problem solving examples for performance review

Problem Solving Skills: Performance Review Examples (Rating 1 – 5)

By Status.net Editorial Team on July 21, 2023 — 4 minutes to read

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

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

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

Related: Best Performance Review Examples for 48 Key Skills

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

Performance Review Phrases and Paragraphs Examples For Problem Solving

5 – outstanding.

Phrases examples:

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

Paragraph Example 1

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

Paragraph Example 2

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

4 – Exceeds Expectations

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

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

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

3 – Meets Expectations

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

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

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

2 – Needs Improvement

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

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

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

1 – Unacceptable

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

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

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

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Guest Posts

150 Performance Review Examples and Phrases for Giving Effective Feedback

A performance review is an opportunity for your employees to grow. Discover 150 employee performance review examples to help you give constructive feedback.

Employee performance reviews are crucial for all businesses. They let managers or supervisors assess their staff members' work and offer them insightful, constructive, and honest employee feedback on their:

Areas of improvement

Employee engagement is also largely dependent on performance reviews. Therefore, you should know the appropriate words or phrases or employee performance review examples to use during a performance evaluation.

Complicated and wordy messages can confuse both the reviewer and the reviewee and, thus, detract from clarity.

However, if you go about it appropriately, performance reviews can promote your employees' professional growth by reinforcing good habits, rectifying undesirable behaviors, and inspiring them to perform better.

Therefore, to help you comprehend better, we’ve curated a list of 150 performance review phrases. But before we go through the list, let's understand what a performance review is in brief.

What is a performance review?

Reviewing the performance of employees is a critical aspect of running a business. It helps to improve the efficiency and productivity of your employees. Effective performance reviews can also help employers accomplish the following:

Adequately distribute raises or pay increases
Assist team members in acquiring new skills
Outline the goals and expectations of the company

Based on the business capacity and size and the goals of the assessments, each company's review procedure may vary in frequency and complexity. The performance review assessments can be carried out either yearly or quarterly.

150 Useful performance review phrases

Below is a list of 150 performance review phrases and examples that you can use based on the position, function, or personality of the employee in question:

1. Teamwork

Here are 9 positive examples of performance review phrases for teamwork:

Willing to be counted on by their teammates and expect the same in return
Develops strong relationships in a professional setting with coworkers, superiors, and other staff members
Provides support to teammates on their tasks, even though they are not directly responsible for them or obliged to help
Exemplifies a culture of collaboration on a daily basis
Readily collaborates with their coworkers to accomplish the goal
Exceptionally adept at motivating team members to bring out their best effort.
Oversees the team's operations and delegates tasks to team members appropriately.
Built a highly motivated team that collaborates to commence and finish the task on or before the deadline
Always willing to assist teammates who are going through a tough time with their responsibilities

Here are 9 negative examples of performance review phrases for teamwork:

Seems more concerned about achieving their targets than helping anyone who might require some assistance
Struggles to acclimatize after transferring from a sector that is very autonomous to one that is team oriented
Although an expert, they tend not to provide professional guidance or assistance to those who may need
Struggles with completing assignments while collaborating with others
Doesn't care enough to inspire team members to perform at their highest level while working

2. Attendance

Here are 7 positive examples of performance review phrases for being attentive :

Replies to emails and attends calls of stakeholders on time
Attend conferences, workshops, and seminars on time at all times
Always arrive on time for work each day
Completed X years of flawless attendance
Consistently available even when their division's work schedule is unrelated to it
Follows the schedule and plan as accurately as attainable
Always shows up on time, sticks to the schedule, and takes lunch breaks as scheduled

Here are 6 negative examples of performance review phrases for being attentive:

Attends far too many personal phone calls on a daily basis
Routinely goes past their allotted lunch break, affecting their productivity
Does not adhere to the attendance requirements set forth by the organization
Shows up at work late on a regular basis
Consistently exceeds the allotted number of leaves
Must learn to arrive timely after scheduled leaves

3. Interpersonal skills

Here are 8 positive examples of performance review phrases for good interpersonal skills:

Has strong interpersonal skills and needs little to no instruction in communicating well with others
Possesses the ability to deal with sensitive circumstances promptly and efficiently
Can hear and effectively comprehend verbal and nonverbal indications from coworkers
Ensures that their teammates are comfortable with a decision made by a higher authority
Is an excellent team player who enjoys working with others
Possesses the ability to resolve team conflicts
Has the capability to collaborate with colleagues to resolve conflict in a respectful manner
Possesses the ability to communicate clearly with people from different cultures, places, etc.

Here are 5 negative examples of performance review phrases for good interpersonal skills:

Refuses to take constructive criticism from coworkers that can help them grow in the corporate world
Interacts with coworkers in an abrasive and unprofessional manner
Refuses to take any initiative or incorporate constructive suggestions made by coworkers
Reacts defensively to constructive criticism
Appears uneasy when questioned during team meetings

4. Communication skills

Here are 7 positive examples of performance review phrases for good communication skills:

Adept at efficiently conveying complex messages and decisions
Routinely offers constructive criticism
Communicates complex subjects to the rest of the team in a transparent and understandable manner
Asks interesting and meaningful questions
Not afraid to answer when confronted with a difficult question
Is skilled at summarizing and conveying critical business decisions
Is open to hearing other people's opinions

Here are 7 negative examples of performance review phrases for communication skills:

Stands out from their colleagues for having excellent employee communication skills
Repeatedly berates staff members
Has difficulty interacting effectively in teams
Instead of doing it themselves, ask other coworkers to convey bad news
Does not adequately notify supervisors of progress updates
Does not provide constructive feedback on new initiatives
Regularly engages in awkward conversations and occasionally becomes territorial

5. Achievement

Here are 8 positive examples of performance review phrases for achievement:

Sets realistic goals and actively works to meet them
Surpassed the benchmark by X%, outperforming other team members
Reduced the time it took to resolve complaints to 24 hours, which boosted customer retention by X%
Employed effective SEO strategies and increased the site's organic traffic by X%
Implemented a strategy that works well to optimize work processes
Working cooperatively with a team was improved by X%
Generated X% more revenues at the end of the last quarter compared to the previous one
Used automation tools to save the organization $1 million

Here are 6 negative examples of performance review phrases for achievement:

Last month's goal was missed by X%
Would benefit from reviewing their own failures and successes each quarter
Failure to meet commitments due to a lack of coordination
Would prosper from defining career goals
Finds it challenging to provide error-free work consistently
Improved social media interaction is essential to boost organic traffic

6. Innovation and creativity

Here are 7 positive examples of performance review phrases for innovation and creativity:

Frequently comes up with fresh, creative answers to handle difficult situations
Thinks creatively and unconventionally
Always encourage or assist teammates in coming up with innovative ideas
Their creative capabilities are a valuable contribution to the company
Has a strong imagination and routinely offers some of the most original ideas
Uses creative thinking to carry out a vision for the business
Consistently offers fresh ideas during meetings and when working on projects

Here are 7 negative examples of performance review phrases for innovation and creativity:

Could provide alternative strategies for resolving problems
Could take the initiative to work on new projects
Their problem-solving methods are typically inflexible and conventional
Prefers a traditional, cautious approach to problems rather than a creative one
Could perform better in places that require innovative solutions
Might use some creative thought
Too reluctant to take chances on coming up with creative solutions
Has a habit of rejecting projects that require creative thinking

7. Leadership

Here are 9 positive examples of performance review phrases for leadership:

Encourages team members to put in a good effort
Establishes a safe environment for team members to express their thoughts and perspectives
Recognizes the capabilities of teammates and effectively assigns work
Keeps team focused and engaged in work
Expresses sincere appreciation for a job well carried out
Actively hear what their coworkers are suggesting and respond appropriately to it
Is an excellent role model for others to emulate
Encourages the development of an understanding- and learning-centered corporate culture
Always ready to lend a hand to a teammate

Here are 7 negative examples of performance review phrases for leadership:

Ambiguous while deciding which objectives and tasks to accomplish
Seldom acknowledges a successfully completed task with praise or positive feedback
Regularly causes the team to fall behind with superfluous activities
Rejects team members' opinions or suggestions
Does not treat other staff members equally with respect
Always overanalyzes situations when a speedy resolution is demanded

8. Attitude

Here are 7 positive examples of performance review phrases for attitude:

Has a positive outlook that encourages their teammates to do better
Always optimistic in every situation
Quickly smiles and boosts morale in tense situations
Always cheer up coworkers
Does not allow difficult situations to dampen their spirit
Always comes to work with a cheerful demeanor
Keeps a persistent, optimistic attitude that motivates others
Helps others have a positive attitude toward challenges by sharing ideas and thoughts that are constructive
The way they behave shows how much they like their work
Fosters a culture of trust among staff members

Here are 7 negative examples of performance review phrases for attitude:

Has an attitude toward causing problems
Gets upset easily and shows a pessimistic attitude
Must learn to accept constructive feedback
Gets easily distracted or provoked by non-work topics
Behavior at work exhibits bipolar tendencies

9. Time management

Here are 9 positive examples of performance review phrases for time management:

Has the capacity to finish tasks, particularly those with tight deadlines
Shows an excellent capacity for coordinating several tasks and projects simultaneously
Efficiently utilizes free time
Effectively manages a variety of tasks and projects without requiring heavy supervision
Is adept at handling multiple tasks quickly and with precision
Manage their time quite well
Consistently fulfills all goals on time
Creates brief and time-saving presentations
Schedules meetings on time

Here are 5 negative examples of performance review phrases for time management:

Fails to meet deadlines despite being granted plenty of time to finish all assigned tasks
Has trouble coordinating multiple tasks and initiatives
Does not efficiently manage their work schedule time
Lacks the ability to efficiently prioritize tasks
Shows a tendency to let personal matters influence how well they function at work

10. Productivity

Here are 10 positive examples of performance review phrases for productivity:

Consistently surpasses performance benchmarks
Has incredibly high standards for productivity
Have a track record of delivering work at a high caliber
Constantly looking for ways to be more effective
Encourages people to perform efficiently at work by maintaining a positive attitude
Consistently goes above and beyond expectations and delivers the best result
Significantly contributes to the business's ongoing expansion
Places a high value on details, which is evident in their work
Shares their understanding of market trends and best practices with the team to assist them in achieving better results
Is a key contributor to the organization's success

Here are 5 negative examples of performance review phrases for productivity:

Requires to pay greater attention to the intricacies before turning in a project
Finishes the easier tasks first instead of prioritizing the urgent ones
Doesn't accomplish their work in accordance with the required productivity standards
Should engage in more training and development activities to advance their knowledge and abilities
Work performance and productivity have been below par lately

11. Accountability

Here are 5 positive examples of performance review phrases for accountability:

Accepts accountability for one's actions and contributions as a team member, as well as involvement in the organization's growth
Respects deadlines and takes responsibility for them
Acknowledges shortcomings and notifies colleagues when unable to uphold a commitment
Takes accountability for the part they play in project management
Unwilling to be complacent with errors and finds resolutions for them

Here are 3 negative examples of performance review phrases for accountability:

Must accept responsibility for meeting deadlines
Rejects responsibilities for fixing errors
Fails to communicate effectively regarding delayed deliverables

Frequently asked questions (FAQs)

Here are some frequently asked questions about employee performance review:

1. What is an employee performance review?

A thorough evaluation of an employee's performance over a specific period is known as an employee performance review. Managers examine an employee's overall performance, point out their merits and shortcomings, provide feedback, and assist them in setting goals during a performance review.

2. What should a performance evaluation of an employee contain?

In the majority of employee assessments, regardless of industry, these capabilities are evaluated:

Communication
Problem-solving
Time management
Productivity

3 . What are some examples of good performance reviews for employees?

Examples of good performance reviews for employees are:

4. What are some of the areas of improvement for employees?

Some of the areas of improvement for employees are:

5. What are some examples of performance reviews concerning leadership?

Examples of performance reviews concerning leadership are:

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11 minute read

28 Performance Review Summary Examples - Phrases & Expert Tips

Kat Boogaard

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You’re pretty sure that your direct reports dread the performance review process. You get it — it’s nerve-racking to sit there and be evaluated and critiqued.

But here’s the thing. You might be the manager, but you get nervous too. Dishing out constructive criticism is tough, and you want to make sure you’re delivering valuable feedback in the most effective way possible.

Take some comfort in the fact that you aren’t alone. A whopping 96 percent of managers are dissatisfied with their organization’s performance management practices (which includes performance reviews).

Yikes! Needless to say, there’s some room for improvement when it comes to performance reviews.

While there are undoubtedly some company-wide rules you need to abide by, the good news is that you have quite a bit of control over your employees’ performance summary experience.

In this guide, we’ll share some performance review summary examples for managers to ensure that your performance conversations and evaluations are productive rather than anxiety-inducing wastes of time.

What is a performance review?

A performance review (also called a performance evaluation or a performance appraisal) is a formal conversation where a manager will offer feedback to an employee.

During this appraisal, a manager will discuss the employee’s recent achievements, how they’re fulfilling their responsibilities, their progress toward goals, and areas of improvement — with the objective of helping that employee perform even better moving forward.

Effective performance reviews are intentional, scheduled conversations and not sporadic, random chats. These conversations typically happen every six months or every year.

What are the benefits of performance reviews?

Your employees might not cartwheel into their appraisal interview, and nerves are normal on both ends.

However, these conversations are still well worth having for a number of different reasons. Regular performance reviews can improve:

Performance: Your employees will struggle to perform at their best level if they don’t get honest feedback about how they can do better. When you deliver feedback effectively, you can get the best work out of your direct reports. One study found that 72 percent of respondents thought their performance would improve if their managers would provide more corrective feedback.
Engagement: Employees want feedback. In fact, one study found that nearly 34 percent of full-time employees said they’d prefer to receive more feedback from their supervisors. While the employee evaluation interview shouldn’t be the only time you’re offering feedback, it’s a great opportunity to show them that you’re invested in their growth and success.
Retention: It makes sense that satisfied employees stick around longer. Data from Gallup shows that frequent, strengths-based feedback can reduce turnover by nearly 15 percent .
Career Development: A performance review is a chance for managers and direct reports to connect about career goals, and how the company can support employees in pursuing those ambitions. When 48 percent of employees say they’d leave their jobs in favor of new learning opportunities, these conversations are important. They make your employees feel supported and encouraged, as well as allow you to collaboratively hash out action items to pursue their career goals.

One of the best ways to support career development is to provide your employees with access to plenty of learning opportunities.

What to say

When done right, your performance reviews offer plenty of advantages for both you and your staff. But, uhh...how do you do them right?

Delivering honest remarks about an employee’s performance can have you tripping over your words and wiping your sweaty palms on your pants. We’re here to help. In this section, we’re breaking down some helpful templates and phrases in several different categories.

You should insert relevant details to provide specific, helpful, and meaningful feedback to your employees. You’ll need to expand beyond these templates, but they’ll help you get the conversation started — and sometimes that’s the hardest part.

🏅Performance review comments about leadership

If your employee is meeting expectations…

1. "You stepped up to the plate to lead [team/project] to [result]."

2. "Your team has exceeded their goal to [objective] by [metric]."

3. "You took ownership when [problem/challenge] could’ve [undesirable result]. You turned things around to [desirable result]."

4. "Your team provided positive feedback about your ability to [responsibility] and [responsibility]."

5. "You’re always willing to speak up and contribute fresh ideas in team meetings. Your suggestion to [action] helped us [result]."

If your employee needs improvement…

6. "Your team could benefit from more [responsibility/quality]."

7. "Over the next [time period], I’d like to see you step up and lead [project/task/objective]."

🤝Performance review comments about teamwork and collaboration

If your employee is meeting expectations…

8. "You did an excellent job collaborating with [person/department] to [result]."

9. "You stepped in to help [person/department] when [problem]."

10. "You bring [valuable skill/trait] to our team, and your contributions don’t go unnoticed."

Phrases to use if your employee needs improvement…

11. "I’ve noticed you struggle to collaborate when [situation]."

12. "You tend to be [closed-minded/critical/disengaged/etc.] when presented with opinions that are different from your own, like when [specific example]."

Effective performance reviews are intentional, scheduled conversations and not sporadic, random chats.

📞Performance review comments about communication

13. "You did a great job of keeping all of the necessary stakeholders in the loop when [situation]."

14. "I’ve noticed that you’re particularly skilled at [specific communication competency]."

15. "You’re never afraid to ask thoughtful questions, like you did when [situation]."

16. "Our entire team benefits from your ability to [specific communication competency], which was especially helpful when [situation]."

17. "I think your messages would be better received if you focused on [area of improvement]."

18. "You tend to [communication habit or pet peeve] which can [negative result]."

🕵️Performance review comments about problem solving

19. "You’re persistent about solving problems, and you were able to [unique solution] when we struggled to [problem]."

20. "[Specific project] made it evident that you consider numerous solutions before choosing a way forward."

21. "You treat problems as learning opportunities, which has empowered our entire team to [positive result]."

If your employee needs improvement…

22. "When presented with an unexpected roadblock, I’d like to see you [area of improvement]."

23. "You could benefit from [necessary problem-solving competency] before [result]."

🪴Performance review comments about growth and development

24. "In our previous review, we set a goal of [specific goal] and you surpassed that objective by [metric]."

25. "I’ve seen you stretch yourself in new ways this past [timeframe], like when you [task or achievement] and [task or achievement]."

26. "You’ve expanded [skillset], as demonstrated when [situation]."

27. "I think it would serve you well to step outside of your comfort zone by [actionable task, goal, or expectation]."

28. "In the next [timeframe], I want to see you refine a new skill, such as [new skill]."

The objective of a performance review is to help the employee perform even better moving forward.

6 more tips for top-notch performance reviews

Knowing how to get a performance conversation started is a huge piece of the puzzle. But, while the above templates and phrases are helpful, they won’t make for a successful review session on their own.

Here are six more tips to equip your employees with meaningful feedback and actually empower them to improve.

1. Collect peer feedback

Honest criticisms and recognition from a manager is important. But, to truly give employees a holistic view of how they’re doing, collect feedback (this can be done anonymously) from an employee’s peers as well. As Gartner research shows , peer feedback can boost performance.

2. Avoid ganging up

Delivering peer feedback leads to a more well-rounded review, but be mindful of your language to avoid seeming like the entire team is ganging up on that employee. Phrases like, “Everybody says that…” or “The team has noticed…” can make your employee feel singled out.

3. Provide specific examples

You’ll notice that a lot of the templates and phrases above include spots where you should lean on specific examples. Those anecdotes will help support your point. Something like, “You stepped up to cover Sasha’s responsibilities when she needed to be out for a family emergency,” carries a lot more impact than a generic statement like, “You’re always willing to help team members.”

4. Don’t skip the positives

When the goal of the discussion is to help employees improve, it’s easy to place way too much emphasis on constructive criticism. But, employees also want to hear what they’re doing well. That’s why many of the phrases above help you deliver positive feedback to your direct reports. When only 26 percent of workers feel highly valued, keep in mind that they need to hear the good stuff too.

5. Remember to listen

Performance reviews should be a conversation — not your chance to dole out directions and criticisms to your employees without pausing. Make sure you ask questions about how they feel about their performance, what things they think they need to work on, and what goals they’d like to set moving forward. Keep those lines of communication open, so your employees don’t become one of the 67 percent of employees who don’t feel heard during reviews.

6. Check in frequently

Think a performance review is a good time to dump a bunch of feedback onto employees and send them on their way? Think again. The things you discuss during the appraisal shouldn’t be a surprise, as you should be providing constructive feedback to employees frequently. Make sure that you discuss performance regularly in your one-on-ones. That’s far more effective than overwhelming them with feedback once or twice per year.

Stressed about performance reviews? Take a deep breath

Performance reviews inspire nerves for both sides — the employee and the manager. That’s perfectly normal.

Fortunately, things become at least a little bit easier once you get the conversation rolling, and this guide can help. Use some of the templated phrases we outlined here with your own direct reports, and you’ll open up an honest discussion that helps your employees do their best work.

Enable better performance reviews now by helping your employees improve with GoSkills bite-sized courses and free, flexible LMS .

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Kat is a writer specializing in career, self-development, and productivity topics. When she escapes her computer, she enjoys reading, hiking, golfing, and dishing out tips for prospective freelancers on her website.

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Say It Right: 171 Performance Review Example Phrases & Comments

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

Get your free performance review templates

Table of contents.

The importance of performance reviews

Best practices: how to write a performance review

Pitfalls to avoid in performance reviews

What to say in a performance review

Example phrases & comments: communication skills

Example phrases & comments: teamwork & collaboration

Example phrases & comments: problem-solving and decision making

Example phrases & comments: adaptability & flexibility

Example phrases & comments: customer focus

Example phrases & comments: leadership & influence

Example phrases & comments: innovation & creativity

Example phrases & comments: technical & professional proficiency

Example phrases & comments: results orientation & execution

Example phrases & comments: integrity & ethics

Example phrases & comments: cultural competency

Performance review questions

Performance Review Examples, Comments, Phrases

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

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

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

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

The Importance of Performance Reviews

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

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

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

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

Best Practices: How to Write a Performance Review

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

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

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

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

Pitfalls to Avoid in Performance Reviews

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

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

What Not to Say in a Performance Review

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

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

What to Say in a Performance Review:

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

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

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

Performance Review Phrases & Performance Review Comments

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

Example Phrases & Comments: Communication Skills

Positive Feedback:

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

Constructive Feedback:

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

Self-performance review examples:

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

Example Phrases & Comments: Teamwork and Collaboration

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

Example Phrases & Comments: Problem-Solving and Decision Making

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

Example Phrases & Comments : Adaptability and Flexibility

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

Example Phrases & Comments: Customer Focus

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

Example Phrases & Comments: Leadership and Influence

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

Example Phrases & Comments: Innovation and Creativity

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

Example Phrases & Comments: Technical and Professional Proficiency

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

Example Phrases & Comments: Results Orientation and Execution

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

Example Phrases & Comments: Integrity and Ethics

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

Example Phrases & Comments: Cultural Competency

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

Example Phrases & Comments: Initiative and Self-Motivation

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

Performance Review Questions

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

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

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

The secret to a good performance conversation is preparation. Quantum Workplace's performance management platform helps your managers and teams prepare for, facilitate, and follow up for more effective, efficient, and engaging performance reviews.

Published February 27, 2024 | Written By Kristin Ryba

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Performance review phrases for employee evaluation (with examples)

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

TABLE OF CONTENTS

Performance review comments example

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

PHRASES FOR PERFORMANCE EVALUATION

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

Performance review closing comments

Do performance reviews with software ✅

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

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

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

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

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

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

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

Performance review strength

Example Phrases for addressing employee strengths:

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

Performance review weakness

Example Phrases for addressing employee weaknesses:

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

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

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

Performance review phrases collaboration

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

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

Meets or Exceeds Expectations

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

Below Expectations

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

Performance review teamwork phrases

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

Performance review phrases for teamwork

Meets expectations

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

Below expectations

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

Performance review phrases professionalism

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

Meets or exceeds expectations

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

Performance review phrases attendance

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

Attendance and punctuality performance review sample

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

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

Employee performance review phrases attendance

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

Performance review comments quality of work

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

Productivity and quality of work performance review examples

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

Performance review phrases adaptability

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

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

Performance review communication skills comments

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

Performance review phrases communication skills

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

Performance review phrases for innovation and creativity

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

Creativity performance review phrases

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

Accountability performance review phrases

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

Performance review accountability

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

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

Performance review customer focus

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

Performance review phrases for customer focus

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

Performance review phrases decision making

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

Performance review phrases problem solving

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

Performance review phrases for dependability

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

Performance review phrases reliability

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

Performance review phrases integrity

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

Performance appraisal phrases for integrity

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

Performance review phrases flexibility

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

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

Performance review for leadership

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

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

Performance review comments initiative

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

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

Employee performance review comments job knowledge

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

Performance review job knowledge phrases

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

Planning and organizing performance review phrases

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

Meets or exceed expectations

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

Performance review phrases time management

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

Performance review time management phrases

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

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

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100 Performance Review Example Phrases & Comments for 2023

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

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

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

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

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

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

Communication and interpersonal skills
Creativity
Dependability
Flexibility
Quality of work

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

Example Phrases about Aptitude

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

Example Phrases about Employee Attendance

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

Example Phrases about Communication and Interpersonal Skills

"Your ability to clearly articulate ideas and feedback contributes to our team's overall effectiveness and success."
"Your open and approachable communication style fosters a positive work environment and aids in conflict resolution."
"You excel at maintaining open lines of communication with all team members, helping to keep everyone informed and on the same page."
"Your excellent listening skills and empathy create an environment of mutual respect and understanding within the team."
"You're highly skilled at conveying complex information in an understandable way, which greatly aids in our team's productivity and collaboration."
"There have been instances where your messages could be misunderstood due to lack of clarity. Developing your communication skills should be a focus area."
"While your technical skills are strong, improving your interpersonal skills could help build better relationships within the team."
"You occasionally tend to dominate conversations, which can prevent others from sharing their views. Actively inviting and listening to others' inputs could help address this."
"At times, there seems to be a delay in your responses to emails and messages. Prompt communication is crucial for effective team functioning."
"Improving your ability to convey negative or constructive feedback in a respectful and understanding manner should be a focus for you going forward."

Example Phrases about Creativity

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

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Example Phrases about Dependability

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

Example Phrases about Efficiency and Time Management

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

Example Phrases about Flexibility

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

Example Phrases about Leadership

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

Example Phrases about Quality of Work

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

Overall performance summary comments

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

Job knowledge comments

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

Development comments

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

Technical expertise comments

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

Compliance comments

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

Teamwork comments

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

Integrity comments

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

Self-appraisal comments

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

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

Example Phrases for Employees When Responding to Feedback

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

Responses to Positive Feedback

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

Responses to Critical Feedback:

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

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

Additional Considerations

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

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

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

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

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

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

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We're part of a candidate-focused talent market, where employees make the big decisions. Top talent individuals decide where they want to work and for how long.

As an employer, you need to take active measures that ensure your employees pick your company and stay for the long haul. This depends on building an engaged workforce where employees are recognized for their contributions.

The best way to accomplish this is through effective performance management .

We’ve gone all out to create a comprehensive list of effective employee performance review examples you can use to enhance your organization’s performance review process. Whether you want to emphasize your employees’ outstanding, good, average, or below-average performance, you’ll find tons of effective performance review phrases and templates here.

Use this guide to provide the information your employees need to feel motivated and grow within their position.

Performance Review Examples by Attributes

Performance reviews typically focus on an employee’s fundamental and soft skills. These can include communication, accountability, interpersonal skills, and creative thinking. We have also categorized our performance review feedback examples based on an ideal employee’s 14 desirable traits.

Let's take a look.

1. Overall Performance Review Examples

Providing recognition to celebrate wins and constructive feedback on misses isn’t a new concept. An effective employee recognition program will help, but most important is to ensure you’re using effective phrases and wordings that drive the message home.

In fact, 72% of employees believe their performance would improve if their managers would provide more corrective feedback. Here are a few phrases to clearly communicate your findings and concerns during an employee’s performance appraisal:

Outstanding Overall Performance – Positive

[Employee name], your exceptional performance helped our team achieve [Milestone] faster than we anticipated. Your [Employee action] and [Employee action] kept all tasks on track and resolved [Issue].
It's amazing to see how well you've met all the responsibilities and requirements to help us crack this deal.
You work effectively under pressure and it's a treat to see how effortlessly you handle multiple duties simultaneously.
[Employee name] contributes positively to the work environment and builds a supportive team culture. They actively participate in presentations and follow up with other team members to help them when needed.

Good Overall Performance – Positive

Thanks to you successfully completing [Project milestone], we achieved [Results]. Good job!
[Employee name]'s penchant for comprehensive and detailed planning for improvement has contributed substantially to team performance time and again.
You willingly work extra hours when urgent challenges arise, and try to resolve issues before they snowball into a bigger problem.

Average Overall Performance – Neutral

[Employee name] shows initiative and has a flexible approach toward new tasks.
You can prioritize short-term and long-term goals.
Co-workers look up to [Employee name] as a positive influence.

Poor Overall Performance – Negative

You're a very important part of this project, but I need you to buckle up. You have the capabilities but are lacking the dedication.
Over the next [Time period], I’d like to see you step up and lead [Project name] with more enthusiasm.
[Employee name] fails to show any real interest in his job and frequently attempts to leave the workplace early.

Active listening for performance reviews

2. Communication

Clear communication paired with active listening skills makes employees comfortable sharing and exchanging ideas. A clear flow of communication bridges gaps between departments and facilitates cohesion and productivity. Improving your employees' communication skills should therefore be your top priority.

Outstanding Communication Performance – Positive

You're a fearless communicator, [Employee name]! You’re never afraid to ask thoughtful questions, like during the [Example incident].
The entire team benefits from your ability to [Communication skill], which was especially helpful when [Example incident].
[Employee name], we're extremely happy with your excellent oral and written communication skills and how you always seek guidance when unsure of what to do.

Good Communication Performance – Positive

You did a stellar job of keeping all of the necessary external and internal stakeholders in the loop regarding the [Project name].
You display a natural ability to communicate at all levels—up, down, and across the organization.
[Employee name] is an effective communicator, which is evident in how they handled [Example incident].

Average Communication Performance – Neutral

You're respectful to our clients and can communicate professionally.
You regularly participate and contribute to group discussions.
[Employee name] has a sound ability to communicate and keep meetings moving toward pre-determined goals.

Poor Communication Performance – Negative

I’ve noticed you struggle to voice your opinions on [Incident]. You're a knowledgeable employee of our company and we would like to hear more of your thoughts.
We think your messages would be better received if you focused on [Improvement suggestion].
You have a good knowledge of business but are failing to properly communicate your insight to other members of the team.

3. Accountability

When you give employees feedback on their deliverables, KPIs, and OKRs , they will know what they can do to improve and achieve new goals. Plus, employees who hold themselves accountable are more inclined to work toward a higher level of performance.

Use the following written performance review examples to applaud employees who deliver stellar results, own up to their mistakes, and course correct. We’ve also provided ways of inciting improvement from workers who don’t meet their goals.

Outstanding Accountability Performance – Positive

You have excellent follow-through skills, [Employee name]! We appreciate how you're always on time with the deliverables.
You're a model employee who accepts responsibility for your own actions and as a contributing team member.
I like how quick you are to admit your mistakes and errors and inform your superiors when unable to keep a commitment.

Good Accountability Performance – Positive

You're always trying to grow and improve your [Skill], which eventually contributes to your dedicated performance.
[Employee name] uses their time efficiently consistently and is open to receiving feedback on their work.
[Employee name] prepares project plans on time and in adequate detail.

Average Accountability Performance – Neutral

You show awareness of the external organization environment and its needs.
You keep track of [Duty] and [Duty] accurately.
[Employee name] works harmoniously and cooperatively with their peers and team members.

Poor Accountability Performance – Negative

You've underdelivered in [Specific goal] set in last year’s performance review by X%.
[Employee name] habitually blames processes and policies for their shortcomings and errors.
When you show [Problematic behavior] you prioritize your own needs and career aspirations over the team's well-being and success.

Performance management meeting with an employee

4. Reliability

Your employees' reliability performance includes consistently showing up to work on time, completing tasks by the deadline, and fulfilling promises made to co-workers and superiors.

Outstanding Reliability Performance – Positive

You had no unscheduled absences, except for approved emergencies, proving you're one of our most reliable employees.
You bring [Valuable skill] to our team, and we want to let you know we notice and appreciate your contributions.
You make a point to come prepared for all company meetings and conferences. You also take the time to digest the information and make valuable contributions.

Good Reliability Performance – Positive

You invest extra time in projects to ensure that all deliverables are of a high standard.
[Employee name] never fails to impress; they're dependable and consistently deliver valuable work.
If there's one employee I can count on to show solid performance in all aspects of their work, it's [Employee name].

Average Reliability Performance – Neutral

[Employee name] maintains and monitors project progress to ensure timely completion.
You show initiative on your own and need minimal supervision.
[Employee name] can handle projects conscientiously when needed.

Poor Reliability Performance – Negative

[Employee name] leaves the workplace to run personal errands without seeking approval.
You fail to keep sensitive information confidential.
[Employee name] is frequently unavailable for extended periods without prior notice.

5. Teamwork and Cooperation

Teamwork and cooperation are desirable elements for any thriving workplace. These are particularly important to improve internal communication and build a healthy company culture where everyone feels comfortable reaching out to others for help.

Fostering teamwork requires that leaders recognize employees who reach out. These are the people within the organization that make an effort to collaborate, share credit, and get along with colleagues.

Outstanding Teamwork Performance – Positive

You did an excellent job collaborating with [Team member] to achieve [Result].
[Employee name], you show a high level of team spirit and a great willingness to help your teammates. The fact that you're quick to cooperate with others to get the job done has really benefited the team to achieve [Goal].
You display this amazing cooperative spirit at the workplace, especially when you perform [Task] to contribute to [Achieved goal]. Kudos to you!

Good Teamwork Performance – Positive

I appreciate how quickly you adapt to changes when performing your duties.
[Employee name] works well under pressure and takes the initiative to help other team members be successful.
You showed a strong drive to collaborate during [Project], sharing your expertise with your colleagues to help improve their performance.

Average Teamwork Performance – Neutral

[Employee name] has managed to blend in well with previously well-functioning teams.
You respect and work well with your co-workers.
[Employee name] supports the idea of improving the inclusiveness of our workplace culture.

Poor Teamwork Performance – Negative

You need to demonstrate more of a team focus, helping others achieve tasks when needed to complete the overall project on time.
You tend to not contribute to projects or team meetings, nor do you participate in team activities or bonding exercises.
You tend to approach decisions with a one-track mindset—a “my way or the highway” kind of attitude.

Data-driven performance review with employees.

6. Quality of Work and Job Knowledge

The best employees are those with comprehensive job knowledge and the desire to consistently deliver high-quality work. This includes having detailed knowledge about work practices, policies, procedures, resources, technical information, and applicable laws.

Outstanding Quality Performance – Positive

[Employee name] brainstorms truly creative programs/strategies that have delivered stellar results time and again.
You have a deep knowledge of the company's products and particular characteristics that make them stand out from our competition. The fact you demonstrate this at your job on a daily basis is very commendable.
You maintain an up-to-date level of professional and technical knowledge, equipping your team with a rare advantage that has helped tremendously during [Project].
We appreciate your continuous efforts to boost productivity and meet performance targets, which ultimately drove company revenue.

Good Quality Performance – Positive

You stay focused on a task until finished and are always looking forward to future opportunities.
You're taking on available opportunities to increase your knowledge of relevant job skills, and also applying the same to your work to achieve better outcomes like [Achieved milestone].
[Employee name] possesses the appropriate expertise to consistently perform their daily duties at a highly professional level.

Average Quality Performance – Neutral

[Employee name] is a great team player, but needs to improve their knowledge of products.
You make a commendable contribution to the team’s productivity levels.
Your efforts to acquire greater product knowledge and skills for advancement were evident in [Project].

Poor Quality Performance – Negative

You don't show a sense of urgency in delivering work of a high standard on time.
We're concerned that your work is often of poor quality, [Employee name]. We expect more and want to help you deliver on your quality and output goals.
[Employee name] lacks knowledge about key fundamentals. This often causes them to rely on other people’s instructions to fulfill their duties.

7. Diversity and Inclusion

Building a diverse and inclusive workplace is a crucial element to ensuring your business survives and thrives. Inspire and encourage your employees to make everyone feel supported and respected within the workplace. Make sure they don't have biases based on who their co-workers are, where people come from, what position they hold, or performance bias .

Outstanding DEI Performance – Positive

[Employee name] understands the diversity goals and vision of our organization, its connection to our end business goals, and how their role impacts the success of the diversity initiative.
You do an excellent job at delegating tasks to other team members with clear responsibilities and expectations and without any personal bias.
[Employee name] willingly offers support and guidance to all employees by [Example incident], regardless of their demographic and experience level.

Good DEI Performance – Positive

We appreciate your equal treatment of everyone and how you communicate with your peers respectfully.
Your efforts to tailor customer service to suit individual customers’ needs are noticeable. It has also inspired others to provide a diverse customer experience.
You promote a positive and inclusive team environment that aligns with our organization’s culture and values.

Average DEI Performance – Neutral

Even when disagreeing with others, [Employee name] maintains a respectful and graceful demeanor.
[Employee name] actively engages in the diversity effort of the organization.
[Employee name] is a spokesperson for diversity issues and is committed to continuous improvement and building a more inclusive workplace.

Poor DEI Performance – Negative

[Employee name] prioritizes the ideas and feedback from team members they like over the other co-workers.
You tend to communicate aggressively and through reprimands when speaking to junior-level employees.
I have noticed you're unresponsive to employees’ concerns regarding unfair treatment. Many co-workers are concerned with your inappropriate behavior towards colleagues.

8. Innovation and Creativity

Innovation and creativity are important to gain a competitive edge. This is true whether you’re designing a new product or brainstorming business and employee engagement strategies .

Employees who foster a creative and innovative work environment by providing helpful suggestions should be recognized for their value.

Outstanding Innovation Performance – Positive

You’re always contributing fresh ideas during our brainstorming sessions. Your suggestion to [Action] helped us achieve [Result].
[Employee name] is unafraid of exploring new ideas and approaches to completing [Project or task].
You're our team's idea generator, [Employee name]. Thank you for always coming up with innovative ways to accomplish tasks.

Good Innovation Performance – Positive

[Employee name] thinks outside the box to find the best solutions to a particular problem and constantly searches for new ways to improve efficiency.
You show curiosity over processes elsewhere in the business and are quick to suggest new ideas like [Example].
We love how innovative you are under adverse conditions, which has also helped promote innovative thinking in other team members like [Example].

Average Innovation Performance – Neutral

You suggest new ideas to team project discussions regularly.
Actively contributes process improvement ideas during staff meetings.
[Employee name] has been a part of several creative initiatives such as [Specific example].

Poor Innovation Performance – Negative

Your team could benefit if you participate and contribute more actively to [Responsibility].
You sometimes appear hesitant when making creative decisions.
You avoid taking creative risks with your work, [Employee name].

Pro-tip: Because creativity and innovation are hard to measure, it often goes unacknowledged. Make sure to implement employee award titles specifically for recognizing creativity and innovation in your company as it happens.

Employees sharing a celebratory high five after a collaborative win

9. Punctuality and Attendance

Discussing attendance and punctuality can quickly become a touchy subject if not done properly.

Regardless, you want your employees to arrive on time, take breaks at the designated times, and work productively and efficiently. Here are some effective ways of communicating the importance of attendance.

Outstanding Attendance Performance – Positive

Your punctual behavior and motivated attitude are the qualities of a dream employee! In fact, other employees are feeling inspired to improve their attendance.
Working from home can be challenging. But despite that, you've always been punctual and dependable. Thank you for your punctuality!
[Employee name] has perfect attendance over [Time period]. It's commendable how well they manage their schedule.

Good Attendance Performance – Positive

You have never been a no-call, no-show employee. We appreciate that we can count on you to show up and perform.
I appreciate how you're prompt and on time for the start of each workday.
You're always on time—even early—for meetings.

Average Attendance Performance – Neutral

[Employee name], thank you for adhering to the schedule whenever possible. We appreciate it.
You have never deviated from the attendance policy mentioned in our company policies.
Thank you for respecting others' schedules and arriving at work and at meetings on time.

Poor Attendance Performance – Negative

Your poor attendance is affecting coworkers and slowing down the pace of the project.
I want to bring to your notice your sick leave and absence from work stand at X%, which is above the company average of Y%.
[Employee name] has failed to meet attendance goals set at the previous performance review.

10. Behavior and Attitude

Employees with a negative attitude towards their work often feel disengaged. They’re also at a higher risk of quitting.

If you have employees with a bad attitude, you need to make them aware of how their attitude and behavior are affecting their work, colleagues, and the organization on the whole. At the same time, use the opportunity to praise employees with a positive mindset and who actively take the initiative to motivate and help their co-workers.

Outstanding Attitude Performance – Positive

[Employee name] responds admirably to changing and sometimes challenging situations. They never lose hold of their professional demeanor and positive attitude.
Clients like to work with [Employee name] because of their honest and helpful approach. They possess a commendable willingness to add value, and always strive to do more than what is required.
You supported [Colleague] with [Task or project] by not only readily sharing your expertise but also constantly motivating them to get the task done.

Good Attitude Performance – Positive

You don't let difficult circumstances get you—or your team members—down.
[Employee name] shows empathy to people experiencing personal or professional challenges.
You display enthusiastic and positive behavior and view individual success as imperative to group success.

Average Attitude Performance – Neutral

You follow the company's dress code and have a friendly, helpful approach towards other employees.
[Employee name] typically maintains a professional, competent demeanor when dealing with clients and co-workers.
You're a courteous and knowledgeable employee of our organization.

Poor Attitude Performance – Negative

Your inconsistent attitude is negatively affecting the team's performance and hurting team spirit.
You tend to be disengaged when presented with opinions different from your own, like when [Example].
You tend to work in isolation. As a result, you often fail to see the bigger picture and the role your team and department play in it.

Woman listening to performance feedback.

11. Leadership (Team Leader)

It’s particularly important to recognize the efforts of employees holding managerial positions. They may look after other team members and guide them to succeed, but leaders also need guidance and encouragement.

Here are some performance review examples you can use to provide effective leadership feedback:

Outstanding Leadership Performance – Positive

You've stepped up to the plate to lead [Project/Team] to achieve [Remarkable result].
[Project] came with its share of challenging circumstances. But your direction and guidance ensured it was a roaring success.
[Employee name] demonstrates several rare leadership qualities. They motivate peers during times of stress and are always ready to provide the necessary guidance.

Good Leadership Performance – Positive

Your team members gave positive feedback about your approach to [Responsibility] and [Responsibility].
[Employee name] played a pivotal role in bolstering administrative support systems through [Project name].
You push and support your team members when it comes to solving job issues.

Average Leadership Performance – Neutral

It's nice to see you're delegating responsibilities to match competency levels.
The department you manage has been repeatedly recognized for its excellent performance.

Poor Leadership Performance – Negative

You don't give adequate recognition to your team members for their effort and hard work.
Your employees feel you aren't explaining the goals and objectives of a task clearly. We feel your team could benefit from more [Desired action] from you.
You failed to ensure all subordinates remained productive at all times, which is your priority as a team leader.

12. Problem-solving and Proactiveness

Having problem-solvers on your team who can identify the root cause behind challenges and resolve them is the difference between a thriving workplace and a stagnant one. Combine this ability with a proactive approach, and you’ll have efficient employees who think outside of the box.

Outstanding Problem-solving Performance – Positive

You have a natural knack to find super effective solutions to even the most challenging problems.
[Employee name] can evaluate challenges from all angles and displays decisiveness in actioning a solution.
You are persistent about solving problems fast and efficiently. The way you were able to [Solution provided by employee] when we struggled to [Challenge] is always appreciated.

Good Problem-solving Performance – Positive

Thanks to your detail-oriented and proactive approach, we know we can rely on you to get things done.
[Employee name] displays strong analytical skills, which helps them quickly identify the cause of problems and offer creative solutions.
Your ability to think of new tactics and methods consistently is a huge asset for the team.

Average Problem-solving Performance – Neutral

[Employee name] manages to get the most out of scarce resources.
You're level-headed when assessing situations and suggesting appropriate solutions.
You can collaborate with other team members to find practical solutions to problems.

Poor Problem-solving Performance – Negative

You need to think independently and work on your capability to deal with unexpected occurrences.
Your performance lacks improvement because you are not bringing innovation into your processes.
[Employee name] tends to hurry in making decisions, sometimes without trying to know the full details of the issue.

13: Good Habits and Work Ethics

Discussing an employee's work ethic and good habits is an elaborate initiative. This can include everything from respecting authority and following instructions, to taking the lead when it’s appropriate. Working diligently and methodically to ensure steady output are also components of a good work ethic.

Use the following performance review phrases examples to provide feedback on your employees‘ ethics and morals:

Outstanding Work Ethic Performance – Positive

[Employee name] resolves client/customer complaints professionally and timely. They are decisive in resolving issues so that the client’s grievance is dealt with swiftly.
You have taken on more responsibilities this past [Time period], like when you [Achievement]. Despite being new to it, you've managed to achieve exceptional results.
[Employee name] has demonstrated exemplary behavior in all aspects of their work, and is repeatedly regarded as highly credible by their co-workers.
You're an effective team player. We love your willingness to help out and contribute whenever we need to meet a deadline.

Good Work Ethic Performance – Positive

You have a strong understanding of your job responsibilities.
[Employee name] continually asks questions to gain more knowledge, admits their mistakes, and takes responsibility for actions.
You've set and demonstrated a high bar for ethical behavior in the workplace, [Employee name].

Average Work Ethic Performance – Neutral

You're respectful and fair towards your team members.
[Employee name] doesn't engage in illegal or unethical business practices.
You can diplomatically handle difficult situations with peers and management.

Poor Work Ethic Performance – Negative

You repeatedly [Unwanted behavior]. Not only is this interfering with your work, it has become a problem for your co-workers.
You have let personal biases influence important decisions related to your work. This is highly undesirable and you need to work on this.
Instead of accepting responsibility for your actions, you frequently look for excuses for failure.

14. Effort and Dedication

Managers are always looking for ways to inspire job dedication in employees.

It's no secret hard-working and dedicated employees get things done accurately and on time. These employees also inspire their colleagues to seek greater success, contributing indirectly to a more productive work environment.

Outstanding Effort Performance – Positive

Not only do you deliver high volumes of work that often meet and exceed expectations, but you're also willing to complete work that falls outside your formal job description. You've contributed actively to accelerating our organization's growth.
[Employee name] actively researches and provides meaningful information to decision-makers, helping them better implement projects.
We respect how you managed our expectations for [Project]. We look forward to you fearlessly pushing back on anything you don’t feel sets our team up for success.

Good Effort Performance – Positive

You're consistent in meeting monthly targets set at the performance appraisal and review checkpoints.
[Employee name] keeps track of inventory levels accurately, which facilitates our supply chain.
[Employee name] is available when needed and works hard to develop constructive working relationships with subordinates and stakeholders.

Average Effort Performance – Neutral

[Employee name] is a goal-oriented person, who sets their own priorities to accomplish set quotas and daily goals.
You show the initiative to find new tasks and require minimal supervision.
You demonstrated initiative when you [Duty carried out] this quarter.

Poor Effort Performance – Negative

I've noticed you're being frequently late to work and missing important deadlines. Is there something you need help with?
You need to be more committed to your work. Currently, your performance is lacking and not at par with our expectations.
You tend to get easily distracted and aren't focusing on achieving your set performance goals.

Performance Review Examples by Job Type

Below, we've listed some more performance review examples, this time categorized by the relevant job. Use these to highlight the strengths and weaknesses of your employees based on your industry and job expectations.

1. Performance Review Examples for Sales Teams

As a sales manager, you need to provide growth-oriented feedback to your team. The better and more relevant your feedback, the more likely your sales team will be to outperform the competition and meet their monthly targets. You can also use performance reviews to identify the root causes of underperforming salespeople and remove obstacles in the way of their success.

Outstanding Sales Performance – Positive

[Employee name], you've exceeded the sales quota by a phenomenal X% this quarter. I'm very proud of you!
Your [Initiative] turned out to be an excellent improvement that directly led to [Result].
You're the chief closer of our sales department. You repeatedly close profitable deals and bring more leads to your sales pipeline.

Good Sales Performance – Positive

We appreciate that you used your discretion and suggested [Initiative] which helped us overcome [Challenge] and [Challenge].
You're a good collaborator and need little or no direction on how to communicate with clients or colleagues.
We want to acknowledge your impact on our sales department's winnings last quarter. You've done a good job by closing X% of your leads.

Average Sales Performance – Neutral

I think you can improve the way you run sales meetings by coming up with more focused agendas.
[Employee name] is willing to participate in [Company]'s optional sales seminar to improve selling skills.
[Employee name] stays consistent in hitting their quotas, helping fuel the sales department's overall results.

Poor Sales Performance – Negative

You're frequently late to sales meetings and 1:1 meetings with the sales manager.
[Employee name] has a passive approach to their development and doesn't start working on discovery before it's specifically assigned to them.
I've found you giving the same sales pitch to every customer. This isn't going to help us close deals. How can we help you work on personalizing your sales messaging?

2. Performance Review Examples for Nursing Staff

Effective performance management is crucial to the professional success of any workplace, and healthcare is no different. Offer planned and structured feedback to your nurses to set a positive course for the future and ensure how they're faring at work.

Outstanding Nursing Performance – Positive

Your expert medical knowledge and emotional investment in your job make you a huge asset to our hospital. We commend you for the lengths you go to in providing exceptional care for our patients.
You consistently provide meaningful information to doctors, helping them treat the patient fast and more effectively.
You were quick to work extra shifts to fill in for fellow nurses, even on short notice. This helped our hospital operate optimally.

Nurse receiving employee rewards and recognition.

Good Nursing Performance – Positive

We commend your selfless dedication to helping others, especially your peers and your patients.
[Employee name] shows sound judgment when evaluating patients, helping them get treated faster.
You always go out of your way to provide emotional support and share your knowledge with your patients.

Average NursingPerformance – Neutral

You maintain a pleasant and friendly demeanor, even under stress.
You're prompt and on time for the start of each workday.
Patients are looked after timely and empathetically.

Poor Nursing Performance – Negative

Even after spending X months on the job, you require constant supervision, or else specific tasks don't get completed.
[Employee name] has often misplaced or lost important documentation related to patients.
You need to show more composure in stressful situations. We recommend practicing mindfulness to avoid feeling overwhelmed.

3. Performance Review Examples for Technicians

When providing feedback to technicians, focus on being helpful and specific. Use examples and instances to reinforce what these employees are doing right and where they can improve.

The following are a few performance review examples you can apply to highlight outstanding performance and lackluster results in the technical department.

Outstanding Technical Performance – Positive

[Employee name] has exceeded the original goal of [Project] by X%. Congratulations to them!
You don’t take a generic “off the shelf” approach to your work, helping you generate tremendous value from each event and service you undertake.
Time and again, you've helped build the team’s knowledge base by sharing expertise on technical issues.

Good Technical Performance – Positive

You can identify potential problem areas before they become major obstacles.
[Employee name] ensures all forms and required paperwork are completed on time, with little to no errors.
Your managers and co-workers have commented on high levels of accuracy and work productivity.

Average Technical Performance – Neutral

We appreciate how you don't require constant supervision.
You can grasp complex technical concepts and explain them to team members when needed.
You can easily implement new technology with minimal supervision or support.

Poor Performance – Negative

We think you should attend additional training sessions to perform better on the job. This will also help you improve your technical knowledge, which we think is something you'll benefit from.
You tend to focus on lower-value work instead of high-level activities, which ultimately prevent the department from hitting our monthly goals.

4. Performance Review Examples for Restaurant Employees

A key aspect of reviewing the performance of restaurant employees is communicating how integral they are to your restaurant's success.

Reconnect them with your mission and show genuine appreciation when needed.

Outstanding Service Performance – Positive

You've worked diligently to improve the overall service quality at our restaurant.
[Employee name] makes our dining experience more delightful with their pleasant demeanor and care for the customer experience.
Even though we've hired you as our hostess, you've helped serve tables when we needed an extra hand, even without us asking you.

Good Service Performance – Positive

We appreciate you for enforcing our standards of cleanliness and sanitation at all times.
You create an overwhelmingly supportive work environment by lifting others up instead of pushing them down.
The fact you readily took sanitation and food handling training to become better at your job hasn't gone unnoticed.

Average Service Performance – Neutral

You show courtesy and gentleness toward guests.
You provide prompt customer service but must work on speed in [Job responsibility].
[Employee name] performs their job optimally but needs guidance with time management.

Poor Service Performance – Negative

You don't keep the manager informed of potential problems as they arise.
You swore in front of a customer, which caused them to ask for another server.
[Employee name] has an inappropriate lack of hygiene observance for food service.

5. Performance Review Examples for Writers

When doing a performance appraisal of writers, be sure to prioritize your comments.

Be considerate and thorough in your feedback, outlining how their writing endeavors are benefiting or hindering the organization.

Outstanding Writing Performance – Positive

We can count on you to find the right approach with any content asset, even the most challenging ones, which has helped us build a stronger online presence.
You repeatedly create exceptional content that addresses our target audience's issues and positions our products as the solution to their problems.
You're a natural storyteller, [Writer name]! You've taken care to explain complicated concepts with exceptional ease while making them engaging.

Good Writing Performance – Positive

You manage to hit all deadlines, even when faced with unexpected scope changes.
You have a way with words, [Writer name]. Your content communicates well and follows the brief.
On a daily basis, you surpass your work quotas without compromising the quality of your writing.

Average Writing Performance – Neutral

[Writer] has a straightforward style of writing that's great for top-of-the-funnel blog posts.
By meeting your deadlines, you've helped drive our content team’s success this quarter.
[Writer name] can convey things literally in their assignments with very little input from editors.

Poor Writing Performance – Negative

It will serve you well to read other people's work and get a fresh perspective on [Topic].
You need to do more in-depth research and focus on the nitty-gritty before handing over an assignment.
[Content asset] has an irregular flow, making it hard for the reader to engage with our message.

6. Performance Review Examples for Freelancers

Freelancers are generally masters of self-reviews, but that doesn’t mean you cannot hold a performance appraisal for them.

Give a clear and simple message that freelancers can easily implement. If you have more than one concern, keep it to less than three separate messages, each focusing on matters directly relevant to their job. For example, meeting deadlines, quality of work, and communication.

Outstanding Freelancer Performance – Positive

You've built strong relationships with our in-house staff. No wonder everyone is eager to work with you!
You managed to exceed expectations when it comes to [Duty], including the quality of work and delivery.
You made an effective system to streamline [Work process] by doing [Action], which significantly helped improve [Result].

Good Freelancer Performance – Positive

You treat our criticism as learning opportunities, which has empowered you to perform well and beyond.
You positively contribute to the overall project execution, all thanks to your consistent and high-quality work.
In addition to setting well-thought-out goals, [Freelancer name] continuously strives to achieve them.

Average Freelancer Performance – Neutral

You complete the projects on time, which is great. But I feel there's a lot of latent potential in you.
You take on each project with earnest effort, which we truly appreciate.

Poor Freelancer Performance – Negative

[Freelancer name] often starts projects without thorough upfront planning, which causes them to miss out on important client instructions like [Example] and [Example].
You need to work on your time management abilities so that projects and tasks are consistently delivered on time. If meeting a deadline is not feasible we expect you to communicate the delay as soon as possible.
You tend to monopolize the conversation during team meetings, often disregarding ideas from other collaborators.

Performance feedback for software engineers.

7. Performance Review Examples for Software Engineers

When doing a performance appraisal for software engineers, make sure you’re specific with your wording and phrases. This means avoiding statements like “Keep doing what you’re doing“ or “Kudos for a work well done.“ Acknowledge their achievements by going into detail.

If you want to provide negative feedback, avoid using one-sided or biased examples that miss key details or are misrepresented. Be fair in your approach and include suggestions you think will help them improve.

Outstanding Development Performance – Positive

You have an error rate below 1% on the [Work product]. This is an extremely rare feat!
With you spearheading [Project], the company saw great results in [Achieved goal].
You know the technology we use like the back of your hand, and you keep informed about any updates or changes.

Good Development Performance – Positive

We can rely on [Employee name] when we need to implement a new software program or app.
You're quick to seek out ways or tools to automate manual tasks to accelerate the development process.
The quantity of work you've produced is outstanding, [Employee name].

Average Development Performance – Neutral

[Employee name]'s error rate is acceptable and all work is completed on time.
[Employee name] regularly services equipment after use.
The team [Employee name] heads performed well over their target in the last quarter.

Poor Development Performance – Negative

You tend to miss small errors in the work product, which leads to undue delays in the overall delivery.
Testers reported several bugs in the last app's beta version. You need to be more focused on your work and actively try to produce quality work.
You're still facing difficulties working with our technology even though our systems have been used for a long time and are properly documented.

Prioritizing Your Employee’s Professional Development

Constructive, measurable feedback such as the examples of performance review comments we’ve given here can significantly enhance your performance evaluation and promote employee engagement. However, it’s also important to note that 85% of employees may quit if they feel they received an unfair performance review.

When giving a performance review, try to keep things civil and productive. You don’t want to give false praise or mislead employees into thinking they’re doing better than the reality. Inflated positive feedback can rob workers of the opportunity to improve. On the other hand, you don’t want to provide vague negative feedback that makes them feel defensive.

Be specific. Use instances and examples that back your statements and provide ideas for improvement to make the appraisal session truly productive and effective.

We also recommend setting up an employee rewards program using tools like Motivosity and Kazoo.

Rana has been creating expert HR Tech content for SelectSoftware Reviews and other publications for over five years. She uses her platform to help business leaders pick the appropriate tools and apply the right strategies to grow their businesses. When she isn't writing, you'll find her binge-watching or binge-reading.

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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.

Performance review comments: three crumpled yellow papers on green surface surrounded by yellow lined papers

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 .

Performance review comments : Teamflect performance reviews example with questions in microsoft teams

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.

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

10 min read

25 Effective Self-Evaluation Examples for Performance Reviews

Performance

4 Tips to Ace Your Self-Evaluation

21 specific self-evaluation performance review examples, maximize your performance review process.

Love them or hate them, performance reviews are a fact of life for most employees. And while the process can at times feel daunting, the feedback received from performance reviews often help mold your skills and provide motivation and understanding of how you contribute to an organization’s overall goals and outcomes.

When we think of what performance reviews entail, we often overlook one of the most critical components to the process: the self evaluation. Self evaluations are a prime opportunity for you to demonstrate what an asset you are to your company and set goals to continue your career growth.

We’ll walk through our best practices for preparing and writing your evaluation, complete with self-evaluation for performance review examples to help you draw inspiration and best present your skills when it’s time for your next review.

Self-Evaluation Performance Review Examples

Be Specific (and Provide Examples)

Being specific adds clarity and situational relevance to your statements. Sharing greater detail about how you’ve reached your goals allows your manager to gain an understanding of your strategic approach, which accurately represents all of the hard work you’ve put into your achievements.

Here, we’ll share 2 self-evaluation for performance review examples and show you how you can improve your comments to be more specific.

Due to my interest and savvy with social media, I generated more MQLs through paid marketing channels.

While you may be savvy with social media, this example fails to convey the many skills and strategies you utilized to meet your goal. It also lacks a clear, measurable example of your accomplishments. Instead, you could share more details such as:

I leveraged keyword research, site traffic analysis, and tracked social media trends to develop targeted and timely content that generated 50 new MQLs through our paid marketing channels, and successfully hit my OKR.

Much like a SMART goal for performance reviews , this example provides specific, measurable examples that illustrate your thought process and strategic approach to achieving your goals.

Include Facts and Figures

A prime example of a good self performance review is one that provides plenty of supporting evidence to back up your claims. Metrics serve as a helpful reference point for managers to clearly understand how your performance impacts results (they also serve as a useful leveraging tool in negotiating things like salary or job title).

Here, we’ll share 2 self-evaluation for performance review examples and show you how you can improve your comments to include metrics.

I managed our social media accounts and drafted the copy for all posts.

This example simply states that you executed a task in your job description, but it fails to convey your impact, which illustrates your value. Instead, share specific examples and numbers such as:

I grew the company LinkedIn following from 250 to 400 followers in 3 months and increased post engagement by 8% through continued interaction, targeted posts, and repurposed content.

This example provides tangible results that clearly lay out how your work benefits the business as well as your measurable progress and achievements.

Download Now: Free Performance Review Toolkit [Get Your Copy]

Continuously strive for growth.

Performance reviews and self-evaluations are a time to reflect on your strengths and accomplishments as well as your areas for improvement. It can feel uncomfortable to discuss your performance shortcomings, as you may be nervous to point out areas of your work that need improvement. However there are ways you can reframe these misses as opportunities to grow rather than failures. Use positive, solution-oriented language that looks to the future when evaluating areas of improvement.

Some phrases you can try are:

An area I’d like to focus on is …
This is what I’ve discovered thus far…
This is how I’d like to proceed in the future…
What I’ve learned from this is…

Track Your Accomplishments

You do a lot in the day-to-day of your role, and by the time self-evaluations come around, it can be difficult to recall the many accomplishments and tasks you’ve achieved throughout the year.

A strategic way to refresh your memory and always have a pool of specific examples for a good self performance review is to maintain a running list of your accomplishments throughout your time at your company. This can be as simple as keeping a Word doc, notes app, or a dedicated notebook that you regularly update, we recommend closing out your week by listing out your accomplishments to keep this list up to date.

Self-evaluation questions vary from company to company, and even sometimes from department to department, however these core themes often show up in all self-assessments. Being able to assess and articulate your strengths and weaknesses in each area will allow you to write a comprehensive self-evaluation to best reflect your value as an employee.

In each category we’ll share what questions you should ask yourself, as well as several examples of a good self performance review as it relates to each category.

Can I effectively and efficiently run a team while giving clear guidance? What are my strengths and weaknesses in this area?

Here, we’ll share 6 self-evaluation for performance review examples illustrating both strengths and areas for improvement as it relates to leadership.

I communicate clearly and effectively with my team so they have the tools and clarity they need to achieve their best outcomes. One way I achieve this is by setting aside 15 minutes before each meeting to review the key objectives and action items I’d like to focus on for that call.
I provide systems and structure for my teams to reference so they understand what is expected of them and who they can collaborate with on any given task. An example of how I’ve done this is by implementing a team board in Asana to map out and track our key objectives and tasks.
I create an open and honest work environment, and make my team feel safe to come to me with any concerns or questions they might have. I set a recurring “office hours” block on my calendar and communicated to my team that I am available to them to answer any questions or provide support should they need it.

Areas for Improvement

I am working on incorporating more positive feedback and celebrating my team’s achievements in our weekly meetings.
An area I’d like to focus on is improving my delegation skills across my team.
I often work late and send messages outside of working hours. What I’m learning from this is it puts pressure on my team and sets an expectation that we should work outside business hours. I’d like to begin scheduling my communications to be sent out during working hours to respect my team’s work/life balance.

Team Collaboration

How do I approach collaborating within my team as well as across other departments in the organization?

Here, we’ll share 6 self-evaluation for performance review examples illustrating both strengths and areas for improvement as it relates to team collaboration.

I thrive in a collaborative environment because my colleagues’ ideas and drive motivate me and inspire creativity. I regularly ask for input and feedback from my colleagues with the help of surveys and incorporate their direction into my projects and work.
I am constantly workshopping new ways to share ideas across teams, and recently implemented a Miro board to gather team input on projects.
Last quarter I put a call out to our engineering team for guest posts for our company blog. I recognize that other departments’ expertise and input are valuable to our brand and our collaboration can boost our marketing efforts.
I struggle to initiate collaborations with new team members because I am concerned that they will feel overwhelmed. I am learning to check in with these new employees and gauge their interest and bandwidth rather than assume they’re unable to collaborate.
I am learning that my enthusiasm at times can cause me to take up the majority of speaking time during team meetings, hindering team members from sharing their ideas. In the future, I’d like to come up with 2-3 ideas and allow others to speak before me.
I have a tendency to offer to be the final editor on projects before they are submitted, and have found it is a way for me to maintain control over a project. I am learning it’s important to allow others the opportunity to take the lead.

Creativity and Innovation

Am I able to think outside the box to develop new ways of doing things? What new methods or practices did I adopt or create? How did they contribute to my role?

Here, we’ll share 6 self-evaluation for performance review examples illustrating both strengths and areas for improvement as it relates to creativity and innovation.

I consistently demonstrated a willingness to experiment with new ideas and take calculated risks in my work. By trying out new approaches and processes, I was able to identify opportunities for improvement and develop innovative solutions to drive efficiency and productivity. One example is when I proposed and implemented a new system for tracking project progress that enabled our team to quickly identify bottlenecks and make adjustments to our workflow.
I actively sought out opportunities to bring creativity and innovation to my work this year. For example, I suggested and implemented a new approach to data visualization that made our reports more engaging and accessible to our target audience.
I took an innovative approach to my work this year by experimenting with new technologies and tools. For example, I explored the use of softwares to automate routine tasks and improve the accuracy of customer outreach.
I’d like to pursue more learning opportunities such as free courses and webinars to expand my knowledge on creating TikTok content for our social media presence.
An area I’d like to focus on is developing my creative thinking skills in order to come up with more innovative solutions to complex problems rather than rely on existing ideas. To improve in this area, I plan to spend more time brainstorming and experimenting with new ideas to solve problems.
I’ve found I struggle to effectively communicate my creative ideas and proposals to others. In the future I plan to practice presenting my ideas to different audiences and seek out opportunities to participate in collaborative brainstorming sessions to develop my communication and collaboration skills around creativity.

Achievements

Did I successfully achieve the goals my manager and I set for my role? How do I contribute to the overall success of the organization? What are my top achievements since my last performance review?

Here, we’ll share 6 self-evaluation for performance review examples illustrating both strengths and areas for improvement as it relates to achievements.

I successfully launched an onboarding program for new hires in Q1. To do this I researched best practices, and developed materials such as onboarding checklists and standardized our company welcome letter to create consistency and help ensure all bases were covered.
I have demonstrated strong initiative and ownership in my work, leading the successful completion of multiple projects on time and within budget. I’ve done so by setting SMART goals for myself at the beginning of each quarter to ensure I remain on track and focused.
I proactively identified and resolved technical issues that arose during our product launch, that helped mitigate potential risks and ensure a seamless launch. I did so by conducting regular audits and working closely with the UX team to remain up to date on user feedback.

Performance reviews don’t have to be a dreaded task, with the right framework and guidance, the exercise can become a useful tool in self-reflection and professional development. Allow these self-evaluation for performance review examples to guide you to a concise and complete evaluation during your next performance review. For more resources to improve your review cycle, download our free performance review questions template .

To learn how Omni can automate and digitize your performance review process, schedule a demo with our team.

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26 Expert-Backed Problem Solving Examples – Interview Answers

Published: February 13, 2023

Interview Questions and Answers

Actionable advice from real experts:

Biron Clark

Former Recruiter

Contributor

Dr. Kyle Elliott

Career Coach

Hayley Jukes

Editor-in-Chief

Biron Clark , Former Recruiter

Kyle Elliott , Career Coach

Hayley Jukes , Editor

As a recruiter , I know employers like to hire people who can solve problems and work well under pressure.

A job rarely goes 100% according to plan, so hiring managers are more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical.

But how do they measure this?

Hiring managers will ask you interview questions about your problem-solving skills, and they might also look for examples of problem-solving on your resume and cover letter.

In this article, I’m going to share a list of problem-solving examples and sample interview answers to questions like, “Give an example of a time you used logic to solve a problem?” and “Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?”

Problem-solving involves identifying, prioritizing, analyzing, and solving problems using a variety of skills like critical thinking, creativity, decision making, and communication.
Describe the Situation, Task, Action, and Result ( STAR method ) when discussing your problem-solving experiences.
Tailor your interview answer with the specific skills and qualifications outlined in the job description.
Provide numerical data or metrics to demonstrate the tangible impact of your problem-solving efforts.

What are Problem Solving Skills?

Problem-solving is the ability to identify a problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation.

Problem-solving encompasses other skills that can be showcased in an interview response and your resume. Problem-solving skills examples include:

Critical thinking
Analytical skills
Decision making
Research skills
Technical skills
Communication skills
Adaptability and flexibility

Why is Problem Solving Important in the Workplace?

Problem-solving is essential in the workplace because it directly impacts productivity and efficiency. Whenever you encounter a problem, tackling it head-on prevents minor issues from escalating into bigger ones that could disrupt the entire workflow.

Beyond maintaining smooth operations, your ability to solve problems fosters innovation. It encourages you to think creatively, finding better ways to achieve goals, which keeps the business competitive and pushes the boundaries of what you can achieve.

Effective problem-solving also contributes to a healthier work environment; it reduces stress by providing clear strategies for overcoming obstacles and builds confidence within teams.

Examples of Problem-Solving in the Workplace

Correcting a mistake at work, whether it was made by you or someone else
Overcoming a delay at work through problem solving and communication
Resolving an issue with a difficult or upset customer
Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
Troubleshooting and resolving technical issues
Handling and resolving a conflict with a coworker
Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
Taking initiative when another team member overlooked or missed something important
Taking initiative to meet with your superior to discuss a problem before it became potentially worse
Solving a safety issue at work or reporting the issue to those who could solve it
Using problem solving abilities to reduce/eliminate a company expense
Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
Changing how a process, team, or task is organized to make it more efficient
Using creative thinking to come up with a solution that the company hasn’t used before
Performing research to collect data and information to find a new solution to a problem
Boosting a company or team’s performance by improving some aspect of communication among employees
Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem-Solving Examples for Recent Grads/Entry-Level Job Seekers

Coordinating work between team members in a class project
Reassigning a missing team member’s work to other group members in a class project
Adjusting your workflow on a project to accommodate a tight deadline
Speaking to your professor to get help when you were struggling or unsure about a project
Asking classmates, peers, or professors for help in an area of struggle
Talking to your academic advisor to brainstorm solutions to a problem you were facing
Researching solutions to an academic problem online, via Google or other methods
Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

How To Answer “Tell Us About a Problem You Solved”

When you answer interview questions about problem-solving scenarios, or if you decide to demonstrate your problem-solving skills in a cover letter (which is a good idea any time the job description mentions problem-solving as a necessary skill), I recommend using the STAR method.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them.

Start by briefly describing the general situation and the task at hand. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact. Finally, describe the positive result you achieved.

Note: Our sample answers below are structured following the STAR formula. Be sure to check them out!

EXPERT ADVICE

Dr. Kyle Elliott , MPA, CHES Tech & Interview Career Coach caffeinatedkyle.com

How can I communicate complex problem-solving experiences clearly and succinctly?

Before answering any interview question, it’s important to understand why the interviewer is asking the question in the first place.

When it comes to questions about your complex problem-solving experiences, for example, the interviewer likely wants to know about your leadership acumen, collaboration abilities, and communication skills, not the problem itself.

Therefore, your answer should be focused on highlighting how you excelled in each of these areas, not diving into the weeds of the problem itself, which is a common mistake less-experienced interviewees often make.

Tailoring Your Answer Based on the Skills Mentioned in the Job Description

As a recruiter, one of the top tips I can give you when responding to the prompt “Tell us about a problem you solved,” is to tailor your answer to the specific skills and qualifications outlined in the job description.

Once you’ve pinpointed the skills and key competencies the employer is seeking, craft your response to highlight experiences where you successfully utilized or developed those particular abilities.

For instance, if the job requires strong leadership skills, focus on a problem-solving scenario where you took charge and effectively guided a team toward resolution.

By aligning your answer with the desired skills outlined in the job description, you demonstrate your suitability for the role and show the employer that you understand their needs.

Amanda Augustine expands on this by saying:

“Showcase the specific skills you used to solve the problem. Did it require critical thinking, analytical abilities, or strong collaboration? Highlight the relevant skills the employer is seeking.”

Interview Answers to “Tell Me About a Time You Solved a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” or “Tell me about a time you solved a problem,” since you’re likely to hear different versions of this interview question in all sorts of industries.

The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate.

1. Analytical Thinking

Situation: In my previous role as a data analyst , our team encountered a significant drop in website traffic.

Task: I was tasked with identifying the root cause of the decrease.

Action: I conducted a thorough analysis of website metrics, including traffic sources, user demographics, and page performance. Through my analysis, I discovered a technical issue with our website’s loading speed, causing users to bounce.

Result: By optimizing server response time, compressing images, and minimizing redirects, we saw a 20% increase in traffic within two weeks.

2. Critical Thinking

Situation: During a project deadline crunch, our team encountered a major technical issue that threatened to derail our progress.

Task: My task was to assess the situation and devise a solution quickly.

Action: I immediately convened a meeting with the team to brainstorm potential solutions. Instead of panicking, I encouraged everyone to think outside the box and consider unconventional approaches. We analyzed the problem from different angles and weighed the pros and cons of each solution.

Result: By devising a workaround solution, we were able to meet the project deadline, avoiding potential delays that could have cost the company $100,000 in penalties for missing contractual obligations.

3. Decision Making

Situation: As a project manager , I was faced with a dilemma when two key team members had conflicting opinions on the project direction.

Task: My task was to make a decisive choice that would align with the project goals and maintain team cohesion.

Action: I scheduled a meeting with both team members to understand their perspectives in detail. I listened actively, asked probing questions, and encouraged open dialogue. After carefully weighing the pros and cons of each approach, I made a decision that incorporated elements from both viewpoints.

Result: The decision I made not only resolved the immediate conflict but also led to a stronger sense of collaboration within the team. By valuing input from all team members and making a well-informed decision, we were able to achieve our project objectives efficiently.

4. Communication (Teamwork)

Situation: During a cross-functional project, miscommunication between departments was causing delays and misunderstandings.

Task: My task was to improve communication channels and foster better teamwork among team members.

Action: I initiated regular cross-departmental meetings to ensure that everyone was on the same page regarding project goals and timelines. I also implemented a centralized communication platform where team members could share updates, ask questions, and collaborate more effectively.

Result: Streamlining workflows and improving communication channels led to a 30% reduction in project completion time, saving the company $25,000 in operational costs.

5. Persistence

Situation: During a challenging sales quarter, I encountered numerous rejections and setbacks while trying to close a major client deal.

Task: My task was to persistently pursue the client and overcome obstacles to secure the deal.

Action: I maintained regular communication with the client, addressing their concerns and demonstrating the value proposition of our product. Despite facing multiple rejections, I remained persistent and resilient, adjusting my approach based on feedback and market dynamics.

Result: After months of perseverance, I successfully closed the deal with the client. By closing the major client deal, I exceeded quarterly sales targets by 25%, resulting in a revenue increase of $250,000 for the company.

Tips to Improve Your Problem-Solving Skills

Throughout your career, being able to showcase and effectively communicate your problem-solving skills gives you more leverage in achieving better jobs and earning more money .

So to improve your problem-solving skills, I recommend always analyzing a problem and situation before acting.

When discussing problem-solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Don’t just say you’re good at solving problems. Show it with specifics. How much did you boost efficiency? Did you save the company money? Adding numbers can really make your achievements stand out.

To get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t.

Think about how you can improve researching and analyzing a situation, how you can get better at communicating, and deciding on the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem-solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem-solving ability.

More Interview Resources

3 Answers to “How Do You Handle Stress?”
How to Answer “How Do You Handle Conflict?” (Interview Question)
Sample Answers to “Tell Me About a Time You Failed”

About the Author

Biron Clark is a former executive recruiter who has worked individually with hundreds of job seekers, reviewed thousands of resumes and LinkedIn profiles, and recruited for top venture-backed startups and Fortune 500 companies. He has been advising job seekers since 2012 to think differently in their job search and land high-paying, competitive positions. Follow on Twitter and LinkedIn .

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Analytical Skills: 40 Useful Performance Feedback Phrases

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

Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Analytical Skills: Exceeds Expectations Phrases

Thinks out of the box and always comes up with effective solutions to big problems
Excels at employing critical thinking skills when evaluating information to make decisions
Excels at analyzing complex and large volumes of data and finding trends in that data
Demonstrates outstanding abilities to collect accurate data before analyzing it
Leads in identifying a problem and creating a remedy to avoid it recurring or becoming a major problem
Demonstrates excellent oral and written communication skills when sharing an analysis with others
Possesses outstanding abilities to understand and analyze numerical data and to make the right conclusions
Excels at working with graphical information and is an expert in using a wide range of graphical software
Possesses an exceptional ability to remember information and has a strong visual perception of information
Demonstrates exceptional knowledge of numbers and figures and is able to interpret mathematical information

Analytical Skills: Meets Expectations Phrases

Demonstrates willingness to learn how to work with graphical information
Makes enough effort to search for the best sources of information
Relies on technical tools to understand trends when analyzing data
Shows willingness to learn how to use critical thinking skills when evaluating information
Encourages others to think out of the box when coming up with a solution to solve a problem
Seeks for assistance when analyzing complex and large volumes of data
Understands a good number of data collection techniques and makes an effort to collect the right information
Relies on existing solutions and examples when dealing with a problem
Encourages others to use appropriate oral and written communication skills when sharing an analysis with others
Shows willingness to learn how to work with numbers and figures and how to interpret mathematical information

Analytical Skills: Needs Improvement Phrases

Lags behind in identifying a problem and is often unable to come up with an effective solution to a problem
Demonstrates weak oral and written communication skills when sharing an analysis with others
Does not understand how to work with graphical information and does not know how to use graphical software
Hardly remembers information and has a poor visual perception of information
Hardly seeks for assistance when faced with challenges when analyzing complex and large volumes of data
Demonstrates little knowledge of working with numbers and figures and is often unable to interpret mathematical information
Possesses little understanding about the reliable data collection techniques and ends up analyzing inaccurate data
Makes little effort to search for the best sources of information
Does not show willingness to learn how to use critical thinking skills when evaluating information
Rarely thinks outside the box and is always unable to come up with a solution to solve a problem

Analytical Skills: Self Evaluation Questions

Can you think of a small problem you ever identified and solved before it could turn into a big problem?
What steps do you follow when studying a problem before making a final conclusion
Can you describe a task you did that tested your analytical abilities?
Can you recall any problem you solved that required analyzing complex and large volumes of data?
What is the most complex analytical task you have ever undertaken?
Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem?
How often do you encourage others to think outside the box when trying to solve a problem?
What efforts are you making to search for the best sources of information?
How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis?
What efforts are you making to improve your knowledge to work with numbers and figures?

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Attendance. Here are 7 positive examples of performance review phrases for being attentive : Replies to emails and attends calls of stakeholders on time. Attend conferences, workshops, and seminars on time at all times. Always arrive on time for work each day. Completed X years of flawless attendance.
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🕵️Performance review comments about problem solving. If your employee is meeting expectations… 19. "You're persistent about solving problems, and you were able to [unique solution] when we struggled to [problem]." 20. "[Specific project] made it evident that you consider numerous solutions before choosing a way forward." 21.
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Here are some performance review phrases on the quality of work. Positive: "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.".
47 Useful Performance Review Phrases By Skills (With Examples)
Being creative is a vital attribute for employees whose work involves solving problems. Here are examples of phrases to describe an employee's creativity and problem-solving skills in a performance review: 12. "Takes the initiative when there's a need to solve a complex problem preventing the achievement of tasks" 13.
25 Effective Self-Evaluation Examples for Performance Reviews
Here, we'll share 2 self-evaluation for performance review examples and show you how you can improve your comments to include metrics. I managed our social media accounts and drafted the copy for all posts. This example simply states that you executed a task in your job description, but it fails to convey your impact, which illustrates your ...
Problem Solving: 40 Useful Performance Feedback Phrases
Problem Solving: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce. Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.
Critical Thinking: 40 Useful Performance Feedback Phrases
Critical Thinking: Meets Expectations Phrases. Uses strategic approachability and skill when it comes to solving issues. Demonstrates well assertive and decisive ability when it comes to handling problems. Tries to always consider all factors at play before deciding on a particular methods or way.
26 Expert-Backed Problem Solving Examples
Examples of Problem Solving Scenarios in the Workplace. Correcting a mistake at work, whether it was made by you or someone else. Overcoming a delay at work through problem solving and communication. Resolving an issue with a difficult or upset customer. Overcoming issues related to a limited budget, and still delivering good work through the ...
Inverse design of electromagnetic metamaterials: from ...
In recent years, considerable research advancements have emerged in the application of inverse design methods to enhance the performance of electromagnetic (EM) metamaterials. Notably, the integration of deep learning (DL) technologies, with their robust capabilities in data analysis, categorization, and interpretation, has demonstrated revolutionary potential in optimization algorithms for ...
Analytical Skills: 40 Useful Performance Feedback Phrases
Demonstrates outstanding abilities to collect accurate data before analyzing it. Leads in identifying a problem and creating a remedy to avoid it recurring or becoming a major problem. Demonstrates excellent oral and written communication skills when sharing an analysis with others. Possesses outstanding abilities to understand and analyze ...

Problem Solving Skills: Performance Review Examples (Rating 1 – 5)

Performance Review Phrases and Paragraphs Examples For Problem Solving

Paragraph Example 1

Paragraph Example 2

4 – Exceeds Expectations

3 – Meets Expectations

2 – Needs Improvement

1 – Unacceptable

150 Performance Review Examples and Phrases for Giving Effective Feedback

Table of Contents

What is a performance review?

150 Useful performance review phrases

1. Teamwork

2. Attendance

3. Interpersonal skills

4. Communication skills

5. Achievement

6. Innovation and creativity

7. Leadership

8. Attitude

9. Time management

10. Productivity

11. Accountability

Frequently asked questions (FAQs)

1. What is an employee performance review?

2. What should a performance evaluation of an employee contain?

3 . What are some examples of good performance reviews for employees?

4. What are some of the areas of improvement for employees?

5. What are some examples of performance reviews concerning leadership?

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28 Performance Review Summary Examples - Phrases & Expert Tips

What is a performance review?

What are the benefits of performance reviews?

What to say

🏅Performance review comments about leadership

🤝Performance review comments about teamwork and collaboration

📞Performance review comments about communication

🕵️Performance review comments about problem solving

🪴Performance review comments about growth and development

6 more tips for top-notch performance reviews

1. Collect peer feedback

2. Avoid ganging up

3. Provide specific examples

4. Don’t skip the positives

5. Remember to listen

6. Check in frequently

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Get your free performance review templates

The Importance of Performance Reviews

Best Practices: How to Write a Performance Review

Pitfalls to Avoid in Performance Reviews

What Not to Say in a Performance Review

What to Say in a Performance Review:

Performance Review Phrases & Performance Review Comments

Example Phrases & Comments: Communication Skills

Example Phrases & Comments: Teamwork and Collaboration

Example Phrases & Comments: Problem-Solving and Decision Making

Example Phrases & Comments : Adaptability and Flexibility

Example Phrases & Comments: Customer Focus

Example Phrases & Comments: Leadership and Influence

Example Phrases & Comments: Innovation and Creativity

Example Phrases & Comments: Technical and Professional Proficiency

Example Phrases & Comments: Results Orientation and Execution

Example Phrases & Comments: Integrity and Ethics

Example Phrases & Comments: Cultural Competency

Example Phrases & Comments: Initiative and Self-Motivation

Performance Review Questions

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