your employees are meeting the necessary requirements. Remember to provide constructive feedback and coaching to help employees improve in areas where they may be struggling.

PROBLEM-SOLVING SKILLS

Think about it: superheroes don’t just rely on their natural talents. They train hard and practice relentlessly to hone their skills and stay sharp. Similarly, employees with strong problem-solving skills don’t just rely on their instincts. They use critical thinking, data analysis, and creativity to come up with the best solutions.

But it’s not just about being a superhero. By emphasizing problem-solving skills in the performance evaluation process, employers can create a culture of innovation and growth. Employees will feel empowered to take ownership of their work, seek out new challenges, and collaborate with others to achieve common goals.

And just like superheroes have their weaknesses, employees may have areas where they struggle with problem-solving. But by identifying those areas through the evaluation process, employers can provide targeted training and support to help employees improve and grow.

Problem-solving is a crucial skill for employees to have, regardless of their role in an organization. It’s important to assess their ability to identify, analyze, and solve problems to ensure that they can contribute to the growth and success of the company. Here are some additional performance review phrases to assess problem-solving skills:

• Effectively resolves complex problems with creativity and critical thinking.
• Demonstrates exceptional analytical skills when faced with challenging situations.
• Consistently comes up with innovative solutions to problems.
• Quickly identifies the root cause of problems and develops effective solutions.
• Takes ownership of problems and proactively seeks out solutions.
• Successfully navigates obstacles to achieve desired outcomes.
• Remains calm and focused when dealing with challenging situations.
• Successfully resolves conflicts and disputes to maintain team cohesion.
• Uses logic and reasoning to effectively evaluate different solutions.
• Consistently meets or exceeds performance expectations when solving problems.
• Effectively communicates problem-solving strategies to others.
• Uses data and research to inform problem-solving decisions.
• Takes calculated risks to solve problems in a timely and effective manner.
• Collaborates with others to develop effective solutions to complex problems.
• Anticipates potential problems and takes proactive measures to prevent them.
• Balances short-term and long-term solutions when solving problems.
• Effectively prioritizes competing demands to ensure timely problem-solving.
• Uses feedback to continually improve problem-solving skills.
• Encourages and empowers others to contribute to problem-solving efforts.
• Demonstrates a willingness to learn and adapt when faced with new challenges.

In addition to these phrases, it’s important to use appropriate performance appraisal categories and templates to ensure that the review is comprehensive and accurate. By using categories such as communication skills, leadership, teamwork, attendance and punctuality, adaptability and flexibility, and problem-solving, organizations can assess employee performance more effectively. Performance appraisal examples and templates can also be helpful in providing guidance and structure for the review process.

An effective performance appraisal requires a collaborative approach that involves clear communication and feedback. By using performance appraisal phrases that are specific, measurable, and relevant, organizations can provide valuable feedback to their employees and help them improve their skills and performance.

TIME MANAGEMENT

Time management is an often-overlooked aspect of workplace productivity, but its importance cannot be overstated. As the acclaimed entrepreneur and author, Jim Rohn, once said, “Time is more valuable than money. You can get more money, but you cannot get more time.”

It is therefore imperative that companies recognize the significance of time management in their employees’ performance evaluations. A recent study by the American Psychological Association revealed that poor time management leads to decreased productivity, increased stress, and a higher likelihood of burnout.

Including time management as a performance indicator in employee evaluations not only promotes efficient use of time but also fosters a culture of accountability and responsibility. It encourages employees to prioritize tasks, meet deadlines, and avoid procrastination. This, in turn, leads to increased job satisfaction, higher job performance, and greater overall success.

Incorporating time management into performance evaluations is not just a matter of adding a checkbox on a form. It requires HR professionals to educate employees on the importance of time management and provide resources such as training and tools to help them manage their time more effectively.

Here are 20 examples of performance review phrases that can be used to assess an employee’s time management skills:

• Consistently meets deadlines and completes tasks on time.
• Prioritizes tasks effectively, ensuring that urgent tasks are completed first.
• Uses time efficiently to maximize productivity and minimize wasted time.
• Demonstrates a strong sense of urgency and consistently meets tight deadlines.
• Takes proactive steps to manage time effectively, including setting reminders and scheduling tasks.
• Is highly organized and efficient in their approach to work.
• Plans and schedules work in advance to ensure deadlines are met.
• Anticipates potential time constraints and takes proactive steps to manage them effectively.
• Shows excellent time management skills, completing tasks on schedule and to a high standard.
• Consistently demonstrates a strong work ethic, working efficiently and effectively to complete tasks on time.
• Is reliable and consistently meets deadlines, demonstrating excellent time management skills.
• Consistently demonstrates an ability to manage multiple tasks and prioritize effectively.
• Manages their workload effectively, consistently completing tasks on schedule.
• Demonstrates excellent organizational skills, which enable them to manage their time effectively.
• Consistently completes tasks within budget and on time.
• Is highly responsive to time-sensitive tasks, demonstrating excellent time management skills.
• Anticipates time constraints and adjusts their work accordingly, consistently meeting deadlines.
• Demonstrates a strong sense of urgency, consistently working to tight deadlines.
• Manages their time effectively, ensuring that all tasks are completed on schedule and to a high standard.
• Is highly efficient in their work, completing tasks on time and to a high standard.

As the great management consultant Peter Drucker famously said, “Time is the scarcest resource and unless it is managed nothing else can be managed.” Therefore, including time management as a performance indicator in employee evaluations is not just beneficial but essential to the success of any organization.

INNOVATION AND CREATIVITY

Innovation is the lifeblood of any successful organization, and as Steve Jobs, once said, “Innovation distinguishes between a leader and a follower.” Therefore, it is crucial that companies recognize and reward innovation as a key performance indicator in employee evaluations.

Innovation can take many forms, from process improvements to breakthrough product developments, and it is vital that employees feel empowered and motivated to contribute their innovative ideas. By including innovation as a performance indicator, companies can encourage a culture of creativity and forward-thinking, and ultimately drive growth and success.

An example that highlights the importance of innovation can be found in the story of the Xerox PARC lab. In the 1970s, Xerox created a research facility, PARC, where they developed the first personal computer, graphical user interface, and mouse. However, Xerox failed to capitalize on these groundbreaking inventions, and it was Apple who ultimately brought them to market and revolutionized the computer industry.

With effective performance review techniques, you’ll see improvements in employee morale and productivity, as well as a boost in your company’s bottom line. Start incorporating these 20 performance appraisal comments and employee review feedback that focuses on innovation today:

• Consistently demonstrates a creative approach to problem-solving.
• Displays a high level of creativity in brainstorming sessions.
• Has a track record of generating new and innovative ideas.
• Shows a willingness to take risks and try new approaches.
• Regularly identifies new opportunities for process improvement.
• Has a talent for thinking outside of the box.
• Demonstrates a natural curiosity and a desire to learn new things.
• Displays a passion for exploring new technologies and methodologies.
• Has a keen eye for identifying opportunities for growth and expansion.
• Demonstrates a unique perspective on business challenges.
• Regularly offers creative and innovative solutions to complex problems.
• Has a proven ability to generate new revenue streams through creative thinking
• Demonstrates a talent for turning creative ideas into actionable plans.
• Shows a talent for identifying and solving customer pain points through innovative solutions.
• Displays a willingness to experiment and try new things to drive business success.
• Has a talent for identifying new market trends and developing products to meet customer needs.
• Regularly participates in innovation-focused training and development opportunities.
• Demonstrates a natural talent for generating ideas that challenge the status quo.
• Displays a track record of successfully implementing innovative solutions to business challenges.
• Has a passion for driving change and pushing boundaries in the workplace.

So why settle for the same old performance review templates and ineffective performance phrases? Give your employees the feedback they deserve with sample performance appraisals that encourage and inspire greatness.

COLLABORATION AND TEAMWORK

Imagine a workplace where every employee works in isolation and never collaborates with others. Sounds boring and unproductive, right? That’s because collaboration and teamwork are crucial components of any successful workplace.

In today’s fast-paced business world, it’s impossible for individuals to achieve success on their own. Collaboration and teamwork allow employees to leverage the strengths of others, leading to greater productivity and innovation. And let’s not forget about the warm and fuzzy feeling of belonging to a team. Working collaboratively fosters a sense of community and shared ownership of projects, leading to increased job satisfaction and employee retention.

Now, let’s talk about the dreaded performance appraisal process. Collaboration and teamwork are essential indicators of good performance. Managers look for employees who can work well with others, contribute to a positive work environment, and help achieve organizational goals. That’s why it’s important to use effective performance review templates and performance evaluation language. It’s also helpful to have performance appraisal comments and performance feedback examples to provide employee review feedback. With that in mind, we have 20 examples of performance evaluation phrases to provide feedback on an employee’s collaboration and teamwork skills.

• Shows an exceptional ability to work well with others towards a common goal.
• Regularly offers assistance and support to colleagues without being asked.
• Communicates effectively with team members, leading to successful project completion.
• Builds trust and respect among team members through strong collaboration skills.
• Demonstrates a strong commitment to teamwork and collaboration.
• Consistently works to improve team dynamics and foster a positive work environment.
• Maintains a positive attitude, even in challenging situations, encouraging others to do the same.
• Brings diverse perspectives to team discussions, leading to more creative solutions.
• Proactively shares knowledge and expertise with team members.
• Effectively manages conflict within the team, leading to successful resolution.
• Takes responsibility for their actions and holds themselves accountable for team success.
• Encourages participation from all team members, ensuring everyone’s voice is heard.
• Collaborates effectively with colleagues from different departments and backgrounds.
• Actively seeks out opportunities to collaborate with others outside of their team.
• Shares credit with the team, acknowledging the contributions of all members.
• Demonstrates flexibility in adapting to changing team needs and priorities.
• Openly communicates feedback to team members in a constructive and supportive manner.
• Works to build a sense of camaraderie and shared purpose among team members.
• Consistently delivers high-quality work, reflecting a commitment to teamwork and collaboration.
• Motivates and inspires team members to achieve common goals through collaboration and teamwork.

Employees who are good collaborators and team players are often recognized for their contributions to the team’s success and are rewarded with promotions or bonuses. However, employees who struggle to collaborate and work well in teams may face negative performance reviews or may not be considered for advancement opportunities.

By prioritizing these skills in the performance appraisal process, employers can increase productivity, innovation, and employee satisfaction, leading to long-term success.

A strong work ethic is the backbone of a thriving workplace. It encompasses dedication, accountability, and consistently delivering high-quality results. Employees who exhibit a strong work ethic often exceed performance expectations, take on additional responsibilities, and go above and beyond expectations. They take pride in their work and are dedicated to meeting organizational goals. Effective performance review templates look for employees who exhibit a strong work ethic and prioritize them for promotions or bonuses.

Conversely, employees who demonstrate a poor work ethic may face negative performance reviews or lose out on advancement opportunities. Poor work ethic can lead to low-quality work, missed deadlines, and negative impacts on team morale. Performance appraisal examples highlight employees who consistently demonstrate a strong work ethic, meet or exceed performance expectations, and take pride in their work.

Here are 20 performance evaluation phrases that can be used to provide feedback on an employee’s work ethic.

• Consistently meets or exceeds performance expectations
• Demonstrates a strong commitment to achieving success
• Takes ownership of work and responsibilities
• Goes above and beyond expectations
• Shows a strong dedication to their work
• Is reliable and accountable
• Consistently delivers high-quality work
• Takes pride in their accomplishments
• Maintains a positive attitude towards their work
• Is willing to take on additional responsibilities
• Shows initiative and drive
• Is highly motivated and focused
• Demonstrates a high level of professionalism
• Is committed to professional development and growth
• Takes constructive feedback positively and applies it to their work
• Is organized and efficient in their work
• Is punctual and meets deadlines
• Shows a strong attention to detail
• Maintains open and clear communication with colleagues and superiors
• Takes personal responsibility for their work and their team’s success.

Employers should prioritize work ethic when evaluating employee performance. By fostering a culture of strong work ethic, organizations can increase productivity, innovation, and employee satisfaction. Effective performance phrases that highlight work ethic help in creating a successful workplace environment, leading to long-term success. It is essential to give employees the right performance appraisal comments and employee review feedback that emphasizes the importance of work ethic.

When conducting performance appraisals, it is important to use appropriate performance appraisal categories and phrases, such as those related to time management, to assess an employee’s performance accurately. By using these phrases, managers can provide specific feedback to employees, helping them to improve their time management skills and work more effectively. Effective performance appraisals help organizations to identify high-performing employees, provide them with appropriate feedback, and develop strategies to help employees improve their performance.

Stay tuned!

We don’t want you to miss anything. Subscribe to our newsletter and stay updated on the latest HR news and trends.

First name Last name Email

Similar Articles

Leave a Reply Cancel reply

Your email address will not be published. Required fields are marked *

Save my name, email, and website in this browser for the next time I comment.

CURRENT ISSUE

FEATURED POSTS

• New Employee Welcome Message Examples : Welcome To The Team

You Can Retract A Resignation, Here’s How

• How To Write An Appraisal and Raise Request Email

• 10 Fresh Ways to Write ‘Please Find Attached’

6 Different Types of Compensation Plans & Benefits

• 73 Creative Job Titles in Corporate America
• How to Write a Sick Day Email (with Examples)
• How to write a Positive Employee Reference (with examples)
• How to Write Vacation Request Email (Samples)
• Out of Office Email Message Examples – ‘On Vacation’
• 10 Creative Ways to Write ‘Sorry for the Late Reply’ Email
• Warning Letter to Employee | Sample Warning Letters
• 30 Alternatives to Warm Wishes for Every Situation
• 20 alternatives to end an email when “Warm Regards” is too boring
• Disciplinary Action Letter for Misconduct to Employees (Sample Letters)
• How To Answer ‘Tell Me About Yourself’ In A Job Interview
• Office Christmas Party Invitation Email Templates
• Advertise With US

© 2024 The HR Digest. All Rights Reserved. powered by idmerit

Top 13 Employee Appraisal Phrases For Problem Solving

Employee evaluation can bring a lot of problems if they are written in the wrong kind of tone. Most times, communication is made difficult by the words and the tone that we use whether on paper or face to face. Especially when it comes to the performance appraisal, it is very easy to say the wrong thing at the wrong time. Many are times when we are forbidden against using phrases that revolve around rumors, speculations, and personalities.

What are the right phrases to use?

You are doing great in communication

• You are great at communicating whatever changes that arise in your projects all the time. You always keep the managers and supervisors informed of any change or request that you need. Keep it up!
• You are useful in maintaining an actual dialogue with clients when they have technical problems. Through your bright and articulate efforts, you ensure customer's faults are sorted in a timely way.
• You're excellent at giving an honest and logical analysis. Keep it up!
• Your amazing ability to explain and lay down options and solutions in an efficient and effective way is excellent. Keep it up!

You are great at handling pressure

• You are always calm and collected even when things aren't going as planned or when there is pressure all around you. A great rare trait to possess. Well done!
• You always look beyond the obvious without stopping at the first answer you get. You explore alternatives. Well done!
• Your one strength is the fact that you are competent at diagnosing complex problems and deliver sustainable solutions. You have a unique skill that enables you to turn complex situations into simple ones. Well, Done!
• You often identify practical solutions to every roadblock. You're a real asset to the team! Great job!
• You are easily able to shift to other areas with ease and comfortably to ensure that every project runs smoothly. Great job!

You should think of improvement

• Avoiding conflicts with people is not helpful as it only builds up frustration deep within you with nothing being done to cure the problem. Facing people when problems are encountered and rectifying the problems immediately they occur is the actual treatment.
• Sometimes you are overwhelmed when faced with multiple challenges, think of simple ways to make your problems more manageable to help you solve them in a timely efficient manner.
• Do not allow demanding customers to ruin your day. If the customers are too, demanding to take a step back, collect yourself and address the matter afresh.
• Learn from your past mistakes; the same mistakes are not beneficial to the company.

These articles may interest you

Recent articles.

• Skills needed to be an external audit sr manager
• Skills needed to be a senior forensic auditor
• Good Employee Performance Feedback: Business Intelligence Analyst
• Outstanding Employee Performance Feedback: Mechanical Designer
• Employee Performance Goals Sample: Programmer Analyst
• Skills needed to be a synoptic meteorologist
• Poor Employee Performance Feedback: Credit Processor
• Programming Skills: 15 Examples for Setting Performance Goals
• Free Employee Compensation Letter Template
• Poor Employee Performance Feedback: Child Care Provider
• Top 30 Steps To Develop A Strong Employee Survey Analysis
• Employee Performance Goals Sample: Business Practices Supervisor
• Poor Employee Performance Feedback: Advertising Art Director
• Outstanding Employee Performance Feedback: Commercial Insurance Sales Manager
• Skills needed to be a program director

ORIGINAL RESEARCH article

This article is part of the research topic.

Invention Education and STEM: Perspectives and Possibilities

Systematic Review of Invention Education Research Landscape: State of the Discipline and Future Directions Provisionally Accepted

• 1 Saline High School, United States
• 2 Eastern Michigan University, United States

The final, formatted version of the article will be published soon.

Invention and innovation education and its associated practices (e.g., problem-finding, problem-defining, learning from failure, iterative problem-solving, innovation-focused curricula, collaboration, and maker spaces) are moving from the periphery to the center of education at an ever-increasing pace. Although the research and literature on invention and innovation education, collectively termed as Invention Education (IvE) in this research, is on the rise, to our knowledge no attempt has been made to systematically review the literature available on the topic. To address this gap, we identify, collect, and systematically review scientific literature on IvE. We conduct Bibliometrix-based and targeted analysis to identify the topics, sources, authors, and articles most cited, as well as prominent countries publishing IvE literature. Another objective of this research is to uncover the intellectual, conceptual, and social structures of IvE. A third objective is to identify the progress made and the challenges being faced in furthering IvE and propose future directions. Our review shows that the field has seen substantial growth, especially in recent years particularly in the USA. Research shows IvE’s importance in nurturing a well-rounded, innovative, and skilled future workforce, emphasizing creativity, critical thinking, collaboration, adaptability, and problem-solving skills. Although with a plethora of curricula and K-20 programs in USA, followed by South Korea, and China, IvE lacks unifying conceptualization, definitions and frameworks. The lack of commonly accepted terms and theoretical bases, and difficulties integrating invention into STEM coursework, are compounded by barriers like resource limitations, curriculum constraints, and the need for teacher training and support. The review underscores the need for IvE to address and dismantle inventor stereotypes and cultivate a diverse and inclusive generation of innovators. It points to the impact of gender and stereotypes on participation in IvE programs and the importance of promoting equity and access to IvE opportunities for all students. The article concludes with a discussion of challenges and future research directions to address them.

Keywords: Invention education, Innovation education, Systematic Literature Review, Bibliometrix, problem-solving

Received: 28 Aug 2023; Accepted: 01 May 2024.

Copyright: © 2024 Dalela and Ahmed. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY) . The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

* Correspondence: Miss. Suhani L. Dalela, Saline High School, Saline, 48176, Michigan, United States

People also looked at

150 Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

By Status.net Editorial Team on June 19, 2022 — 13 minutes to read

• Performance Appraisal Phrases for Teamwork Part 1
• Phrases for Technical Skills Part 2
• Time Management Part 3
• Performance Review Examples: Additional Resources Part 4

Employee performance reviews require employers to conduct team members evaluation by evaluating the competencies of other team members. These competencies can range from core skills such as communication and quality of work , reliability and problem-solving , to more specific skills such as job knowledge or customer service . In this article you will find examples for the following performance review competencies and skills:

• Teamwork The performance review assesses the ability to collaborate with others, share knowledge and workload effectively, treat team members with respect, and work well within a team environment.
• Technical Skills The performance review evaluates the proficiency and application of relevant technical skills and abilities needed for the role.
• Time Management The performance review assesses how well one is able to plan, estimate, and complete tasks within established deadlines and budgets while balancing multiple priorities. It looks at effective use of work hours and prioritization of activities.

Each section below contains positive (“Meets or Exceeds Expectations”) and negative (“Below Expectations”) examples for the skills listed above. If you are looking for more performance review examples and phrases for different skills, check our main article here: 2000+ Performance Review Phrases: The Complete List

Part 1 Teamwork

Meets or exceeds expectations.

✓ He shows a high level of team spirit. He readily cooperates with his team members to get the job done.

✓ He is very good at encouraging other members to do the job according to their best efforts.

✓ He respects every team member.

✓ He appreciates new ideas from his team members very much.

✓ He is very active in asking for the opinion of his team members before making a decision.

✓ He can be relied on by his team members and expects the same from them.

✓ He manages his relationships with his coworkers, managers, and employees in a professional manner.

✓ He works well with others.

✓ He is the consummate team player.

✓ He contributes to the success of the team on a regular basis.

✓ His ability to work well with others has always been impressive. This year, he has really shined in this area. He is one of those team members you would love to have on your team.

✓ He is always one of the first to volunteer to help to get the job done whenever a large project comes in.

✓ He isn’t only concerned about himself and continually contributes to the success of those around him

✓ He always helps out to achieve the goals of the group.

✓ He is a team player and understands how to help others in times of need.

✓ His ability to work with and understand the dynamics of the many teams in the organization has been beneficial to the firm.

✓ He isn’t concerned about who gets the credit, just that the task gets accomplished.

✓ He has a great willingness to help his fellow teammates.

✓ He found a creative workaround that improved processes for the team. His innovative steps resulted in a 25% increase in productivity for the team as a whole.

✓ He is a good team member. He is very cooperative and helpful in times of need.

✓ His ability to coordinate the performances of each team member together is vital to team’s success,

✓ He doesn’t care who receives the credit. He only cares about how to get the job done excellently.

✓ He satisfies everybody because he often contributes positively to the success of others instead of himself.

✓ He knows very well how to keep a good relationship and communication with others to finish team work.

✓ He is often the first person who volunteers.

✓ He empowers himself as well as others around him.

✓ He makes new employees feel welcome.

✓ He recognizes potential in others, and seeks to help them reach that potential.

✓ He is quick to lend a hand to others in need of help.

✓ He shares expertise with others, to teach as well as achieve goals.

✓ He is excellent example of our company culture in action.

✓ He is enthusiastic about work and working with others.

✓ Handles pressure well.

✓ He is sensitive and clear when delivering bad news.

✓ He finds the positive in situations where perspective is required.

✓ His enthusiasm for the work shines through and infects others around them.

✓ He is open to change.

✓ He creates good relationships with his colleagues, managers and staff in a professional environment.

✓ He focuses on the basics to bring success to the team.

✓ He completes his duties without concern who will take the credit.

✓ He does not care for only for himself.

✓ He always devotes himself wholeheartedly to the success of the team.

Below Expectations

✗ He doesn’t have a good relationship with his team members. He sometimes refuses to accept their opinion.

✗ He is a loner. He is not suitable for teamwork tasks.

✗ He doesn’t want to share his knowledge in relation to the job with others.

✗ He does not actively cooperate with others.

✗ He holds on to too much and does not delegate to his team effectively.

✗ He focuses only on getting his own work accomplished. He does not take the time to help members of his team who are struggling to keep up.

✗ He is not consistent in supporting his teammates.

✗ He was a good at team player when he was just a member of the team, but now that he is in a supervisory role, he has lost many of those teamwork skills.

✗ He relies on his own knowledge and abilities and fails to ask others for help and their expertise.

✗ He is a team player most of the time, but frequently we have problems with his follow through when other teammates need help.

✗ He is focused on himself and does not think about the needs of those around him.

✗ He seems more intent on accomplishing his own tasks rather than assisting others who might need help.

✗ He comes from a very individual focused work environment to a team focused one and has struggled to adjust.

✗ He focuses his team on accomplishing individual tasks and neglects to consider what could be accomplished if the team worked more cohesively together.

✗ He works with the team well when his own projects are coming due and he needs help, but once those are accomplished, he does not frequently help others on their projects.

✗ He does not understand how to share tasks with others.

✗ He is more suitable to an individual-focused environment than a group-work environment.

✗ He directed each member toward accomplishing their individual tasks. He didn’t focus on coordinating them toward one common goal.

✗ He does not monitor and follow up on her teams progress and as a result nothing is accomplished.

✗ He pays such strong attention to his own tasks that he does not consider the needs of his teammates.

✗ He often pays more attention on completing his tasks than support other teammates who might need his assistance.

✗ He does not assist his teammates as required.

✗ He focuses on getting his own work accomplished, but does not take the time to help those members of his team who are struggling to keep up.

✗ Struggles when faced with activities which require a high amount of flexibility.

✗ He is resistant to change.

✗ He needs to show greater enthusiasm.

✗ He avoids delivering bad news when necessary or leaves the responsibility to others.

✗ Although his results are good, he could work on improving his general attitude or enthusiasm.

✗ He has a tendency to blame others for problems or poor results.

✗ He had good a good sense of teamwork when he was a member of the team but he lost it after becoming a supervisor.

✗ He only concerns himself with the achievement of each individual without considering what team will gain if they work together.

✗ He relies on his knowledge and skills to perform without asking colleagues for help and advice.

✗ He meets difficulty when working with a team he is to performing as an individual.

✗ He does not know how to cooperate with his colleagues in his team to achieve targets.

✗ He complains that he does not receive any assistance from others.

Related: Cooperation Skills: Performance Review Examples (1 – 5)

Collaboration Skills: Performance Review Examples (1 – 5)

 2000+ Performance Review Phrases: The Complete List

Part 2 Technical Skills

✓ He is an excellent employee and he understands our systems and processes thoroughly.

✓ He is provided many complicated tasks but he performs them easily.

✓ He is always the first person thoroughly understand and take on the new technology well.

✓ He is always the first choice whenever we need a person to take on new technology.

✓ Everything seems to have big step in the world of technology. We always put our trust in him because he is expert in working with our previous generation systems.

✓ He knows the technical essence of his assignments thoroughly.

✓ He is good at solving complicated issues in his job.

✓ He has the ability to learn new technology quickly and successfully apply it into to enhance his performance.

✓ He has good knowledge of the technology and he knows how to apply it efficiently.

✓ He one of the most technical employees we have.

✓ He is able to grasp complex technical concepts. He explains them in easy to understand ways.

✓ We rely on him when we need to implement new technology.

✓ He is good at understanding the technical nature of his job.

✓ He is excellent at absorbing the complexities of his job.

✓ He deals with very complex topics and discussions. He is always able to bring a level of understanding the rest of us can follow.

✓ He is one of the first people we turn to whenever we have a very technical problem. His ability to grasp technology is an asset to our team.

✓ He is an accomplished technician who understands our systems and processes.

✓ He is one of the first to pick up and understand new technology as we implement it.

✓ He exhibits excellent proficiency in [relevant skill].

✓ He is able to grasp difficult technical concepts and explain them to others.

✓ He tackles the intricacies of the job with ease and flair.

✓ He rarely makes careless errors.

✓ He experiments with new means to improve his skills and results.

✓ He practices a great deal of care in his work.

✓ He has good instincts and knows when to follow them.

✗ He is not good enough to be a technician.

✗ He has good knowledge of business, but he fails to properly communicate with other technical members of his team.

✗ He should attend more training sessions, He should study harder to improve his technical knowledge.

✗ His technical aptitude is not as good as it is displayed in his application.

✗ He sometimes seems to ignore technical concepts. He should apply more technical concepts to satisfy the requirements for his role.

✗ He is not aware how to adopt the latest technology. He needs excessive sessions of further training. He should be ready to face changes.

✗ He seems to find it hard when learning new technology.

✗ He is unable to get along with our technology even though our systems have been used for a long time and well documented.

✗ He should equip himself with more knowledge of technology for his job.

✗ He is not very adept at understanding new technology.

✗ He does not have the aptitude to understand the technical nuances they present even though our systems have been in place for many years and are well documented.

✗ His understanding of business is very good, however, his ability to communicate with the technical members of his team is holding him back.

✗ He needs to continue to improve his technical knowledge through training and self study.

✗ He needs to improve his technical understanding of his job.

✗ He is not a technician but some basic technical knowledge is required in his role. He needs to work on his technical knowledge.

✗ He needs to work on being able to think outside of the box. He should think beyond the manuals, and troubleshoot technical issues which are not documented.

✗ He is not technical enough for his role.

✗ He surprised us by not being more technical in nature considering his background.

✗ He should learn the technical concepts required for his position. Technical concepts sometimes seem to pass him by.

✗ He needs to focus more on understanding the trends and changes in the fast changing world marketplace.

✗ He needs to work on adapting better to new systems or technologies.

✗ He is continually searching for ways to improve.

✗ His professional growth seems to have halted.

✗ He has grown a lot since hiring, but he still has great room for further growth.

Related: Professionalism: Performance Review Examples (1 – 5)

See also: 2000+ Performance Review Phrases: The Complete List

Part 3 Time Management

✓ He performs his tasks with heart and always accomplishes them in due time.

✓ He is always responsible for his colleagues’ performance and effectiveness.

✓ He is an excellent member of our team. He always makes high quality products in time.

✓ He has the ability to manage his time and his team’s time well.

✓ He knows how to arrange his schedule to complete both the big and small duties each week.

✓ He always performs his tasks effectively.

✓ He knows how to manage his schedule appropriately to complete his assignments.

✓ He can accomplish his assignments efficiently with the tools provided.

✓ He is able work under high pressure.

✓ He always learns about the nature of projects and duties carefully. He divides his time suitably to complete his assignments.

✓ He shows his ability to manage various tasks and accomplish them on time.

✓ He asks his team take responsibility for their performances and goals.

✓ He is an excellent team member. The products he achieved are always planned in advance and good quality.

✓ He has the ability to control his time and his staff’s time.

✓ He uses his time effectively to perform the big and small duties which must be done every week.

✓ He divides his time logically to achieve his goals.

✓ He knows how to uses the equipment efficiently to manage his time.

✗ He is a good employee but if he knew how to manage his time more suitably he would be more effective.

✗ He thinks that the tools provided to him are not necessary and he does not use them.

✗ He does not know how to use his time appropriately to complete his assignments.

✗ He does not know how to manage his time and he cannot satisfy deadlines of projects again and again.

✗ He should learn how to manage his time in a more effective way.

✗ He should make a work plan for each week. He spends too much time performing his assignments without a proper plan.

✗ He spends too much time on things such as email and Internet.

✗ He does not have the ability to work under pressure.

✗ He is trained how to use his time efficiently but he is still unable to manage it.

✗ He cannot complete his tasks because he manages his time ineffectively.

✗ He usually needs too much time than it takes to complete his duties.

✗ He takes too much time to perform his tasks. We advise him to make concrete plan for every week.

Learn more:

How to Give Performance Feedback? Techniques and Examples (Positive, Negative, STAR Feedback) How to Identify and Handle Employee Underperformance? (5 Steps) Effective Performance Management: How to Coach Employees?

See also: 142 Employee Performance Evaluation Examples (Initiative, Flexibility, Proactiveness)

More Performance Review Examples

2000+ Performance Review Phrases: The Complete List

• 100 Performance Review Phrases for Job Knowledge, Judgment, Listening Skills
• 2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)
• Job Knowledge Performance Review Phrases (Examples)
• 200+ Performance Review Phrases for Professionalism, Collaboration, Punctuality
• 26 Example Paragraphs for Performance Reviews [Positive & Negative Feedback]
• How To Write a Manager Performance Review? (with Examples)