assignment appraisal objectives sample

Performance Appraisal: Objectives And Goals

It’s January 1. Riya has prepared a list of personal goals she intends to achieve by the end of the…

It’s January 1. Riya has prepared a list of personal goals she intends to achieve by the end of the year. These objectives keep her going throughout the year, motivating her to do her best. Just like Riya, organizations, too, can benefit from goal setting when it comes to performance appraisal.

A crucial part of an organization’s growth strategy, performance appraisal is a periodic evaluation of an employee’s performance and contribution to the organization. Managers assess employees’ job-specific skills, behavior, accomplishments and shortfalls—rewarding high-performers and training those who are falling behind.

Setting performance appraisal goals is at the heart of a successful appraisal process. These objectives help align employees with the organization’s mission. Employees know what’s expected of them and are able to put their best foot forward by delivering quality work.

Objectives Of Performance Appraisal

Examples of performance appraisal goals, importance of appraisal goal setting, the right tools to drive performance.

The objectives of performance appraisal go beyond simply boosting workforce productivity. Let’s look at some of the top performance appraisal goals and objectives:

Providing Frequent Feedback

Regular feedback is a significant performance appraisal objective. Managers should provide frequent actionable feedback to employees through a performance appraisal process. Not only does such feedback keep employees focused on end goals but it also steers them in the right direction, increasing their ability to contribute meaningfully.

Establishing SMART Goals

A major performance appraisal objective is establishing a set of well-defined goals to be achieved within a time frame. Such goals should be specific, measurable, achievable, relevant and timely (SMART). They should give employees a clear picture of the expected standards of performance.

Simplifying Promotions

A performance appraisal process is the best way to identify high-performing employees and reward them accordingly. Managers assess employee performance over a set period and analyze whether they’ve met their goals. This allows them to easily determine who’s ready to move on to a bigger role within the organization.

Highlighting Training Needs

Determining training needs is a significant performance appraisal objective. An effective performance appraisal process highlights gaps between expected and actual performance of employees. This helps managers decide which employees need training to improve their skill set and lets them fine-tune their existing training programs based on areas of concern.

Workforce Planning

Workforce planning is another top performance appraisal objective. A performance appraisal process should help organizations get a clear picture of their competencies, set a benchmark for future hires and realign employees to meet evolving business requirements. Managers map out a future course of action based on factors such as available skill sets and changing roles, which determine whether the organization’s future needs shall be met by recruiting, training or outsourcing talent.

An underperforming workforce can reflect badly on the business. Organizations must ensure they’re working with the right performance appraisal objective in mind to be able to achieve the desired outcomes.

Appraisal goal setting is the first step to creating an impactful performance evaluation process that helps organizations retain and nurture the best talent. Here are a few examples of performance appraisal goals:

Efficiency Goals

Managers set efficiency goals to measure whether an employee is executing a task in the correct way with minimum wastage of time and effort. Efficiency goals help employees reduce errors in work and achieve more in less time without compromising on quality. Asking an employee to earn 10% more revenue from outside sales in a particular month is an example of an efficiency goal.

Collaboration Goals

Collaboration and teamwork in the workplace can not only stimulate productivity but also reduce costs, save time and foster a sense of camaraderie among coworkers. Collaboration goals are intended to bring complementary skill sets together and create a harmonious working environment. Employees are able to share knowledge and learn from one another. Examples of collaboration goals include asking an employee to work with their colleague to prepare a detailed customer segment analysis within a week.

Workflow Goals

Workflow goals are any goals that result in the successful completion of a project or assignment. Such goals can focus on customer needs, domain expertise or software use. Asking an employee to familiarize themselves with the technicalities of the new software on board is an example of a workflow goal.

Professional Development Goals

To stay relevant in a highly competitive business environment, employees must consistently keep up with the latest developments and best practices in their field. Professional development goals help employees polish existing skills, stay up-to-date and increase their competency in the workplace. Examples of such goals include concentrating on developing a particular skill over a set time frame, completing a training course within a specified period or taking on new responsibilities in the organization.

Personal Development Goals

Foundational skills such as communication, leadership or problem-solving, adaptability, decision-making and eagerness to learn can be as effective as technical skills in ensuring employee success and organizational growth. Personal development goals focus on soft skills, allowing employees to track their own progress over time, maximize potential, improve working relationships and grow as an individual. ( Xanax ) Common personal development goals are nurturing active listening ability, developing emotional resilience or improving people skills.

As these examples of performance appraisal goals show, powerful appraisal goals translate to improved workforce performance. It’s imperative for organizations to set strategic and engaging goals to refine their performance appraisal process and drive profitability.

Establishing definite performance appraisal goals is important in more ways than one. It benefits both organizations and their employees, setting the stage for effective workplace communication and promoting transparency. Here’s why appraisal goal setting is important:

Motivates Employees

Appraisal goal setting is a great opportunity to keep employees motivated and invested in the work they do. Without proper appraisal goals to guide them, employees may lose confidence, which hampers productivity. Purpose-driven employees are more efficient, they understand how their personal goals fit into the bigger picture and can push themselves to reach the required levels.

Time Management

In a competitive business environment, time is of the essence. With definite performance appraisal goals in place, employees can effectively manage their time, learning to prioritize tasks and keep distractions at bay. This helps them stay on track and complete projects on schedule.

A Measure For Progress

Managers measure employee progress against a set of predetermined performance appraisal goals and objectives. It gives them a clear picture of employee productivity, deviations from expectations and factors hindering progress, if any. It also highlights the effectiveness of the appraisal system, allowing managers to fine-tune the process if necessary.

Creates A Paper Trail

An organization usually documents the performance appraisal goals it sets and the feedback received during the employee evaluation process. These documents serve as legal evidence that employees were aware of the expected standards of their job. The organization is able to demonstrate that all promotion and/or termination decisions were made based solely on performance and were free from bias or discrimination. Such documents can also help managers develop a performance improvement plan for employees under review.

Setting performance appraisal goals guides employees, keeps them focused and improves job satisfaction. All of this results in reduced turnover rate and better profitability for the organization.

A successful performance appraisal process begins and ends with the managers of an organization. Managers must define appraisal objectives, discuss employee goals, measure performance and offer feedback. They need to be able to extract the best from the teams and employees they evaluate, developing a robust appraisal system that yields long-term benefits for the organization.

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The program curriculum incorporates academically-robust and application-oriented concepts such as the SMART Framework, Bruce Tuckman Model, Skill-Will Matrix, System 1 & 2 Thinking and Leadership Equation. Complete with a skill map of 15 must-have “Thrive Skills”, the program equips managers to successfully mentor employees, define clear roles and expectations, delegate tasks effectively, invest in their team members’ growth and analyze problems from different perspectives.

Harappa’s signature 10 on 10  pedagogy combines 10 key elements across three critical phases. The 15-week program Activates, Cultivates and finally Elevates the cohort’s performance to achieve transformative outcomes. Cohort engagement and skills benchmarking are a part of activation. Cultivation brings in self-paced online courses, live masterclasses, habit drills and prompt-rich nudges. Elevation completes the picture with a dynamic dashboard, a behavior custodian, meaningful milestones and observed feedback.

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Performance Evaluation Goals and Objectives With Examples

Setting goals is essential to motivate employees. As a supervisor, it can be challenging sometimes to encourage your team. This article explains the underlying purpose of employee performance reviews and how you can set goals to help your employees achieve more successful results for their role.

Why are performance review goals important? 

Performance review goals are vital for motivation, development and even corporate protection. Clear communication about what the organization expects can help employees stay positive and focused throughout their employment. By giving performance evaluations, you and your employees can concentrate on areas of improvement and achievable goals. 

Some possible performance review goals include:

It is important to explain clearly to employees what you expect from them. You and the employee must understand the objective and the results you both need to achieve. One of these objectives is to motivate the employees to provide quality work.

Employee development and organizational improvement

The performance evaluation is a tool that employees can use to improve their personal growth and achieve professional goals. Taking the time to write down the goals helps the employees to see what they need to do to accomplish them. During the evaluation, you and the employee talk about the results you want to achieve and come to an agreement on how to get there. The employee commits to achieve the assigned goals, while you commit to supporting them in their career growth.

Protection for both the employee and the employer

During the evaluation, you should document each area of goal setting and feedback. This documentation proves that you provided clear explanations of what the company expects from employees in their jobs. It is legal evidence that you actively involved your employees in the recognition and promotion process without discrimination. If the employee needs more time or support to achieve the assigned goals, the documentation can serve to develop a performance improvement plan.

Performance evaluation goals examples

When setting up your performance goals, make sure they are SMART goals. SMART stands for specific, measurable, achievable, relevant and timely. 

Here is a list of employee evaluation goals examples you can customize and use during your reviews:

Learn more:  SMART Goals: Definition and Examples

Productivity goals

Productivity goals allow the company to produce more in the same time frame. You should measure productivity goals in the number of clients served, the number of units produced or percentages. 

Example:  To conclude two more sales each week until reaching 12 sales a week. 

Efficiency goals

The objective here is to make fewer mistakes, accomplish more and produce better output over time. Provide a precise measure to help the employee assess their work. Encourage the employee to be more strategic in their approach to work. If they are in a problem-solving role, you can advise them to target the problem more efficiently.

Example:  Achieve a yearly average of 90% satisfaction on all customer service surveys.

Education goals

Education brings value to both the employee and the organization. Setting milestones helps an employee reach their educational goals. It can be especially motivating for an employee who wants to be promoted to a management position in the organization or who wishes to receive a pay raise.

Example:  To complete all training sessions before the next performance review, or to complete an MBA program within three years.

Communication goals

This is a self-development goal. The supervisor can help an employee to acquire and develop soft skills by challenging them to accomplish specific goals. 

Example:  Participate actively by sharing one point at every weekly meeting.

Example of public speaking objective:  Lead a discussion at the weekly team meeting on November 20 to improve your public speaking skills.

Creativity and problem-solving goals

To encourage creativity and problem-solving, you can lead the employee in a practical approach to developing creative solutions.

Example:  Create a shortlist of options for the department’s new software. Perform tests of all the options, and provide feedback on your recommendations.

Documentation goals

The objective is to ensure that an employee documents the evolution of projects and the current situation of the business. Assign a clear deliverable and due date, and tell them who to send the documentation to. 

Example:  By the first Monday of every month, provide the executive team a status update for the software implementation project.

Program maintenance goals

Program maintenance is the process of remodeling software or programs after their delivery to accomplish the forecasted outcomes. The end result is to correct eventual errors and improve performance.

Example:  By the end of the quarter, design a program launch checklist. List every task, specify a task owner and set due dates.

Leadership goals

The objective is to align your employee’s behavior with the company’s strategy and get results.

Example:  Schedule and lead weekly team meetings. Provide an agenda for every meeting, and distribute minutes with action requests within the three days following the meeting.

Example:  Encourage the team’s professional development by organizing at least one instructor-led course at which all team members will attend. Achieve this before the next yearly review.

Attendance and dependency goals

It is sometimes useful to review the expectations in terms of time and attendance with the employee. You can help to redefine on what time the shift begins and encourage punctuality. 

Example : Arrive on time for weekly team meetings. It shows your respect for your colleagues’ time. The team appreciates your creativity and enthusiasm.

Time management goals

Time management is a skill that an employee can acquire with some support. A time management goal will help the employee understand what they need to complete some tasks and how to create a plan.

Example:  Sit with the manager for 10 minutes every morning to review and prioritize the tasks to perform. 

Safety and compliance goals

To make sure all employees follow the safety rules, you need training activities and documentation. The employee responsible must regularly review the safety requirements and keep track of these.

Example:  Manage all necessary preventive maintenance activities on the first Monday of each month, and document your finished work in the monthly log on the day you complete it.

Project management goals

To improve project management abilities, you can encourage your employee to better structure and plan their tasks.

Example:  Use the online document management software program for 100% of company construction projects this year.

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Employee performance goals & examples: The ultimate guide

Research shows that employees with clear performance goals are over three times more likely to be committed to their company and over six times more likely to recommend their company as a great place to work than those without measurable goals. The best work performance goal examples align with larger organizational objectives, making this effect even stronger. Employees who understand how their goals contribute to the bigger picture are an impressive ten times more inspired and motivated to take action at work than those who don’t. (1)

However, according to recent Leapsome data, a third of employees are unhappy with the current performance goal-setting and measurement process at their companies. (2) 

Defining ambitious, aligned, and achievable employee performance goals is no simple task. If you focus too much on organizational or team-level objectives, you’ll end up focusing on performance metrics that aren’t really under your employees’ control. Going too far in the other direction will leave you with work performance goals that don’t move the needle on the company’s strategic aims. 

The most effective way to empower your team members for success is by working together to establish goals that are both impactful and realistic.

This article will show you how to do just that. We’ll discuss what makes a great employee performance goal and share our top eight examples of performance goals for employees. Let’s get started.

1. BI Worldwide , 2021

2. Leapsome Workforce Trends Report , 2023 ‍

🌟 Want to help your employees reach their full potential?  Use our best-practice question template to run performance reviews that enable and empower your people. 👉 Download now  

Definition of performance goals 

Performance goals are strategic objectives that guide employees towards fulfilling the requirements of their role and contributing to team and company success. Individual performance goals are tailored to each employee, serving as a roadmap for what they’re expected to accomplish within a specific timeframe.

It’s generally best to define performance goals in collaboration with the relevant employees. By involving them in the process, you can co-create effective, realistic objectives that they’re invested in. Setting good business goals for employees builds a culture of accountability and excellence, where every team member understands their role in the bigger picture and strives to perform at their best.

There are slightly different definitions of performance goals according to different models.  ‍

The OKR framework breaks goals into objectives (clear, inspiring statements of what the employee should aim to accomplish) and key results (measurable outcomes that show progress toward the objective). 

Let’s look at two individual performance objectives examples with relevant key results:  ‍

Employee objective:

• Develop my leadership skills over the next 6 months

Example key results: 

• Mentor two colleagues and get positive feedback on my mentorship skills from them in my next 360 review .
• Lead two company-wide presentations by the end of Q3 ‍
• Deliver an exceptional customer experience in 2024
• Proactively engage five customers per month on new offerings and solutions by end of Q2
• Get a customer satisfaction score of 5 out of 5 for 80% of my customers by end of Q3 ‍

John Doerr, author of Measure What Matters , highlights the importance of clear, numbers-driven key results:  “Key results benchmark and monitor how we get to the objective. Effective KRs are specific and time-bound, aggressive yet realistic. Most of all, they are measurable and verifiable. As prize pupil Marissa Mayer would say, ‘It’s not a key result unless it has a number.’”

SMART goals 

SMART goals are specific, measurable, achievable, relevant, and time-bound objectives.  

A SMART performance goal example: 

Onboard 35 new paying clients (specific) as measured in the CRM tracking system (measurable) based on current sales capacity increasing 10% quarterly (achievable) to contribute towards the company’s client acquisition goals (relevant) by the end of Q4 2024  (time-bound).

Below, we’ll go more in-depth on how to use SMART goals to map out exactly how, when, and why you’ll achieve your objectives. ‍

How to set performance objectives

Great performance goals help employees feel connected with their company’s mission,  boost engagement rates, prioritize employee development and communicate expectations effectively. They are also essential for defining fair performance improvement plans (PIPs).

Use the steps below to set strong goals for work performance. ‍

1. Collaborate with employees

Setting up effective, realistic goals is no easy task, but collaborating with employees will make the process a lot easier — and your results, more powerful. 

Whether you’re dealing with a departmental or individual conversation, an employee’s contribution to goal setting is invaluable. Collaboration lets employees discover how their actions contribute to their company’s long-term growth , increasing autonomy and ownership.

But collaboration on performance goal setting shouldn’t be limited to delegation. When employees have been actively engaged in establishing objectives, both team and individual goals have higher chances of being met. If you need help, our guide on setting team goals will walk you through the process. ‍

2. Align your objectives with your company mission

It would be pretty ironic if you owned a startup that wanted to revolutionize the world of data but didn’t give employees a work environment suitable for creativity, innovation, and change.

If your company wants to promote open communication and a flat hierarchy, your top goals should be things like: 

• For management roles  — Become a people-centric leader
• For teams — Take on regular collaboration initiatives  ‍
• For individuals — Level up communication skills

Ideally, each employee’s personal goals should focus on their own development, while team goals should be tied to the company’s overarching mission. For example, Leapsome’s mission is to make work more fulfilling for everyone. That determines what our company stands for and how we run it.

Employees also feel more motivated when they understand how they fit into the big picture. Leapsome’s Goals & OKRs module can help you align your company mission with individual performance objectives, promoting transparency and accountability throughout the organization. ‍

3. Focus on growth

Some of your best talent is sitting there just waiting to excel. And if you don’t support their growth, they’ll move on and excel somewhere else. 

Performance objectives don’t only benefit the business: they should help employees grow within their organizations — enriching the company itself. 

Growth should be the primary focus of any performance objective, especially when job searchers rank career growth opportunities as one of their top criteria when looking for a new position. That statistic shows that you risk losing your best talent to competitors if you don’t focus on employee development. 

But you must equip your people with the right skill sets to help them grow. And a career progression framework is perfect for that. It allows you to map out the skills and qualities your employees need to progress in their roles, which you can regularly check in on during performance evaluations .

4. Make your performance objectives SMART

Remember that SMART means specific, measurable, achievable, realistic, and time-based. 

Here’s an example of how to make a goal SMART. 

Take a general goal:

❌ Increase productivity  ‍ [vague & not measurable]

Then, add a timeline and a clear metric for success:  

🚀 Improve productivity by increasing the average number of high-priority tasks completed each week by 10% by the end of February [specific, measurable, actionable, relevant, time-based]

You can then get even more granular by defining related success metrics (e.g., reduced project time, error rates, efficiency goals) and how exactly your employee should work to achieve the goal (e.g., completing a particular training or implementing a new project management system).  ‍

📆 Pro tip: Make sure you’re setting realistic timelines, keeping in mind that larger, transformational goals often require multiple milestones to reach completion. Break annual performance goals into quarterly and monthly targets to keep your larger objectives on track.  For example, yearly goals for employees like “Increase personal sales rate 20% by December 2023” could be subdivided into quarterly targets (“Generate five qualified sales opportunities from leads contacted in Q1”) and monthly targets (“Schedule two demo meetings each week”). 

5. Build cascading goals

Let’s consider another goal-oriented example. A C-level team is pushing to increase revenue by 10% over the upcoming quarter. But what does that mean for each team and individual at the company? Would simply increasing everyone ’s output (and workload) by 10% (e.g., HR hiring 10% more people) help achieve that? Probably not.

This imaginary C-level team needs to work on cascading goals to get where they want to be.

Developing cascading goals is the process of structuring goals and promoting alignment at all levels in the organization. With cascading goals, plans at the leadership level trickle down and shape the objectives of all other company employees. When that happens, you get measurable and attainable individual goals that align with the company’s mission.

🎯 Let’s build unifying goals your team can get behind Leapsome is the tool you need to build successful goal cycles and align your whole team behind your company mission. 👉 See it in action

Overview: 8 examples of performance goals

Goal setting isn’t a create-and-forget exercise. Performance objectives are designed to motivate employees to do better and help managers and companies invest in their growth. Setting and measuring employee performance goals is a key tactic to increase team efficiency, help companies grow, and encourage employees to prosper in their careers. 

Here are our top eight employee objectives and goals examples:

• Collaboration  — Employees offering their support to colleagues to help increase efficiency ‍
• Professional development  — Employees upskilling and furthering their careers within the company ‍ ‍
• Self-management  — Follows the “manager of me” concept in which employees are their own primary managers ‍ ‍
• Soft skills — Determine how employees communicate and collaborate with other colleagues ‍
• ‍ People management — Teaches employees how to motivate others, make themselves heard, and be better team players ‍ ‍
• Problem-solving — Encourages employees to resolve issues that come up both individually and with their team ‍
• ‍ Creativity & innovation — Prompts employees to be creative in their solutions and encourages participation ‍
• ‍ Communication — Enables employees to effectively communicate tasks, procedures, and deadlines ‍

👉 Customize the eight key goal areas above according to your company’s requirements and the skills you’d like individual employees to develop.

Examples of measurable employee goals & objectives

Use our examples of goal setting for employees to inspire you and your team members. If you’re asking team members to set their own goals, it’s especially important to give them sample performance goals so they’re clear on the approach and level of detail expected. 

We’ll talk you through why each example is important, and give you actionable tips and employee goal ideas you can implement right away in your organization‍. ‍

1. Employee goals examples for collaboration

Collaboration is essential for all teams and departments and directly impacts employee motivation, productivity, and job satisfaction. With collaboration and teamwork, employees also become more innovative and better problem solvers.

But since collaboration isn’t an easily measurable performance objective, we suggest assigning employees collaborative tasks and measuring success based on communication, legibility, and effective collaboration. ‍

💡 Example of a collaboration objective If the collaboration between your sales and marketing teams is limited and inefficient, suggest specific ways they could work together, like:  • Exchanging weekly reports • Marketing and sales managers sitting in on at least three cross-departmental meetings each month • Collaborating on a specific upcoming project or internal initiative

2. Employee goals examples for professional development

A striking 87% of millennials (the largest generation in the workforce) rate learning and development opportunities as important to them at work. As an employer, that’s great news; after all, your people want to do their jobs well and grow — all they need from you is a helping hand.

Incorporating development goals into performance reviews in a meaningful, growth-oriented way can help. In general, setting up professional development goals and ensuring employees follow through on them ensures they know you’re invested in their future. This ups engagement, retention, and productivity, which is a true win-win situation. ‍

💡 Example of a professional development objective Imagine your new social media marketing hire mentioned they’d like to learn more about performance marketing.  A great professional development goal would be encouraging your new hire to choose a course they’re interested in — or perhaps you already have a learning path available that caters to that development need.

3. Employee goals examples for self-management

Self-management can include anything from employees taking ownership of a project to adapting to changes at work and managing deadlines without getting sidetracked by distractions. By practicing self-management skills, employees consistently show up ready to give their best effort and take on the day.

‍ Self-management can help boost productivity, improve performance, and achieve professional and personal goals. For managers, it also means not micromanaging — and instead, letting employees flourish. Self-management means developing self-awareness and helping employees feel successful in their roles. ‍

💡 Example of a self-management objective Employees who struggle with deadlines but generally work efficiently may have issues with time management. A great self-management goal could be learning how to prioritize.

4. Employee goals examples for soft skills

Generally speaking, no one wants to work with an unempathetic person who doesn’t communicate with team members. Fortunately, soft skills can often be learned. 

Goal setting for soft skills should ensure that employees invest time and effort to optimize how they relate to and communicate with their colleagues. ‍

💡 Example of a soft skills objective Consider asking your employees to put together individualized, three-month action plans that can help them become better communicators.  As an example, you may manage an employee that excels at working autonomously but struggles to work just as effectively in a team. By keeping track of their own learning progress throughout their journey, they can learn to identify their shortcomings and work on them.

5. Employee goals examples for people management

Gone are the days when people management was a skill necessary only for leadership. Now, it goes beyond managerial tasks and also encompasses fruitful collaboration, the ability to motivate peers, and communication across teams. 

Setting goals for better people management means encouraging all employees to be open to receiving and giving constructive feedback and giving credit when it’s due.  ‍

💡 Example of a people management objective Encourage your employee to head one or more projects each quarter.

6. Employee goals examples for problem-solving

Problem-solving is a skill that’s as useful when a crisis strikes as it is in day-to-day life. A good problem solver is an analytical thinker and creative doer who will save their company time and money in the long run.

💡 Example of a problem-solving objective Ask each member of the finance team to come up with three problems they face in their day-to-day work and how to overcome them in a detailed plan. Their specific goal could be to develop an actionable plan in Q3 and implement it by the end of Q4.

7. Employee goals examples for creativity & innovation

By nurturing innovation and creativity in-house, companies empower their employees to contribute improvements, tackle challenges, and maintain a competitive edge. 

Creativity shouldn’t be restricted to jobs conventionally associated with design and ideation — it’s important in every role. Creativity can be a marketing team figuring out new ways to A/B test emails or a product manager effectively helping different teams communicate. Innovation at work can be as simple as adopting a more efficient way to run meetings . Giving employees those kinds of opportunities in the workplace helps them feel valued and appreciated. ‍

💡 Example of a creativity and innovation objective If your website isn’t performing as well as you’d like, you could ask the marketing team to propose different versions of the homepage’s copy. By challenging your employees to come up with multiple solutions instead of the one best solution , you’re encouraging them to think outside the box and develop creative thinking skills.

Pro tip: When setting creativity and innovation goals for new hires, begin with learning-focused objectives. As they gain experience, transition towards measurable outcomes and contributions.  New employee goals could include: First 30 days — Collaborate with a senior colleague on at least two brainstorming sessions, contributing a minimum of three innovative ideas during each session. ‍ First 90 days — Propose, develop, and execute one small creative improvement to an existing product or process, and set a clear KPI (e.g. achieving a 10% increase in efficiency). ‍ First 6 months — Lead an innovation project aimed at overhauling a work process, developing a new feature, or launching a new marketing initiative, and define a clear goal for the project (e.g. increase customer satisfaction scores by two points).

8. Employee goals examples for communication

Actively working towards better communication improves productivity and relationships at work. The 7 Cs of communication is a great framework for setting clear goals and improving communication skills for teams and individuals. 

Effective communication at work looks like: 

• Clear communication without ambiguity
• Good relationships between individuals, teams, and departments
• Clear deadlines
• Effectively communicated tasks 
• Positive changes with reinforcement 
• Knowledge shared  across teams ‍

💡 Example of a communication objective Encouraging employees to take initiative in team meetings and prompt colleagues to speak up is a great communication performance objective. To take things a step further, Leapsome’s surveys are an excellent tool for employees to share their opinions anonymously and communicate easily.

Better performance goal setting for a stronger team

Setting goals for work performance requires a strategic, collaborative approach and a commitment to tracking progress and following through is crucial. With the right tools, continuous goals and performance management can be both effortless and effective.

With customizable, expert-backed templates, and AI-powered features, Leapsome’s Goals module simplifies the process of setting employee performance goals and OKRs. Goal trees show every team member how their individual targets contribute to team objectives and company goals. Leapsome’s goal analytics visualize and track performance goals so employees can own their progress and managers get a clear sense of how the team is performing and where support may be needed. You can also link professional development goals with our Competency Framework feature to promote a growth-oriented company culture.  

Our Goals module integrates seamlessly with our Learning , Meetings , Reviews , and Surveys tools, so you can easily follow up on goals at every stage of your workflow and increase their impact. 

Leapsome’s tools for setting and achieving performance goals unite your teams around a shared vision of success. ‍

🧐 Take the guesswork out of assigning performance objectives Leapsome’s frameworks and tools help employers create and track high-impact performance objectives that boost productivity and align with your company’s mission. 👉 Start improving performance now

Leapsome Team

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How to Make Goals Part of Performance Appraisals (With Examples)

Most people have set professional goals at some point in their lives. They might have accomplished them, or they might have forgotten about them altogether. More often than not, it’s a frustrating mix of the two.

Even though goal setting is vital to every employee’s success in the workplace, simply establishing goals isn’t enough. To be effective, goals also need to be openly discussed, made collaboratively, regularly followed up on, and celebrated.

If you need an excellent professional framework for goal setting, try integrating them into your performance appraisals and performance review processes. In this article, we’ll discuss exactly why you should do this, how you can set goals effectively, as well as provide some best practice examples to get you started. 

Why is goal setting so valuable?

Goal setting is important because it gives an employee’s working life purpose and direction, while helping them grow professionally and plan their paths into the future. Without goal setting, it’s difficult for employees to get clarity on how they are performing today or how to get where they’d like to be tomorrow.

Employees, employers, and organisations can seriously benefit from goal setting because it helps them map out their professional journeys. There are a number of ways that setting goals can benefit employees, such as:

• Increasing motivation
• Boosting engagement
• Sustaining momentum
• Making it easier to measure success
• Helping with prioritisation
• Building company culture and community

Why is goal setting important for performance appraisals?

Establishing objectives within employee performance reviews has several advantages. Some of the most beneficial of these include:

Mitigating Bias

Conducting performance appraisals without any personal opinions or assumptions creeping in can be tricky. It’s inevitable that managers work with certain employees more closely, or have a better relationship with them. In those situations, it can be tempting to deliver stellar evaluations without giving the feedback too much thought.

But it’s important to keep performance reviews impartial, so you can accurately assess an employee’s strengths and weaknesses. This, in turn, can help employees improve and contribute to the long-term success of your company.

Integrating goal setting into performance appraisals establishes objective criteria, which helps management combat any bias they might have.

Creating Benchmarks for Improvement

For employees to get better at something, they need to understand how they’re currently performing. In short: they need a benchmark.

Setting goals in the performance review process is a great way for employees to create these benchmarks. By doing so, they’ll know exactly what position they’re starting from and how much they must improve to achieve their objectives.

When benchmarks are regularly set during performance reviews, it can also be helpful to refer back to them. This enables management to contextualise what employees have been working on over the past few months and measure just how far they’ve come.

Devon Fata , CEO & Founder of Pixoul, reminds those conducting performance appraisals to establish realistic objectives based on current benchmarks. “The trick,” Fata says, “is to set a goal that’s entirely attainable before the next review… Lofty goals are good to set, but tying them to a performance review isn't always fair.”

Aligning Employees with Company Objectives

It’s been well-documented that, when staff feel connected with their employer’s goals, everyone wins. Employees are more motivated and businesses experience better results.

Nevertheless, many employees aren’t aligned with their company’s objectives at all. It’s even been found that as few as 5% of employees have a good understanding of their employer’s overall business strategy.

Discussing employee goals during performance appraisals is a great way to bridge this knowledge gap. Employees and management not only have the opportunity to set collaborative objectives, but they can also align those objectives with the company’s wider mission and future plans.

Establishing Ownership

While goal setting is certainly important, the process needs to be intentional and explicit to be effective. People can set objectives all day long, but they need to tell someone about them and make themselves accountable to ensure they don’t get ignored or forgotten.

Determining objectives within the performance review process gives employees ownership over their own goals. Consequently, they understand what they’re responsible for and what they need to accomplish, making it more likely that they’ll take their performance seriously.

In addition, establishing goals during performance appraisals helps staff feel more committed to their roles and future career trajectory. They understand that senior staff members are invested in their professional lives, want to see them improve, and can envision them moving up within the company.

How do I integrate goal setting into performance appraisals?

If we’ve convinced you to integrate goal setting into your employee performance reviews , there are several best practice methods to help you get started. You can, for example:

1. Tap into what motivates individual employees. 

Everyone gets out of bed in the morning for different reasons. Some staff members might be passionate about pursuing a long-term career in your industry. Others might want to gain leadership skills to ultimately transfer to another field. Whatever the case may be, it’s important to understand each employee’s ‘why’, so you can set goals that will be authentic and will motivate them to do their best work.

2. Start with an open, one-on-one conversation.

Performance appraisals should never be one-sided, especially when goal setting is involved. It’s important that employees feel comfortable being honest and transparent in performance review settings. So, kick things off by opening up the floor for conversation. Talk about how things are going in your workplace overall, and how your employee has been feeling about their progress.

3. Set goals collaboratively.

Objectives that come to life within performance reviews should always be collaborative. Both employee and employer should be on the same page as to why the goal is appropriate, how it will be achieved, plus how it will help both the employee and the company at large.

Devin Schumacher , SERP Co. Founder, reminds us that employees and employers are ultimately on the same side. He says: “It's fair for an employee to challenge something you've said, or to ask for elaboration. But remember, this conversation is far from a debate. It's you two versus the challenge, not you two versus each other.”

4. Use a SMART goal framework.

Once you’ve figured out what your employee is going to work on, be sure to use the SMART goal framework (or another similar tool) to make sure that their goal is specific, measurable, attainable, relevant, and time-based. Vague or overly lofty goals won’t reap the results you desire.

5. Monitor and re-evaluate goals together.

Even if you’re setting goals in the context of a performance review, the process shouldn’t end there. While you should revisit employee objectives in future performance appraisals, be sure to monitor and check on them regularly in more informal contexts. Whether your employee is making good progress towards their goal or getting a little off track, talk to them and provide continuous feedback .

6. Recognise, praise, and reward employees.

When your employees attain their goals, be sure to acknowledge their achievements and provide them with some celebration. Employee recognition is a key driver for motivation and people always feel good when they’re given a pat on the back for their hard work. This step closes the goal setting loop and lays the groundwork for you and your employee to collaborate on more ambitious objectives in the future.

Goal Setting in Performance Reviews: Examples

By this stage, you might be ready to start setting goals within your performance reviews, but you might still feel unsure how that might look in a real-life situation. We’ve provided three examples you can draw inspiration from below.

Remember, the collaborative objectives you set with your employees will be different depending on their seniority, your industry, their personalities, their key motivators, and your team size. Always make sure your staff’s goals are relevant to your company’s context and their position within it.

Example 1: Professional Development Goals

Professional development goals are a great type of objective to integrate into performance reviews. They’re typically very tangible and will benefit both employee and employer alike. 

• The employee gets new skills, knowledge, or professional qualifications
• The employer (and the company overall) benefits from having someone with special skills, knowledge, or professional qualifications on their team

Professional development goals also encompass a wider range of activities than many people assume. Some possibilities include:

• Completing certificates, degrees, or other further education
• Doing skills-based training like language courses, first aid courses, IT courses, machinery courses, or software-related courses
• Undertaking industry-related research
• Attending conferences and workshops or belonging to a professional organisation
• Working on soft skills like communication and leadership abilities

Keeping the examples above in mind, here are some concrete professional development goals to establish during performance appraisals:

• “I will complete [X] professional certificate by [date], which will help me better perform my duties and move onto more senior responsibilities in the company.”
• “I will attend [X] conference from [date] to [date]. This conference is important for my professional development and the company overall because [X].”
• “I will work on my leadership skills this quarter. To do this, I will be responsible for [X], organise [X] initiative, and increase teamwork within my department by doing [X].”

Example 2: Teamwork and Collaboration Goals

Objectives that relate to teamwork and collaboration are often underrated, but they are great goals to work into performance appraisals. Top-performing companies need teams that work together effectively, and setting relevant collaborative goals is a solid way to get there.

‍ Shane Liuw , General Manager at First Page Digital, offers some perspective on establishing objectives related to teamwork. “[A great goal is] improving your relationship with your co-workers,” he explains. “It's important to keep in mind that you're not competing with anyone else in the workplace. You need everyone's help to accomplish your job objectives and the goals of the company as a whole. 

“Working together fosters an open exchange of ideas and a positive work atmosphere. The more ideas you openly exchange and the more collaboratively you work with your coworkers, the better your results will be.”

Here are some fantastic collaboration-related goals to try out in your workplace:

• “I will attend all my internal team meetings this quarter and make an effort to be present and contribute intentionally.”
• “I will organise at least one team building activity for our department this quarter. In doing so, I’ll make sure that team members get to know each other better and feel more comfortable taking on new tasks as a group.”
• “Before we get started on [X] project this quarter, I will organise a meeting where our team discusses how to optimise the way we work together. We’ll come out of the meeting with at least three concrete ideas to put into action.”

Example 3: Process Goals

Process-related objectives often get overlooked, which makes them even more important to include in performance reviews. They might not be flashy, but having excellent processes and employees who follow them is critical for any successful business.

Rather than relating to end results, process-based goals focus on internal systems and deal with how companies do things. Some specific examples here include:

• “I will follow [X] company processes according to [X] standard operating procedure document. If I find any problems with this procedure, I will inform [X] person and work with them to improve it.”
• “I will come up with a new standard operating procedure for our team’s communication strategy this quarter. Before I begin, I will meet with my team to brainstorm ideas so everyone can collaborate and get on board with our new procedures.”

— All professional teams should be setting goals within their performance review processes. Doing so ensures that objectives are set collaboratively, will be followed up on, and are truly beneficial to both employee and employer.

Goal setting also provides many other benefits, like increased motivation, boosted engagement, and a richer company culture. If you’re ready to establish objectives in your performance appraisals, simply follow the best practices we’ve described above and use our examples to get you inspired.

To go the extra mile with your company’s performance management, Lattice can help you with goal setting by integrating OKRs and performance reviews in one central platform. To see how it can benefit your business, schedule a product tour .

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9 Essential Objectives Of Performance Appraisal

When it comes to organizational performance and employee growth, you simply can't afford to ignore performance appraisals. However, there is one major mistake that most leaders make. They conduct massive and rapid appraisal processes without knowing the objectives of performance appraisal.

However, we know it can be difficult to decide or pinpoint the precise goals that should guide your appraisals. Thus, in this article, we'll review some key points to consider when determining your appraisal goals.

What Is Performance Appraisal?

Performance appraisal is the periodic evaluation of employees based on the quality and quantity of their job performance.

The performance appraisal process is also popularly referred to as:

• Performance evaluation
• Performance review
• Merit rating
• Employee assessment

Introducing a performance appraisal process helps highlight employees' skills and competencies while aiding their development. It is also critical to assess an employee's contributions to the team.

Similarly, knowing the objectives of performance appraisal will give you a better idea of how a successful performance appraisal process should be carried out.

9 Top Objectives Of Performance Appraisal For Evaluating Employee Development

Listed below are the top 9 objectives of performance appraisal applicable not only for performance reviews but also for any formal meetings with your employees:

Objective 1: Goal Setting Is Integral To Systematic Evaluation

If you want to build a superior performance appraisal system, it's important to create a baseline. Creating a baseline means noting down what goals you expect to achieve.

You do this so that later— after the appraisals are done— you can review the goals and gauge if you managed to tick them off the list.

That is why goal-setting should be a non-negotiable part of your performance evaluation process. Whatever you want to accomplish with your performance appraisal system, goal setting is the first step.

However, it's easier said than done. Most managers and supervisors tend to set over-optimistic goals that become really hard to accomplish. Cue lower morale, higher stress levels, and lingering tension between managers and employees.

That is why, when setting goals, keep the following pointers in mind:

• Clear Expectations: Setting goals makes it simpler to establish the expected performance standards. However, employees need to understand what you're expecting from them. You must be clear about the criteria used to evaluate job performance when setting goals.
• Involve Your Employees While Setting Goals: Subsequently, allow employees to have a say in the goal-setting process. Discuss how much time, resources, and guidance the employee will need to achieve their set goals.
• Utilize A Goal-Setting Framework: The key to effective goal-setting is to prioritize quality over quantity. Use a goal-setting framework such as SMART to ensure that you are setting high-quality goals.

Objective 2: Provide Frequent Feedback For Increased Job Performance

There's no way to get better at something you only hear about once a year. ~ Daniel Pink

The performance review should, ideally, not be the first time an employee hears about their job performance.

Throughout the year, employees should receive constructive feedback from their manager on their performance and what they can do to improve. The annual review should serve as a summary meeting in which the employee is judged on how well they received and acted on feedback. You can also follow certain annual review templates to make the process hassle-free.

72% of respondents thought their performance would improve if their managers provided corrective feedback. ~ HBR

Employees, both good and bad, require timely feedback to reach their full potential. The amount and quality of feedback given vastly enhance the performance appraisal process. With frequent and meaningful feedback, an employee:

• Receives regular updates on their work performances. Thus, the employee gets a chance to look at and improve on their strengths and weaknesses.
• Positive feedback motivates employees to improve their performance.
• Regular feedback makes it easier to assess the data later during the performance evaluation.

To get the most out of a feedback process, invest in something more meaningful than the traditional feedback process. According to SHRM:

29% of organizations that use peer review feedback reported it had the most positive effect when it was ongoing rather than given just at certain times of the year.

360-degree feedback is a more modern and systematic approach to feedback analysis. Feedback is gathered not only from the manager but also from those who interact and work with the employee. This ensures that the data received is more accurate and up-to-date.

Objective 3: Simplify Promotion Awarding Decisions

Your employee expects at least something out of their annual reviews. For some, it's to get promoted. For others, it's being given a pay raise. A select few also demand extras like switching teams, changing job roles, or landing a managerial position.

The inability to give employees what they want can end up in employees leaving the company.

47% of millennials started looking for a different job after receiving their performance review. ~ Adobe

As a manager, you definitely don't want that to happen.

You ought to be able to balance the company's and your employees' interests during annual reviews. This is how to do it:

• Have regular 1:1 discussions with the employee. Employees will not design new expectations during the day of their performance review. Most likely, it is something that they have already been thinking about. Holding informal discussions with your employees allows you to understand where their demands are coming from. So, when the day of the annual review dawns, you know what to do.
• Lay the groundwork. A month before the official review, ask your employees to jot down the points that they want to discuss during the review. Compare these expectations with the notes you have kept of the employee over the year. If you think employees' expectations are realistic, you can design a plan to fast-track the decision. If not, you can look for other alternatives you can offer them during the review.

Objective 4: Encourage Higher Levels Of Work Quality And Quantity.

An effective performance appraisal system helps companies communicate performance standards and what behaviors are reward-worthy . Here's how it's done:

An effective performance appraisal process establishes a clear standard for the level of work expected of the employee. That, in turn, becomes a roadmap for employees to follow.

For employees who want to further their career development, the performance appraisal process motivates them to perform at the top of their game.

Employees gain insight into their strengths and weaknesses when they receive a thorough report of their work performance.

Performance reviews serve as a wake-up call for underachievers, motivating them to step up and work harder towards their goals.

Objective 5: Counsel Poor Performing Employees

Most managers make a mistake here by focusing only on the negative aspects. Discussing only the negatives of someone's work performance may make the employee resent you.

Nearly half of millennials (47%)— after receiving their performance reviews— felt like they couldn't do anything right. ~ TriNet

Poor performers are often aware that their job performance is subpar. Instead of being mocked (as they might expect), a manager should instead counsel the underperformers.

Notice how I used the word "counsel" here. That's because you don't need to reprimand your employees for making them see their shortcomings.

Counseling in itself is a two-way process. The manager needs to work with the employee to understand the cause of the unsatisfactory quality and quantity of work.

Balancing strengths and weaknesses is the key to delivering an actionable performance review for an underachiever.

Objective 6: Determining Training And Development Needs

An effective performance appraisal system doesn't stop at the review. It delivers an action plan for what happens after the review.

Performance reviews are not just about praising the best workers or criticizing the underachievers. The goal is to enable underperformers to overcome their weaknesses while assisting top performers in capitalizing on their strengths.

Did you know that:

74% of millennials feel "in the dark" about their work performance and how they could improve. ~ TriNet

It shows how most employees are unaware of how to improve their performance, even after a performance evaluation. That does kind of defeat the purpose, doesn't it?

That is why it is critical for managers to:

• Assess the training and development needs during the performance review.
• Design a training and development program to help your people enhance their skills and competencies.

After the performance evaluation, managers can better spot areas where employees are falling behind. This, in turn, helps managers decide the type and frequency of training required on a company-wide basis.

Objective 7: Creating A Plan To Improve The Performance Of The Employees

But don't just stop there.

The next step is to build an action plan that builds on your employees' strengths and gets rid of their weaknesses.

However, for that to happen, the action plan needs to:

• Clearly state your expectations to the employees. Transparency is the key here. Unless employees know what is expected of them, they will not be able to work towards the relevant goals.
• Issue a deadline. A deadline makes it easier for employees to stay on track and map their progress over time.
• Introduce a PMS (performance management software). Manually keeping track of your employees' progress is unfeasible and confusing. Especially if you are dealing with a large workforce. A PMS will solve all of these problems and more.

These action plans might include further training and development, additional mentoring, or more efficient goal-setting. The manager should make sure that the employee is kept in the loop with continuous feedback.

Objective 8: Impact-Driven And Meaningful Recognition

69% of employees say they would work harder if they felt their efforts were better recognized. ~ HBR

It's incredible to be recognized . But it is especially powerful when you expect your manager to share only negative reviews, i.e., performance reviews.

Appreciating your people during their annual reviews says:

I see what you've done over the years and believe you're an indispensable asset to the company.

A formal performance appraisal process makes it easier for managers to reward and recognize the company's top performers. Rewards can be in the form of bonuses, salary hikes, or even monetary incentives.

However, rewards can also be non-monetary compensation, such as company awards, promotional opportunities, and more exciting projects. In the long term, you'll need to modernize your process to make it more effective and productive for the company.

Objective 9: Transparency Behind How Performance Is Evaluated

50% of employees were surprised by their ratings. Out of those, 87% were negatively surprised. ~ Inside HR

Unless the performance appraisal process is completely transparent, your workforce will be confused as to how their performance is being evaluated. An untransparent review process also makes it easier for biases, favoritism, and discrimination to creep in.

Here's what human resources managers can do to ensure that transparency is not an afterthought but rather a pre-requisite to the performance evaluation process:

• Start during the onboarding process. Right during induction, make your new hires aware of how the performance evaluation process works. It becomes much easier for new hires to perform at a certain level when they know what to expect.
• Train your managers on how to be transparent while reviewing the employees.
• Have a performance review handbook. It should include a section for both managers and employees on how to get the best of the performance reviews.

FAQs: Objectives Of Performance Appraisal

1. What is performance appraisal?

Performance appraisal is a systematic evaluation of an employee's performance over a specified period of time.

2. What are the two main purposes of performance appraisals?

When it comes to performance appraisals, there are two main purposes:

• Evaluative: Its goal is to inform your employees about where they stand in terms of performance. Performance data is used to reward top performers and identify underachievers.
• Developmental: It is meant to find the root causes of why employees fail to meet their goals. The performance data is then used to provide employees with the necessary training and development.

3. How frequently should you conduct performance appraisals?

Previously, the trend was to conduct annual reviews. However, a year is a long time in which many things can change. That is why, when it comes to measuring performance, it is not a reliable period of time to wait. Most businesses now conduct performance reviews every 3-6 months.

4. What tools can be used for performance appraisals?

Companies use the following tools when conducting performance appraisals:

• Paired Comparison
• Forced Distribution
• Confidential Report
• Essay Evaluation
• Critical Incident
• Graphic Rating Scale
• Forced Choice Method
• Field Review Technique
• Performance Test

5. Who should undertake the performance appraisal or evaluation?

The employee's managers and supervisors typically lead the appraisal process. Some companies also use 360-degree feedback and involve others, such as the human resources manager, coworkers, and customers.

Summing It Up

When you know the objectives of performance appraisal, you automatically gain a competitive edge over others.

That's because you start making more rational decisions regarding how to boost organizational development.

Meanwhile, your employees are happier and less likely to move to other greener pastures.

It's certainly a win-win situation, isn't it?

This article is written by Barasha Medhi , who is a part of the marketing team at Vantage Circle . Barasha can be found either searching for interesting HR buzzwords to write about or looking at pictures of cozy Bel Air mansions. For any related queries, contact [email protected] .

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Objectives for appraisal examples and how to help employees achieve them, 4 min reading time.

To get the best out of your employees in 2024, now is the time to prioritise key performance management practices designed to help employees grow and develop. One of the key practices to focus on to maximise employee output is performance appraisals. This key performance management practice should be structured, collaborative and frequent – 92% of employees want feedback more than once a year. Performance appraisals need to be focused and purposeful with clear objectives for both employers and employees to work towards as a team. In this blog, we’ve compiled some objectives for appraisal examples for you to consider when structuring your performance management strategy, along with how to go about achieving them.

What is a performance appraisal?

A performance appraisal, otherwise known as a performance review or evaluation, is a structured performance management process in which an employee is evaluated by their manager or superior. It’s a chance for employers and employees to review past performance, identify any areas for improvement, and set goals for future development.

Appraisals may be delivered in a number of formats, from weekly one-on-one catch-ups or in-depth monthly reviews. Each appraisal will take the unique considerations of each employee into account, such as experience, job role, personal goals, and expectations based on role-based tasks and objectives.

To maximise the outcomes of a performance appraisal, the process should be collaborative and structured with clear objectives to serve as a guide for employees and managers to work towards. Let’s explore some examples.

What is performance management? Read our guide here .

Objectives for appraisal examples

Encourage skill development.

One of the fundamental purposes of a performance appraisal is to encourage and facilitate development opportunities for employees. For example, throughout this process, managers can identify whether an employee would benefit from skills development opportunities to close any existing skills gaps that may be affecting job performance or to upskill employees to help them progress in their careers. By making skills development a core performance appraisal objective, employers can benefit long-term from a highly skilled workforce with well-rounded abilities that will enable the company to remain agile in the future.

To help employees achieve this objective, managers may wish first to identify any skills gaps . This can be achieved with the help of e-learning assessments. Using a learning management system (LMS), employees can complete assessments that have been specifically designed to highlight a lack of proficiency in certain skills and abilities. When combined with traditional methods of identifying skills gaps, such as simply analysing job performance, e-learning assessments can help deliver an evidence-based and thorough approach to the skills development process.

Once skills gaps have been identified, or upskilling opportunities have been agreed upon, employees can complete comprehensive e-learning training courses designed to help them improve and develop the relevant skills. By using the same LMS that was used to administer skills gap assessments, the skills development process can be easily managed and monitored by simply accessing reporting data in one centralised system.

Management skills development

The performance appraisal process is an opportunity for employees to voice their aspirations for career development, such as a desire to progress into a management position within the business. To ensure that employees feel heard and supported, employers can create management skills development courses for employees to complete. When a company makes a conscious effort to support existing employee succession rather than hiring externally, it can expect to see higher employee satisfaction levels and reduced turnover.

To support employees with management skills development objectives, e-learning courses that focus on soft skills such as communication and conflict resolution can be assigned. Using LMS reporting tools , managers with administrative access can retrieve reports that automatically gather data on areas such as management course assessment results and engagement levels with management development courses. Employers can use this data to support the selection process when identifying a suitable candidate for promotion opportunities.

Soft skills training: 5 soft skills examples that can be taught with e-learning.

Team collaboration

One of the most common objectives for appraisal examples that can have a significant impact on entire teams is to encourage collaboration. If during a performance appraisal it has been highlighted that an employee should make more effort to collaborate with other team members and contribute to the wider group, there are several ways to help employees create and accomplish an objective that revolves around team collaboration. The most effective way to achieve this is to use a learning experience platform (LXP).

An LXP is a user-centric platform that requires employees to play an active role in collaborating with their peers through knowledge-sharing, content-sharing, teamwork exercises, and communication tools in a virtual environment. For example, a key activity for an employee to complete when working towards a collaboration objective would be to create their own content for fellow employees to access and learn from. Using an LXP, employees can share any skills or knowledge that may be beneficial for the rest of the team, boosting team collaboration as a result.

Discover Totara Engage - the powerful LXP that can empower your learners.

Increase productivity

Performance appraisals will often provide an opportunity for managers and employees to identify any areas for improvement such as knowledge gaps that are affecting job performance. Once identified, they can formulate a plan and carry out activities that address these concerns, increasing performance and productivity as a result. To help employees stay on top of these key activities, managers can use a platform such as a performance management system that provides a thorough and transparent record of progress and activity completion.

For example, Totara Perform offers the full spectrum of performance management tools in one platform. By using this platform for regular performance appraisals, both employees and managers can input information such as completed activities and use this information to create an evidenced audit trail. This can include attached documents or refer to any development opportunities that have been carried out on an LMS or LXP. By using these tools, managers have a clear picture of employee development progress and productivity levels.

What is a performance management system? Read our ultimate guide .

Create long-term goals

To get the most out of performance appraisals and the performance management process, managers need to think about developing short-term objectives along with long-term goals that serve as a consistent source of motivation for employees. Long-term goals may be examples such as to take on more responsibility or to progress into a new position within the company. To support employees and to help them stay on track, managers must work with them to set out a plan and create a clear path for achievement.

One way to achieve this is to use the goal-setting framework in Totara Perform , which supports objectives and SMART goal-setting with a clearly defined and measurable definition and criteria. If using Totara’s full suite of e-learning solutions, managers can use the goals functionality in Totara Learn which offers a range of detailed goal-setting functionality with options such as goal scales, goal frameworks and goal types. By using these tools, employees have clear targets and guidance that ensures they stay on track with long-term goals, while carrying out development tasks using e-learning software allows managers to easily measure and monitor progress, which can then be used to formulate discussions during appraisals.

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Maximise the potential of your workforce with effective performance management practices that are supported by powerful e-learning tools and software. Whether using a performance management system or the full suite of e-learning tools in a TXP , you can expect to elevate your performance management practices and yield better results from your employees. Get in touch with us today to discover our comprehensive e-learning systems or visit our product pages to find out more.

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Performance Appraisal

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

October 24, 2018 · updated April 5, 2024

12 minute read

What is a performance appraisal?

The purpose of a performance appraisal.

• How to organize a performance appraisal process

Performance appraisal examples

Performance appraisal methods.

• 5 Modern method of performance appraisal

A performance appraisal is the periodic assessment of an employee’s job performance as measured by the competency expectations set out by the organization.

The performance assessment often includes both the core competencies required by the organization and also the competencies specific to the employee’s job.

The appraiser, often a supervisor or manager, will provide the employee with constructive, actionable feedback based on the assessment. This in turn provides the employee with the direction needed to improve and develop in their job.

Based on the type of feedback , a performance appraisal is also an opportunity for the organization to recognize employee achievements and future potential.

The purpose of a performance appraisal is two-fold: It helps the organization to determine the value and productivity that employees contribute, and it also helps employees to develop in their own roles.

Benefit for organization

Employee assessments can make a difference in the performance of an organization. They provide insight into how employees are contributing and enable organizations to:

• Identify where management can improve working conditions in order to increase productivity and work quality.
• Address behavioral issues before they impact departmental productivity.
• Encourage employees to contribute more by recognizing their talents and skills
• Support employees in skill and career development
• Improve strategic decision-making in situations that require layoffs, succession planning, or filling open roles internally

Benefit for employee

Performance appraisals are meant to provide a positive outcome for employees. The insights gained from assessing and discussing an employee’s performance can help:

• Recognize and acknowledge the achievements and contributions made by an employee.
• Recognize the opportunity for promotion or bonus.
• Identify and support the need for additional training or education to continue career development.
• Determine the specific areas where skills can be improved.
• Motivate an employee and help them feel involved and invested in their career development.
• Open discussion to an employee’s long-term goals.

Career development plan template

This template helps employees and leaders plan together for career growth: set goals, assess skills, and make a plan.

How to organize a performance appraisal process

Conducting a performance review with an employee requires skill and training on the part of the appraiser. The negative perception that is often associated with the performance appraisal is due in part to a feeling of being criticized during the process.

A performance appraisal is meant to be the complete opposite. Often, the culprit is in the way the appraisal is conducted via the use of language.

The way the sender of a message uses language determines how the other person interprets the message once received. This can include tone of voice, choice of words, or even body language.

Because a performance appraisal is meant to provide constructive feedback, it is crucial that appropriate language and behavior are used in the process.

Human Resources (HR) are the support system for managers and supervisors to be trained in tactfully handling the appraisal process.

The performance appraisal process:

• The assessment process is usually facilitated by Human Resources, who assist managers and supervisors in conducting the individual appraisals within their departments.
• An assessment method should be established.
• Required competencies and job expectations need to be drafted for each employee.
• Individual appraisals on employee performance are conducted.
• A one on one interview is scheduled between the manager and employee to discuss the review.
• Future goals should be discussed between employee and manager.
• A signed-off version of the performance review is archived.
• Appraisal information is utilized by human resources for appropriate organizational purposes, such as reporting, promotions, bonuses or succession planning.

Let’s take a look at one example of a Manager speaking to an employee during a performance appraisal. Below are three versions of the same example.

Compare the difference in language and behavior and how it can change the end-result:

1. An appropriate appraisal example with mixed feedback

“We can start the review by looking at how each project went for you this quarter. Does that sound OK? First, every project you have worked on in the last four months has met the expected deadline and were all within their budgets. I see one project here was even early. They were all implemented successfully. Well done. You have succeeded in the criteria expected of a Project Manager here at ABC Company. Let’s take a look at a few areas where you might be able to develop your project management skills further. In Project A, B, and C, a few team members expressed that they were unsure what to begin working on in the first few meetings and felt that they were engaging in their tasks a bit late. When they tried to express this in later meetings, they felt there was hostility towards them. For upcoming Projects D, E, and F, is there anything that can be done to get team members up and running more quickly? Could more detailed task planning be completed prior to the project kick-off?”

Debrief : This example removes the errors from the first example and puts them in a more constructive light.

• The appraisal begins by involving the employee and making them feel like a valued part of the process.
• The appraiser focuses on measurable outcomes, such as each individual project, instead of broad, baseless generalizations.
• Positives are the focus of the assessment.
• Areas for improvement are offered in a constructive and neutral format by referring to specific events in the employee’s day-to-day tasks.
• The employee is given the opportunity to problem-solve the situation and contribute to their own sense of self-development.
• Constructive solutions are offered so the employee has a clear idea on what they can do better next time.

2. An inappropriate negative appraisal example

“Let’s talk about some of the problems. You are never proactive when it comes to the start of a new project. Things are left too late and there are often complaints. I have heard that your attitude has been less than positive during project meetings. You seem to have things going on at home right now, but they shouldn’t be intruding on your work.”

This example is extreme, but it conveys most of the errors that can occur in a performance review.

• The appraisal begins with a negative. It has been shown that starting with the positives can set the tone for the appraisal and helps employees feel more receptive to feedback.
• The appraiser speaks in a negative, accusatory language and bases the assessment on assumption instead of measured facts. An appraisal needs to be based on measured facts.
• The appraiser makes the discussion personal; a performance review should remain focused on the contributions of the employee to the job and never be about the individual as a person.
• Phrases like “ you are ” or “ you always ” are generalizations about the employee; a performance appraisal needs to be about specific contributions to specific job tasks.

3. An appropriate appraisal example for underperformers

“I wanted to talk to you today about your performance during the last quarter. Looking at the completed project schedules and project debriefs here, I see that each of the five projects was kicked off late. Team members reported having trouble getting the resources and information they needed to start and complete their tasks. Each project was delivered a week or more late and had considerable budget creep. Project A was over by $7000. Project B was over by $9,000, for example. These budget overages were not authorized. I think we really have potential to turn this around and I really want to see you succeed. The role of Project Manager requires you to kick-off projects on-time, make sure your team members have the resources they need, and it’s crucial that any budget issues or delays are discussed with myself or the other Manager. For the upcoming projects this month, I’d like you to draft a project plan one week prior to any project kick-off. We can go over it together and figure out where the gaps might be. Did you have any suggestions on how you might be able to improve the punctuality of your projects or effectiveness of how they are run?”

Debrief : This example deals with an employee who seems to be struggling. The appraiser unfortunately has a lot of negative feedback to work through, but has successfully done so using appropriate language, tone and examples:

• The feedback does not use accusatory language or tone, nor does it focus on the person. This is especially important at the start of a performance review when the topic is being introduced. Being accusatory can make an employee feel uncomfortable, upset or defensive and set the wrong tone for the rest of the review. Comments should remain focused on the employee’s work.
• The comments are constructive and specific. The appraiser uses specific examples with evidence to explain the poor performance and does not make general, unsubstantiated comments. Making general, broad comments like “Your projects have a lot of problems and are always late” are unfair as they cannot be proven. The tone also creates hostility and does not help the employee to solve the problem.
• The appraiser offers a positive comment about improving the situation and also a specific solution to improve the performance. The point of a performance review is to motivate and help an employee, not cut them down.
• The appraiser asks for the input of the employee on how to solve the problem. This empowers the employee to become more involved in their skill development and ends a negative review on a positive note.

4. The inflated appraisal example

“I don’t think we have too much to talk about today as everything seems just fine. Your projects are always done on time and within budget. I’m sure you made the right decisions with your team to achieve all of that. You and I definitely think alike when it comes to project management. Keep up the great work.”

Debrief : This example appears like a perfect performance appraisal, but it’s actually an example of how to inappropriate:

• The feedback glosses over any specifics regarding the employee’s actual work and instead offers vague, inflated comments about everything being great. Feedback needs to refer to specific events.
• Any mention of trouble on the team is ignored. A performance review needs to discuss performance issues before they become serious later on.
• The appraiser compares the employee to himself. This could be referred to as the “halo effect”, where the appraiser allows one aspect of the employee to cloud his or her judgement.
• Nobody is perfect; every appraisal should offer some form of improvement that the employee can work towards, whether it is honing a skill or learning a new skill.

There are many ways an organization can conduct a performance appraisal, owing to the countless different methods and strategies available.

In addition, each organization may have their own unique philosophy making an impact on the way the performance assessment is designed and conducted.

A performance review is often done annually or semi-annually at the minimum, but some organizations do them more often.

5 Modern methods of performance appraisal

There are some common and modern appraisal methods that many organizations gravitate towards, including:

1. Self-evaluation

In a self-evaluation assessment, employees first conduct their performance assessment on their own against a set list of criteria.

The pro is that the method helps employees prepare for their own performance assessment and it creates more dialogue in the official performance interview.

The con is that the process is subjective, and employees may struggle with either rating themselves too high or too low.

2. Behavioral checklist

A Yes or No checklist is provided against a series of traits. If the supervisor believes the employee has exhibited a trait, a YES is ticked.

If they feel the employee has not exhibited the trait, a NO is ticked off. If they are unsure, it can be left blank.

The pro is the simplicity of the format and its focus on actual work-relate tasks and behaviors (ie. no generalizing).

The con is that there is no detailed analysis or detail on how the employee is actually doing, nor does it discuss goals.

3. 360-degree feedback

This type of review includes not just the direct feedback from the manager and employee, but also from other team members and sources.

The review also includes character and leadership capabilities.

The pro is that it provides a bigger picture of an employee’s performance.

The con is that it runs the risk of taking in broad generalizations from outside sources who many not know how to provide constructive feedback .

4. Ratings scale

A ratings scale is a common method of appraisal. It uses a set of pre-determined criteria that a manager uses to evaluate an employee against.

Each set of criteria is weighted so that a measured score can be calculated at the end of the review.

The pro is that the method can consider a wide variety of criteria, from specific job tasks to behavioral traits. The results can also be balanced thanks to the weighting system. This means that if an employee is not strong in a particularly minor area, it will not negatively impact the overall score.

The con of this method is the possible misunderstanding of what is a good result and what is a poor result; managers need to be clear in explaining the rating system.

5. Management by objectives

This type of assessment is a newer method that is gaining in popularity. It involves the employee and manager agreeing to a set of attainable performance goals that the employee will strive to achieve over a given period of time.

At the next review period, the goals and how they have been met are reviewed, whilst new goals are created.

The pro of this method is that it creates dialogue between the employee and employer and is empowering in terms of personal career development.

The con is that it risks overlooking organizational performance competencies that should be considered.

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Performance evaluation template, with examples and tips

A performance evaluation is a formal check-in process used to evaluate team members progress. Though evaluations can be stressful, a performance evaluation template can help standardize the process. When your team member knows exactly what you’ll be discussing, they’re able to prepare and have a more productive conversation. Plus, if you pair evaluations with goal-setting, you can focus the conversation not just on current impact but also on future goals. In this article, learn how a performance evaluation template can simplify and improve the feedback process.

Performance evaluations can bring up memories of when you were a new team member in the hot seat. The anticipation before each 1:1 meeting was likely stressful if you didn't know what the format would look like or what you'd talk about. But now that you’re a manager, you can see things from a different perspective and create a more positive experience. 

What is a performance evaluation?

A performance evaluation is a formal check-in process used to evaluate team members based on their past work and to give feedback for future success. Sometimes called a performance review, performance evaluations usually occur in quarterly, bi-annual, or annual cycles. 

During a performance evaluation, you’ll review each team member's overall performance and break down the competencies they aim to master. You and your employee will walk through specific examples of things your team member did well and areas where they have room for improvement. Some companies use virtual performance evaluation software, but you can also go through the process without using a dedicated HR management tool.

Performance evaluations as self-assessments

Performance evaluations are an opportunity for growth. They’re a chance to have a conversation about each team member’s impact and how they can move forward in their role. 

Oftentimes, performance evaluation templates will have a self-assessment component. This gives your team member a chance to drive their own career by sharing their successes and future goals. You can then start the performance evaluation conversation by asking them to share what they think they're doing well and the areas in which they think they need improvement. This can make the evaluation feel less scrutinizing and more like a dialogue.

How do you write a performance evaluation?

A performance evaluation template can help you prepare for the evaluation process by giving you a standardized format to follow. Though you should tailor this template to your team's goals, make sure your team members see the template in advance so they know what the conversation will be about. This allows them to prepare and encourages conversation on how to move forward. A collaborative approach will feel less daunting than a traditional, one-sided performance evaluation form.

1. Identify core competencies

Although you want your performance evaluation template to meet the needs of your team members, it’s also important to standardize your template to provide a fair assessment across the board. This means considering what competencies make the most sense for your entire department. 

Core competencies that can measure performance in various team roles include:

Knowledge of job skills

Quality/quantity of work

Customer service skills

Inclusiveness

In addition to these categories, you can include an area in the evaluation form for specific goal-setting and further discussion. This will allow you to get more personal with each team member when you meet with them individually. 

Tip: You can add sub-competencies below each category to make your performance evaluation more detailed. For example, under the “quality/quantity of work” competency, add things like: looks for ways to improve quality; performs a full range of duties; achieves goals; and meets deadlines. 

2. Choose a rating scale

Once you’ve chosen the competencies for your performance evaluation template, choose how you want to rate your team members. There are two main values of a rating scale:

Provides a shared language to discuss successes and strengths versus areas of opportunity.

Provides something to look back to and see team members career growth.

However, avoid a numerical scale if possible. That way, team members focus less on their “grade” and more on their competencies. The key to your rating scale is to make sure it’s clear to everyone.

Rating scale example:

Exceeds expectations

Often exceeds expectations

Consistently meets expectations

Needs development

Make sure you align your team with what the rating scale means. For example, two people might mentally define "consistently meets expectations" differently, so keeping everyone on the same page can set the stage for a healthy and productive evaluation conversation.

3. Set an evaluation cycle

Setting your evaluation cycle will let you and your team members know how much time you have to prepare between sessions. Common review cycles are quarterly, bi-annually, and annually, and your company may pre-determine these. But if you have a choice, you may choose based on the nature of your workplace. For example, if your work culture is hands-off, you can hold monthly performance evaluations to ensure team members get frequent feedback. If your work culture is highly collaborative, your team may not need frequent reviews.  

Some review periods are better for short-term goals while others focus on long-term goals . For example, quarterly review periods provide enough time between evaluations for your team members to take past feedback into consideration and work on any goals you’ve set together. Once you’ve set your evaluation cycle, it’s important to stick to it so everyone knows what to expect moving forward. 

Tip: You can also take advantage of the time you have between evaluation cycles to observe job performance in action and offer opportunities for professional development . Helping your team members meet their performance goals benefits the entire team.

4. Prepare a list of questions

Now that you’ve nailed down the basics of your performance evaluation template, you can prepare for the individual meetings you’ll have with your team members. In these meetings, you’ll want to have a list of questions to ask that can move the conversation forward. Some questions you can ask include:

What is something from this quarter that you’re proud of?

Which goals did you meet? Which goals fell short?

What are two or three things you can focus on next quarter to help you grow professionally?

To ease the pressure of the evaluation meeting, standardize these questions for all team members.

Tip: Make sure you choose questions that get team members thinking about their work progress and goals. While the rating system on the performance evaluation is useful for long-term comparisons, the conversation is where your team members can verbalize issues and feel good about their accomplishments.

5. Share questions in advance

The best thing you can do to prepare team members for a performance evaluation meeting is to let them know up front that it's happening and exactly what they can expect. Sharing the questions you’ve prepared in advance can give everyone time to think about them and process them. This reduces nerves and makes it a more collaborative and constructive conversation.

You can also share the format of the review with them so they can get an idea of how the conversation will go. For example, will you expect them to share first or will you lead?

Tip: Aside from sharing the questions with your team members, you can let them know what to expect by asking them about their accomplishments during the interim between evaluation cycles.

6. Have the conversation

Set aside dedicated time outside of your traditional meetings to have your performance evaluation meetings. Plan to meet individually with each team member for between 30 and 45 minutes. If possible, give your team members about a week’s notice so they can plan for them.

Tip: Don’t forget to ask team members for their opinions during the conversation. Aside from the standard questions about past performance and future goals, ask for feedback about your management style or the company culture . You can also ask where or if they hope to grow in the company over the long term.

7. Create a goal-setting framework

The questions you ask team members during evaluations should flow into goal-setting sessions. When you end the performance review process with a set goal, team members have a clear idea of what they need to work on between evaluations. Two goal-setting options include SMART goals and OKRs :

SMART goals:

Objective 1

Key result 1

Key result 2

Key result 3

After you give team members a framework to follow, let them be the visionaries of their goals while you facilitate. 

Tip: When you take a backseat in the goal-setting process, your team members will feel more in control of their future growth. It can also make evaluations more enjoyable because they become less bureaucratic. 

8. Be open to feedback

You should always ask team members about your performance as a manager so you can continue to meet their needs. Sometimes, team members won’t feel comfortable providing honest feedback in a 1:1 meeting. So if you want genuine responses, consider asking for feedback anonymously. You can:

Send an anonymous survey

Set up a physical or virtual comment box 

Hold a team feedback meeting

Emphasize that you’re open to any feedback your team members have for you, whether it’s positive or constructive. You can use their feedback to become a better manager and improve your future performance evaluations. 

Tip: If you’re having trouble thinking of ways to get team feedback, ask your co-workers what methods they use. Other managers may have strategies to share and ideas for evaluation templates as well. If you see areas that overlap between your departments, you can borrow ideas for your performance review form.

Performance evaluation template and example

Below, you’ll see a filled-out example of what a performance evaluation template may look like. You can offer this template as a self-assessment for team members, which should spark meaningful discussion about their work progress and future goals. 

You can download a blank version of this performance evaluation template below to customize it for your company and department.

You can download a blank version of this performance evaluation template below to customize for your company and department.

Types of employee performance review templates

The process of conducting employee performance reviews is pivotal for both employee growth and the continuous improvement of your organization. By using a variety of employee performance evaluation templates, you can ensure that these assessments are both comprehensive and effective.

Below, we'll explore different types of employee performance evaluations that help human resources departments offer constructive feedback, improve team performance, and increase employee engagement.

Simple performance review template

A simple performance review is an essential tool for any human resources professional or team leader. It's designed to streamline the evaluation process by focusing on key performance indicators (KPIs) and core competencies.

This template is particularly useful for routine assessments and is a great starting point for those new to performance evaluations. It simplifies how to do a performance review by providing a clear, concise framework for feedback.

Example: A sales associate, for example, might be evaluated on specific KPIs such as sales volume and customer satisfaction, providing clear metrics for assessment and discussion.

Self-evaluation form

The self-evaluation form , which encourages employees to engage in self-reflection, is an important part of the performance review process. This form allows individuals to assess their own performance, highlighting their achievements and identifying areas of improvement.

Example : A software developer could use the form to reflect on their completed projects, coding proficiency improvements, and teamwork contributions. This helps the team member identify their strengths and areas for further professional development.

By integrating self-assessments into your performance evaluation form, you can foster a culture of self-awareness and continuous development.

Peer review template

The peer review template fosters a collaborative review process in which employees can provide feedback on their coworkers' performance. Peer reviews complement traditional performance evaluation forms by adding depth to the understanding of an employee's impact within the team.

This form provides a thorough perspective that might not be apparent to supervisors alone and aids in understanding how peers perceive an employee's progress.

Example: For instance, a graphic designer might receive feedback from their peers on their creativity, ability to meet deadlines, and collaboration on team projects, offering a comprehensive view of their performance from those who work closely with them.

30-60-90 review template

Designed for new hires, the 30-60-90 review template sets clear milestones for the first 90 days of employment. It's a dynamic tool that helps managers and employees establish mutual performance expectations and goals, making new employee onboarding a success.

Example : Consider, a new marketing specialist who is expected to learn the company's marketing strategy in the first 30 days, contribute to a campaign by the 60th day, and lead a small project by day 90.

The 30-60-90 review focuses on the quality of work and alignment with the job description and incorporates a career development plan that includes mentoring. This ensures the new hire is effectively integrated into the team, with clear expectations for their initial months.

360-degree feedback template

The 360-degree feedback template is a comprehensive approach to performance evaluation, incorporating feedback from supervisors, peers, subordinates, and sometimes even clients.

This holistic view provides a well-rounded perspective on employee strengths and any areas that need improvement.

Example: Consider a team leader whose 360-degree feedback reveals a lower performance rating in communication skills compared to other areas. Based on this feedback, the leader is placed on a performance improvement plan specifically designed to enhance their communication skills. The plan includes targeted workshops, mentoring sessions with a communication coach, and regular feedback sessions to monitor progress. This approach ensures that the leader receives the support needed to develop their abilities and positively impact their team's performance.

One-on-one meetings

Performance evaluation templates can be helpful for jotting down notes during face-to-face meetings, but with many teams moving to remote work , online software is more useful than ever. Virtual one-on-one meeting agendas clarify that you're here for your team members and are always willing to chat. They're a great place for casual feedback and to build psychological safety and trust. By developing this relationship with your direct report, you can set yourself up for success when you have a bigger performance review conversation.

Even if you work in person, you can use one-on-one meeting agendas to stay connected with team members throughout the year.

A one-on-one project also gives team members the chance to choose what they want to talk about with you. Think of the one-on-one as their time. You've set 30 minutes aside for them to use in whatever way is most beneficial for them. Sometimes, they might want to talk about their favorite TV show because they need some time to unwind. Other times, you may get into some serious brainstorming or problem-solving together.

Quarterly performance review template

Focusing on short-term goals and achievements, the quarterly performance review template allows for more frequent assessments of an employee's progress. This performance appraisal is beneficial for tracking progress towards annual goals and adjusting objectives as needed. Quarterly reviews are an excellent way to keep employees motivated and aligned with the company's strategic direction.

Example : For instance, a project manager might be reviewed on their ability to meet project milestones, with adjustments made to their next quarter goals based on the latest project outcomes and feedback.

Annual performance review template

The annual performance review template provides a comprehensive overview of an employee's performance over the year. It's an opportunity to reflect on long-term achievements, set future goals, and discuss career development opportunities.

Incorporating feedback from this template into the next performance review ensures continuous improvement and effective performance management. Additionally, it sets the stage for meaningful one-on-one discussions, allowing managers and employees to follow up on progress and celebrate wins.

Example : For example, imagine an employee who has consistently met their sales targets throughout the year. The annual review not only acknowledges this achievement but also explores areas for further growth. This might involve setting higher targets for the upcoming year, discussing new responsibilities, or identifying training opportunities.

Why performance evaluations are important

Performance evaluations are important for both managers and team members because, when work gets hectic, communication can fall short. A “good job” here and there can go a long way, but team members need scheduled facetime for individual feedback in order to stay on track and grow.

Performance evaluations can provide the following benefits:

For managers:

Informs hiring practices

Offers feedback on management style

Provides updates on team member wellbeing

For team members:

Improves communication with leadership

Provides a safe space to address concerns

Offers feedback on individual performance

While performance evaluations can feel nerve-wracking, they’re also motivating and give team members clarity on how to improve. Over time, thoughtful performance evaluations build trust and show your team members that you support them and their career paths.

Enhance performance evaluations with goal-setting software

With Asana’s goal-setting software, your team can receive more frequent updates on how they’re doing, which lessens the pressure on everyone when performance evaluations roll around. 

Goal-setting enhances the performance evaluation process by focusing more on future progress. When your team can watch their progress in action, they’ll feel more invested in doing their best work.

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How to write performance goals: 100 sample phrases

Well-written performance goals help energize employees and point them in right direction. They help managers conduct more effective performance reviews . Here are 100 phrases to adapt, from 2600 Phrases for Setting Effective Performance Goals by Paul Falcone as well as additional performance goal phrases that may help you to provide more useful feedback to struggling team members.

Encourage initiative

Many employees lack the initiative to take on new tasks or complete assignments without the need for micromanaging. To encourage initiative: “Seek ways to assume responsibilities beyond your current job description.”

Using these performance review phrases in their evaluation may spur improvement:

• Complete tasks without frequent supervision.
• Focus on the ability to think creatively.
• Complete projects without ongoing direction.
• Attend training to develop necessary planning skills.
• Discover ways to think outside the box and be more decisive.
• Learn how to adapt to stressful situations.
• Proactively learn new skills.
• Develop work prioritization skills.
• Avoid taking professional criticism poorly.
• Proactively research new work techniques or tools.

Require punctuality

Every team has at least one member who is frequently late or flaky. To require punctuality: “Be on time for all meetings, which shows you respect your colleagues’ time.”

Also, try these performance review phrases during an evaluation with an employee who struggles with punctuality:

• Regularly arrive on time.
• Respond to correspondence and phone calls within the expected time frame.
• Maintain production schedules.
• Meet the company standards for attendance and punctuality.
• Returns on time from breaks.
• Focus on punctuality.
• Stay on schedule to avoid disciplinary action.
• Commit to time management.
• Respect the time and responsibilities of others.
• Be reliable whenever possible.

Foster a better attitude

Some employees struggle with having an appropriate attitude at work. To foster a better attitude: “Ensure that your tone, body language, and other nonverbal cues convey the proper respect and attitude toward others.”

These additional performance goal phrases might help:

• Refrain from publicly criticizing coworkers.
• Maintain a positive attitude to promote productivity.
• Support team morale through the attitude displayed.
• Avoid team tension by maintaining a positive attitude.
• Welcome new employees to drive improved morale.
• Keep work and home life separate as much as possible.
• Develop skills to manage stressful situations well.
• Provide constructive criticism to coworkers.
• Cooperate with others to foster team spirit.
• Focus on solving problems.

Improve communication

To improve communication : “Anticipate what your manager will need to know and provide that information.” For managers: “Keep team members informed of each other’s actions.”

Here are some performance review phrases to use if communication is a weakness for the employee:

• Communicate expectations effectively.
• Facilitate group discussions.
• Improve written and verbal skills.
• Focus on developing communication skills .
• Communicate thoughtfully during meetings.
• Avoid inappropriate language.
• Communicate with proper personnel regarding issues.
• Speak up in team meetings.
• Provide timely project updates.
• Avoid misunderstandings by communicating proactively.

Spur creativity

Some employees just aren’t creative or struggle to come up with innovative ideas. To spur creativity: “Build relationships among peers that foster collaboration and discussion of new ideas.”

Try using these phrases in employee feedback when creativity is lacking:

• Consider new ideas, particularly when your current thinking isn’t working.
• Be flexible enough to implement new concepts.
• Develop an interest in creative approaches.
• Adapt new solutions.
• Take risks, especially when there are obvious benefits.
• Try new things to increase productivity.
• Facilitate brainstorming and out of the box thinking.
• Develop innovations and new ideas.
• Bring creative ideas to fruition.
• Encourage team creativity by listening to new ideas.

Boost customer service

Employees who lack a customer service mindset can be detrimental. To boost customer service: “When we lose a customer, follow up to discover what we could have done differently.”

You can also try incorporating these performance goal phrases during the next review:

• Manage customer issues efficiently.
• Refrain from violating company policies when communicating with customers.
• Adapt customer service scripts when communicating.
• Avoid becoming frustrated.
• Use sales techniques to offer additional products and services.
• Be aware of customer call times.
• Escalate complex customer issues when necessary.
• Focus on building customer rapport.
• Be perseverant when solving problems.
• Support customers by actively listening.

Diversity in the workplace is more important than ever. To nurture diversity: “Appreciate the unique perspective, skills, and experience that each person brings to the team.”

This feedback might help encourage change:

• Make an effort to understand the perspectives of others.
• Avoid offensive jokes and disrespectful actions.
• Value diversity of thinking.
• Discourage harassment, bullying, and poor behavior.
• Participate in the implementation of diversity initiatives.
• Engage in diversity events.
• Drive positive change.
• Show empathy toward marginalized people.
• Proactively determine if current policies and procedures support diverse employees.
• Accept diverse viewpoints.

Improve planning

The ability to create and follow a plan can be learned. To improve planning : “Begin projects by identifying all the resources required, including staff, funding, materials, and other support.”

These performance goal phrases may help poor planner improve:

• Develop organizational skills .
• Create a course of action for projects without supervision.
• Prepare in advance for meetings.
• Complete tasks promptly.
• Meet deadlines.
• Analyze project requirements and develop strategies.
• Keep files and materials organized.
• Utilize planning tools.
• Establishes realistic strategies.
• Maintain the big-picture view and avoid getting lost in the details.

Promote better listening

Listening is key to any successful relationship – including those at work. To promote better listening: “Show by asking open-ended questions that you are engaged in conversations.”

You can also use these phrases in employee feedback:

• Intently listen to directions.
• Listen to and acknowledge customer feedback.
• Concentrate on discussions.
• Listen to guidance from leadership .
• Develop active listening skills .
• Be concerned with what colleagues say.
• Take the time to process what is said by others.
• Participate in conversations.
• Avoid interrupting others.
• Eliminate personal bias so discussions are not misinterpreted.

Foster leadership

Leadership qualities are needed at all levels of an organization. To foster leadership : “Discover the problems that prevent team members from performing at the highest possible levels.”

Use these performance review phrases to give feedback:

• Develop leadership qualities through training and self-improvement.
• Become a source of inspiration to others.
• Avoid openly criticizing team members, provide feedback privately.
• Actively reward employee achievements.
• Practice patience.
• Focus on delegating appropriate tasks.
• Attend leadership training.
• Accept and process constructive criticism.
• Avoid micromanaging your staff.
• Make decisions and commit to them.

Editor’s Note: Helping your employees write strong performance goals is extremely helpful when it comes time to sit down for performance reviews . The goals will help guide the appraisal and give you specific employee responsibilities and metrics to evaluate during the performance meeting.

If you’re looking for more assistance with the appraisal process, we’ve created a packet of checklists and forms to help you make the most of your reviews. Performance Review Documents will give you the tools you need to focus on every aspect of the performance review , from preparing and conducting the appraisal to following up after it’s completed.

With these FREE documents, you’ll improve the consistency and reduce the subjectivity of your performance reviews to help you build and maintain a successful organization. Get the FREE documents now.

WHAT TO READ NEXT

23 Examples of Employee Performance Goals for 2024

Performance goals are an essential tool that managers use to ensure the success of their teams and organizations. They create a clear vision of what is expected from each employee. They encourage productivity, foster accountability, and create opportunities for employees to show their strengths. Setting these benchmarks is integral for the overall performance and productivity of the organization, bridging the gap between individual responsibility and collective goals.

By setting performance goals, managers can help their employees eliminate confusion from the workspace because employees can get specific directions on what they need to accomplish. Giving these goals as directions can also create a basis for feedback and evaluation. Along with providing direction, the goals provide tangible measures for success. 

But, what are some examples of goals that a manager should give to his or her employees?

In this article, we present example goals for a variety of employee skills, including the following:

• Collaboration
• Professional growth
• Self-management
• Soft skills 
• People management
• Problem-solving
• Creativity 

We also present examples of goal methodologies, including:

• SMART Goals

Locke and Latham’s 5 Principles

• Goal Pyramid

When combined, these examples help you develop goals that are both focused on unique skills that an employee should master, while also adhering to tried and true goal methodologies. 

PerformYard brings goals and performance management into one platform. Learn More

Examples of Collaboration Performance Goals

Collaboration fosters unity in the workplace and creates opportunities for the best work to be completed because many individuals are working together to complete a common objective. Collaboration performance goals can lead to a workspace that is better equipped to succeed with coworkers around them. In essence, collaboration performance goals can leverage the power of collective intelligence and drive the organization toward shared success.

Setting a collaboration performance goal begins with clearly defining what successful collaboration looks like in the specific context of your organization or team. It should involve metrics that quantify aspects of teamwork, such as the number of joint projects completed, frequency of interdepartmental meetings, or the quality of cooperative output. To meet this goal, the team could engage in activities like team-building exercises and joint decision-making activities that foster cooperation.

Examples of collaboration goals could include:

• "Increase the number of joint projects between different departments by 20% over the next quarter to promote interdepartmental communication and cooperation."
• "Implement bi-weekly collaborative problem-solving sessions to boost innovative thinking and strengthen team unity."
• "Improve team satisfaction scores by 15% in the next employee survey by fostering a more cooperative and supportive team environment."

Examples of Professional Growth Goals

Professional development performance goals are critical because they emphasize the importance of ongoing learning and skill enhancement in the workplace. Such goals can help individuals to remain competitive in their roles, increase job satisfaction, and facilitate career progression. In addition, these goals contribute to the company's success as employees are growing their skill sets, performing their jobs more effectively, and adapting to changes in the job requirements.

Setting a professional development goal involves identifying specific skills or knowledge areas that the employee needs to improve or acquire. It could be based on job requirements, future career aspirations, or continuous feedback received during performance evaluations. The employee could engage in various activities such as attending workshops, undertaking online courses, seeking mentorship, or working on projects that develop the required skills to achieve these goals. 

Examples of professional development goals could include:

• "Complete an advanced certification course in data analytics within the next six months to enhance decision-making skills in the role."
• "Attend at least two industry conferences in the next year to stay updated with the latest trends and practices."
• "Seek and engage in a mentorship program with a senior leader in the organization over the next quarter to gain insights and guidance for career growth."

Examples of Self-management Goals

Setting self-management goals is crucial because they encourage employees to take ownership of their responsibilities and performance. These goals cultivate independence, initiative, and personal accountability so that the office can run smoothly with fewer exact directions or guidelines from the manager. Managers should always be guiding employees to improve their work; however, no one knows someone’s weaknesses better than oneself.

A self-management goal could be set by identifying specific areas of improvement, such as time management, task prioritization, or stress management. Meeting this goal would require consistent practice and potentially the adoption of new strategies or tools. For example, someone aiming to improve their time management might begin using a digital planner or download performance management software .

Examples of self-management goals could include:

• "Improve time management by breaking each workday into strategic time blocks for specific tasks, aiming to reduce overtime hours by 15% over the next two months."
• "Enhance stress management by incorporating mindfulness techniques into daily routine, to decrease stress-related sick leaves by 20% in the next quarter."
• "Boost productivity by developing a system for prioritizing tasks, targeting a 10% increase in completed projects within deadlines over the next six months."

Examples of Soft Skills Goals

Soft skills goals in the workplace are important because they focus on interpersonal skills that are crucial for smooth and helpful communication in the workplace. These skills, which include communication, emotional intelligence, and adaptability, are often transferable across different roles and industries. They can enhance an employee's ability to work well with others, navigate workplace challenges, and contribute positively to the organizational culture. 

A soft skills goal can be set by identifying specific behaviors or attributes that an employee wants to develop or improve. If an employee struggles to be kind or understanding in high-stress situations, there are ways to artificially curate scenarios in which he or she can hone those skills. Other examples are activities such as workshops, role-playing exercises, or seeking coaching or mentorship. These resources could help the employee reach his or her soft skills goal. 

Examples of soft skills goals could include:

• "Improve public speaking and presentation skills by attending a public speaking workshop and presenting at least once per month at team meetings."
• "Enhance emotional intelligence by participating in an emotional intelligence training program and practicing active listening and empathy in daily interactions."
• "Develop stronger problem-solving abilities by leading a project that involves complex planning and decision-making, aiming to deliver the project successfully and receive positive feedback from the team."

Examples of Problem-solving Goals

Problem-solving goals are of paramount importance in the workplace. They encourage employees to develop and utilize their critical thinking skills to overcome challenges and obstacles. In tight deadlines or other high-stress situations, these goals could be crucial for enhancing productivity or contributing to better decision-making. 

Setting a problem-solving goal involves identifying specific challenges that an employee often encounters in which they need to adapt quickly to succeed. Achieving this goal may require the employee to undertake specific training, such as workshops on critical thinking or creativity, or to gain more experience in tackling complex projects or tasks.

Examples of problem-solving goals could include:

• "Enhance analytical problem-solving skills by completing a relevant online course and successfully applying the learned techniques to at least two significant work-related problems in the next three months."
• "Reduce the average time to resolve customer complaints by 25% over the next quarter by developing and implementing a new customer service protocol."
• "Improve creative problem-solving skills by leading a project that requires innovative solutions, aiming for a successful project completion and positive feedback from the project team within six months."

Examples of Creativity Goals

Creativity performance goals in the workplace are essential because they promote innovation and out-of-the-box thinking. These goals empower employees to challenge the status quo, explore new ideas, and feel free to be transparent with coworkers. They can lead to the development of new products, services, or processes, offering competitive advantages to the organization. 

Setting a creativity goal involves identifying opportunities for innovative thinking within an individual's role or team. It may require the encouragement of risk-taking, brainstorming sessions, or providing time and resources for creative pursuits. Meeting these goals could involve participating in workshops or courses that foster creativity, seeking inspiration from diverse sources, or regularly dedicating time to brainstorming and ideation. 

Examples of creativity goals could include:

• "Generate at least three new ideas each month for improving the team's workflow or processes."
• "Develop and implement an innovative solution to a longstanding departmental challenge within the next six months."
• "Participate in a creative thinking workshop and apply learned techniques in daily work, aiming to contribute at least two innovative ideas for team projects in the next quarter."

Examples of Goals for New Employees

Setting goals and staying consistent with those goals are both important, but for some employees, setting these goals can be even more challenging. For new employees, it can be difficult to see goals that should be completed because there is no context for what you need to do. If you are a new employee and are having difficulty seeing goals that you should meet, consider using these examples as guidelines:

• "Familiarize yourself with the company's products, services, and key processes within the first month of employment."
• "Build relationships with all team members and key stakeholders by arranging introductory meetings or informal catch-ups within the first two weeks."
• "Complete all onboarding training modules and demonstrate understanding of your role and responsibilities by the end of the first month."
• "Contribute to your first team project or task, demonstrating understanding of job responsibilities and alignment with team objectives within the first three months."
• “Purposely and intentionally go out and seek advice and feedback from a manager to see what else you could be doing or accomplishing.”

The SMART Goal Methodology

SMART is an acronym that represents a framework for creating effective goals. It stands for Specific, Measurable, Achievable, Relevant, and Time-Bound. When setting performance goals, using the SMART methodology ensures that objectives are clear, realistic, and capable of making a tangible impact.

Specific goals are well-defined and clear about what is to be achieved, avoiding vagueness. Measurable goals can be quantified or evaluated, allowing for clear tracking of progress and ultimate success. Achievable goals are realistic, taking into account resources, constraints, and abilities. Relevant goals align with broader team or organizational objectives, ensuring the work contributes to larger goals. Lastly, Time-Bound goals have a specific deadline or timeframe, which adds a sense of urgency and helps motivate progress. SMART goals make sure to emphasize the achievability and realistic possibility that the goal can be completed. With SMART goals, employees can become more motivated because they feel that the goals are doable and still significant. 

The OKRs Methodology

OKR is an acronym for Objectives and Key Results, a popular goal-setting framework that helps organizations set, track, and achieve their goals. Objectives are broad, qualitative descriptions of what you want to achieve. Ideally, they are significant, concrete, action-oriented, and inspiring. Key Results, on the other hand, are a set of specific, measurable, and time-bound metrics that gauge the achievement of the objective. They are quantifiable, achievable, and lead to objective grading.

OKRs work on multiple levels. At the organizational level, they provide a clear direction and help to align all departments towards common goals. At the team level, they promote focus and coordination, encouraging each team to work together towards their Key Results. At the individual level, they offer clarity on what each employee needs to accomplish and how their work contributes to the overall objective. OKRs can display a comforting, optimistic, and general approach while still assessing the barebones requirements of certain goals. When used effectively, OKRs can significantly improve the performance, alignment, and engagement of both teams and individuals.

Locke and Latham's goal-setting theory is one of the most influential and practical theories in organizational psychology, focusing on the impact of goal-setting on individual performance. Their theory is built around five key principles: clarity, challenge, commitment, feedback, and task complexity.

The clarity principle emphasizes the need for goals to be clear and specific, avoiding ambiguity. Specific, well-defined goals are easier to understand and act upon. The challenge principle suggests that goals should be challenging yet attainable. Challenging goals stimulate effort, persistence, and ambition. Commitment relates to the level of personal investment and motivation toward the goal. Greater commitment often leads to higher effort and determination to reach the goal.

The feedback principle stresses the importance of providing feedback on progress toward goals. Feedback allows individuals to adjust their effort, strategies, and actions to better align with the goal. Task complexity is the final principle. It cautions that if a task is highly complex, individuals need sufficient time and resources to practice or learn about the task to avoid becoming overwhelmed. This may require setting short-term sub-goals to support the ultimate goal. Incorporating these five principles when setting goals can significantly enhance motivation and performance.

The BHAG Goals Methodology

BHAG, an acronym for "Big Hairy Audacious Goal," is a term coined by business consultants James Collins and Jerry Porras in their book Built to Last: Successful Habits of Visionary Companies . BHAGs are very different from other typical types of performance goals. A BHAG is a long-term goal that changes the very nature of a business's existence. BHAGs are bigger, bolder, and more powerful than regular long and short-term goals. They typically take a 10-30 year commitment, but they are exciting, tangible, and something everyone just "gets" without any further explanation.

A BHAG is meant to shift how a company sees itself and instills a sense of purpose and urgency, stimulating progress and acting as a unifying focal point for a team effort. This bold goal might appear to be outside of what the team can currently achieve, but it's not outside the realm of possibility. It requires the organization to stretch beyond its comfort zone and rethink how it operates. While not all BHAGs are achieved, they inspire organizations to rise to the challenge and achieve more than they thought possible, acting as a driving force behind major strategic and operational changes.

The Goal Pyramid Methodology

The Goal Pyramid is a visual representation that helps individuals and organizations hierarchically structure their goals. The pyramid starts from the top with the main goal and cascades down to smaller, more actionable steps. This approach provides a clear roadmap toward achieving the main goal, as each level in the pyramid is a stepping stone toward the next one.

At the top of the pyramid is the main goal or the overarching objective, which is typically broad and long-term. This could be an individual's personal goal or an organization's strategic objective. As you move down the pyramid, the goals become more specific, achievable, and time-bound, acting as milestones on the way to achieving the main goal. These could include medium-term goals, short-term goals, and daily actions or habits. The Goal Pyramid helps to break down the journey toward the main goal into manageable steps, making the process less overwhelming and more achievable. It enables individuals and organizations to see how everyday actions contribute to broader objectives, enhancing motivation and providing a sense of progress.

‍ Additional Aspects to Consider

Keeping track of performance goals is a crucial part of ensuring they are met. It allows for adjustments to be made along the way, keeps individuals and teams focused, and provides a clear picture of progress toward the goal.

One effective way to track performance goals is by regularly reviewing them. Going back weekly or monthly can greatly assist employees in accomplishing their goals. This act is essential for goal completion because it keeps the goals at the forefront of your attention. Additionally, employees should do these check-ins on their own instead of exclusively waiting for their performance reviews. Keeping this schedule can help organization and productivity.

A tool that can help employees organize and track performance goals is performance review software like PerformYard. This type of software provides a central place to define, track, and review goals. It often includes features for setting specific, measurable, and time-bound goals, assigning them to individuals or teams, and tracking progress. Additionally, our HR analytics software can create visualizations that provide a clear picture of how well the goals are being met.

PerformYard can facilitate ongoing feedback and communication regarding the goals that are set after a performance review. This feedback allows for a more communal and unified set of goals that are important for the whole organization to keep track of. Furthermore, using performance management software can set the alignment of individual and team goals with the larger organizational objectives. This facilitation provides a clear line of sight from everyday tasks to the overall mission of the organization.

SMART Goals: The Comprehensive Guide for 2024

Employee goal setting: the only guide you'll ever need.

How to Write a Self Evaluation (With Examples)

First step, be honest about your hits and misses.

Self evaluations are performance assessments that bring you and your manager together to rate your performance over a given time span (quarterly, semi-annually, annually) either using a scale (one to 10 or one to five) or by answering open-ended questions. You complete the evaluation and so does your manager. During the performance review , the two of you compare notes to arrive at a final evaluation.

What Is a Self Evaluation?

Self evaluations are performance assessments that both employees and managers complete. They can be done quarterly, semi-annually or annually, and range from open-ended questions discussed to ratings given on a numeric scale.

Writing about yourself, especially if those words are going to be part of your permanent work record, can be daunting. But it doesn’t have to be. In fact, self evaluations give you a voice in your performance review , and they’re opportunities to outline your career goals and get help in reaching them.

Below, we’ll examine self evaluation benefits, tips and examples, plus how both employees and managers can complete them successfully.

More on Self Evaluations Self-Evaluations Make Stronger Leaders. Here’s How to Write One.

Benefits of Self Evaluations 

1. help employees and managers prepare for performance reviews.

Completing a self evaluation can help guide the eventual performance-review conversation in a structured, but meaningful, way. It also helps both parties get an idea of what needs to be discussed during a performance review, so neither feels caught off guard by the conversation.

2. Give Employees an Opportunity to Reflect on Their Progress

Since self evaluations are inherently reflective, they allow employees to identify and examine their strengths and weaknesses. This helps employees both know their worth to an organization and what they still have left to learn. 

“Self evaluations enable employees to see their work in its entirety,” Jill Bowman, director of people at fintech company Octane , said. “They ensure that employees reflect on their high points throughout the entire year and to assess their progress towards achieving predetermined objectives and goals.”

3. Help Managers Track Employee Accomplishments

Employee self assessments help managers more accurately remember each employee’s accomplishments. “As many managers often have numerous direct reports, it provides a useful summary of the achievements of each member,” Bowman said.

4. Improve Employee Satisfaction

Academic literature indicates that employees are more satisfied with evaluations that involve two-way communication and encourage a conversation between manager and employee, according to Thomas Begley, professor of management at Rensselaer Polytechnic Institute . 

The thing is, employees have to trust that the process is fair, Begley added. If they believe it is, and they’re treated fairly and respectfully during the process, employees react positively to self evaluations.

5. Can Decrease Employee Turnover

Some companies see tangible results from self evaluations. For example, Smarty , an address-verification company, enjoys low staff turnover, said Rob Green, chief revenue officer. The self-evaluation method, coupled with a strong focus on a communication-based corporate culture, has resulted in a 97 percent retention rate, Green told Built In.

Related 6 Ways to Be More Confident in Performance Reviews

How to Write a Self Evaluation

The ability to write a self evaluation is a critical career skill.

“Self evaluations give you a platform to influence your manager and in many cases, reframe the nature of the relationship with your manager,” Richard Hawkes, CEO and founder of Growth River , a leadership and management consulting company, said. “And all results in business happen in the context of relationships.”

Below are some tips on how to complete a self evaluation.

1. Track Your Work and Accomplishments

Daily or weekly tracking of your work can help you keep track of your progress and also prevent last-minute “what on earth did I do the last six months?” panic at performance evaluation time, said Peter Griscom, CEO at Tradefluence . “Strip down the questions to two or three, and just ask yourself, ‘How well did I communicate today?’ ‘How well did I solve problems today?’ ‘What have I achieved today?’” Griscom said. “Get in the habit of writing those things out and keeping track and over time.”

2. Answer Honestly  

For his first self evaluation, Griscom remembers wondering how to best answer the questions. After he asked his manager for guidance, Griscom answered the questions as accurately as he could. “What came out of it was really valuable, because it gave me a chance to reflect on my own achievements and think about where I can improve,” he said. “It forced me to do the thinking instead of just accepting feedback.”

3. Highlight Your Achievements

If your boss has a handful of direct reports, chances are good they haven’t noticed each of your shining moments during a review period. This is your chance to spotlight yourself. Quotas exceeded, projects finished ahead of schedule, fruitful mentoring relationships, processes streamlined — whatever you’ve done, share it, and don’t be shy about it, said Alexandra Phillips , a leadership and management coach. Women, especially, tend not to share achievements and accomplishments as loudly or often as they should. “Make sure your manager has a good sense of where you’ve had those wins, large and small, because sometimes they can fly under the radar,” Phillips added.

4. Admit Weaknesses and How You Have Grown 

If you’ve made a whopper mistake since your past review, mention it — and be sure to discuss what you’ve learned from it. Chances are good your manager knows you made a mistake, and bringing it up gives you the opportunity to provide more context to the situation.

5. Acknowledge Areas of Improvement

Be prepared for your manager to point out a few areas for improvement. This is where career growth happens. “If you want something,” whether it’s a promotion or move to another department, “you need to know how to get there,” said Phillips.

Related What Are Short-Term Career Goals? (With 12 Examples)

Self Evaluation Examples and Templates Answers

Still not sure what to do when you put pen to paper? Here are six open-ended self evaluation sample questions from the Society for Human Resource Management, as well as example answers you can use to prepare for your own self evaluation.

1. Job Performance Examples

List your most significant accomplishments or contributions since last year. How do these achievements align with the goals/objectives outlined in your last review?

How to answer with positive results: In the past year, I successfully led our team in finishing [project A]. I was instrumental in finding solutions to several project challenges, among them [X, Y and Z]. When Tom left the company unexpectedly, I was able to cover his basic tasks until a replacement was hired, thus keeping our team on track to meet KPIs. 

I feel the above accomplishments demonstrate that I have taken more of a leadership role in our department, a move that we discussed during my last performance review.

How to answer with ways to improve: Although I didn’t meet all of my goals in the last year, I am working on improving this by changing my workflow and holding myself accountable. I am currently working to meet my goals by doing [X, Y and Z] and I plan to have [project A] completed by [steps here]. I believe that I will be able to correct my performance through these actionable steps.  

Describe areas you feel require improvement in terms of your professional capabilities. List the steps you plan to take and/or the resources you need to accomplish this.

I feel I could do better at moving projects off my desk and on to the next person without overthinking them or sweating details that are not mine to sweat; in this regard I could trust my teammates more. I plan to enlist your help with this and ask for a weekly 15-minute one-on-one meeting to do so.  

Identify two career goals for the coming year and indicate how you plan to accomplish them.

One is a promotion to senior project manager, which I plan to reach by continuing to show leadership skills on the team. Another is that I’d like to be seen as a real resource for the organization, and plan to volunteer for the committee to update the standards and practices handbook.  

2. Leadership Examples

Since the last appraisal period, have you successfully performed any new tasks or additional duties outside the scope of your regular responsibilities? If so, please specify.

How to answer with positive results: Yes. I have established mentoring relationships with one of the younger members of our team, as well as with a more seasoned person in another department. I have also successfully taken over the monthly all-hands meeting in our team, trimming meeting time to 30 minutes from an hour and establishing clear agendas and expectations for each meeting. Again, I feel these align with my goal to become more of a leader.

How to answer with ways to improve: Since the last review period, I focused my efforts on improving my communication with our team, meeting my goals consistently and fostering relationships with leaders in other departments. Over the next six months, I plan on breaking out of my comfort zone by accomplishing [X, Y and Z].  

What activities have you initiated, or actively participated in, to encourage camaraderie and teamwork within your group and/or office? What was the result?

How to answer with positive results: I launched the “No More Panicked Mondays” program to help on-site and remote colleagues make Mondays more productive. The initiative includes segmenting the day into 25-minute parts to answer emails, get caught up on direct messages, sketch out to-do lists and otherwise plan for the week ahead. NMPM also includes a 15-minute “Weekend Update” around lunch time, during which staff shares weekend activities. Attendance was slow at first but has picked up to nearly 90 percent participation. The result overall for the initiative is more of the team signs on to direct messages earlier in the day, on average 9:15 a.m. instead of the previous 10 a.m., and anecdotally, the team seems more enthusiastic about the week. I plan to conduct a survey later this month to get team input on how we can change up the initiative.

How to answer with ways to improve: Although I haven’t had the chance to lead any new initiatives since I got hired, I recently had an idea for [A] and wanted to run it by you. Do you think this would be beneficial to our team? I would love to take charge of a program like this.  

3. Professional Development Examples

Describe your professional development activities since last year, such as offsite seminars/classes (specify if self-directed or required by your supervisor), onsite training, peer training, management coaching or mentoring, on-the-job experience, exposure to challenging projects, other—please describe.

How to answer with positive results: I completed a class on SEO best practices and shared what I learned from the seminar during a lunch-and-learn with my teammates. I took on a pro-bono website development project for a local nonprofit, which gave me a new look at website challenges for different types of organizations. I also, as mentioned above, started two new mentoring relationships.

How to answer with ways to improve: This is something I have been thinking about but would like a little guidance with. I would love to hear what others have done in the past to help me find my footing. I am eager to learn more about [A] and [B] and would like to hear your thoughts on which courses or seminars you might recommend. 

Related How to Find the Right Mentor — and How to Be One

Types of Self Evaluations

Self evaluations can include rating scale questions, open-ended questions or a hybrid of both. Each approach has its own set of pros and cons to consider.

1. Rating Self Evaluation

Rating scale self evaluations give a list of statements where employees are asked to rate themselves on a scale of one to five or one to ten (generally the higher the number, the more favorable the rating). 

For example, in Smarty’s self evaluations, it uses a tool called 3A+. This one calls for employees and managers to sit down and complete the evaluation together, at the same time. Employees rate themselves from 3, 2 or 1 (three being the best) on their capability in their role; A, B or C on their helpfulness to others, and plus or minus on their “diligence and focus” in their role. Managers rate the employees using the same scale. A “perfect” score would be 3A+, while an underperforming employee would rate 2B-.

At the performance evaluation meeting, managers and employees compare their ratings, and employees ask for feedback on how they can improve.

But rating systems can have their challenges that are often rooted in bias . For example, women are more likely to rate themselves lower than men. People from individualistic cultures, which emphasize individuals over community, will rate themselves higher than people from collectivist cultures, which place a premium on the group rather than the individual.

2. Open-Ended Question Self Evaluation

Open-ended questions ask employees to list their accomplishments, setbacks and goals in writing. The goal of open-ended questions is to get employees thinking deeply about their work and where they need to improve. 

Open-ended questions allow employees a true voice in the process, whereas “self ratings” can sometimes be unfair , Fresia Jackson, lead research people scientist at Culture Amp , said. 

With open-ended questions, employees tend to be more forgiving with themselves, which can be both good and bad. Whatever result open ended questions bring about, they typically offer more fodder for discussion between employees and managers.

3. Hybrid Self Evaluation

Hybrid self evaluations combine both rating questions and open-ended questions, where employees assess their skills and accomplishments by using a number scale and by answering in writing. This type of self evaluation lets employees provide quantitative and qualitative answers for a more holistic reflection. 

Self-Evaluation Questions for Performance Reviews

If you’ve never done a self evaluation, or if you just need a refresher before your next performance review, looking over some examples of self evaluation questions — like the ones below — can be a helpful starting point.

Common Self-Evaluation Questions for Performance Reviews

• What are you most proud of?
• What would you do differently?
• How have you carried out the company’s mission statement?
• Where would you like to be a year from now?
• List your skills and positive attributes.
• List your accomplishments, especially those that impacted others or moved you toward goals.
• Think about your mistakes and what you’ve learned from them.
• What are your opportunities to grow through advancement and/or learning?
• How do the above tie to your professional goals?

Self-Evaluation Questions for Career Planning and Growth

• What are you interested in working on?
• What are you working on now?
• What do you want to learn more about?
• How can I as your manager better support you?
• What can the company do to support your journey?
• How can the immediate team support you?
• What can you do to better support the team and the company? 

Self-Evaluation Questions for Performance and Career Goals

• How did you perform in relation to your goals?
• What level of positive impact did your performance have on the team?
• Did your performance have a positive impact on the business?
• What was your level of collaboration with other departments?
• What corporate value do you bring to life?
• What corporate value do you most struggle to align with?
• Summarize your strengths.
• Summarize your development areas.
• Summarize your performance/achievements during this year.
• How would you rate your overall performance this year? 

Related How to Set Professional Goals

How Should Managers Approach Self Evaluations?

It’s clear here that self evaluations, as a type of performance review, are more employee- than manager-driven. That said, managers are a key ingredient in this process, and the way managers handle self evaluations determines much about how useful they are and how well employees respond to them. To make sure they’re as effective as possible, consider these suggestions.

Train Managers on How to Use Evaluations

“If you don’t, there’s no point in doing them, because the manager is going to be the one driving the conversations,” Elisabeth Duncan, vice president of human resources at Evive, said. “Without training, the [evaluations] will be a checkbox and not meaningful.”

Don’t Use Ratings Formulaically

The results of self evaluations that employ a scale (say, one to five) can vary wildly, as one manager’s three is another manager’s five. Use the scale to identify and address discrepancies between the manager’s and employee’s answers, not to decide on raises or promotions across the company.

Hold Self Evaluations Often

They work best as career-development tools if they’re held semi-annually, quarterly or even more often. “It’s about an ongoing, consistent conversation,” Duncan said.

Tailor Them For Each Department

Competencies in sales very likely differ from competencies in tech, marketing and other departments. Competencies for junior-level employees probably differ wildly from those for senior managers. Self evaluations tailored to different employee populations will be more effective, and fairer.

Stress That the Rating Is Just the Start

The rating or the open-ended questions are the beginning of the evaluation process; they are not the process itself. “These are tools to trigger a conversation,” Duncan said.

Overall, think of self evaluations as a way to engage with your manager and your work in a way that furthers your career. Embrace the self evaluation and get good at writing them. In no time at all, you’ll find that they can be a productive way to reflect on yourself and your skillset.

Frequently Asked Questions

What is a self evaluation.

A self evaluation is a personal assessment used for employees to reflect on their strengths, weaknesses, accomplishments and overall progress during an allotted time on the job.

Self evaluations are often completed quarterly, semi-annually or annually, and can include numbered rating questions or open-ended written questions.

How do you write a good self evaluation?

An effective self evaluation is one where you highlight your achievements and instances of growth as well as areas for improvement during your given period of time at work. Tracking specific accomplishments and metrics can be especially helpful for writing a good self evaluation.

Jessica Powers contributed reporting to this story.

Recent Career Development Articles

60 Self-Performance Review Goals Examples

By Status.net Editorial Team on May 27, 2023 — 11 minutes to read

Setting goals during self-performance reviews is crucial to ensure that you continue to grow and develop in your role.

Preparing for Your Self-Performance Review

Conducting a self-assessment.

Before your self-performance review, it is important to conduct a self-assessment. This will help you identify your strengths and weaknesses and set development goals. Start by reviewing your job description, performance goals, and any feedback you have received throughout the year. Reflect on your accomplishments and challenges, and think about how you have contributed to your team and the organization.

Related: Self Evaluation Examples [Complete Guide]

Identifying Strengths and Weaknesses

Once you have conducted your self-assessment, identify your strengths and weaknesses. Consider your technical skills, communication skills, productivity, and any other areas that are relevant to your job. Be honest with yourself about your weaknesses, but also recognize your strengths.

Related: Self Evaluation Sample Answers: Strengths and Weaknesses

Setting Development Goals

Based on your self-assessment and the identification of your strengths and weaknesses, set development goals for yourself. These goals should be specific, measurable, achievable, relevant, and time-bound. For example, if you identified communication skills as an area for improvement, you could set a goal to attend a communication skills training course within the next quarter.

It is important to discuss your development goals with your manager during your self-performance review. This will help ensure that your goals align with the organization’s goals and that you have the resources and support you need to achieve them.

Use open-ended questions to encourage a productive dialogue, and be prepared to discuss your career goals and how you see yourself developing within the organization.

Self-Performance Review Goals Examples

• Improve my communication skills by attending a public speaking course.
• Increase my productivity by learning time management techniques.
• Enhance my leadership skills by taking a leadership course.
• Improve my teamwork skills by participating in team-building activities.
• Develop my problem-solving skills by attending a problem-solving workshop.
• Increase my knowledge and skills in my field by attending industry conferences and seminars.
• Improve my writing skills by taking a writing course.
• Enhance my creativity by attending a creativity workshop.
• Learn a new language to better communicate with international clients.
• Improve my customer service skills by attending a customer service training course.
• Increase my sales skills by attending a sales training course.
• Develop my project management skills by attending a project management course.
• Improve my computer skills by taking a computer course.
• Enhance my presentation skills by attending a presentation skills course.
• Develop my networking skills by attending networking events.
• Increase my knowledge of the company’s products and services by attending product training sessions.
• Improve my conflict resolution skills by attending a conflict resolution workshop.
• Enhance my negotiation skills by attending a negotiation skills course.
• Increase my attention to detail by implementing a checklist system.
• Improve my time management skills by setting daily and weekly goals.
• Develop my mentoring skills by mentoring a junior employee.
• Increase my knowledge of company policies and procedures by reviewing the employee handbook.
• Improve my listening skills by actively listening to colleagues and clients.
• Enhance my emotional intelligence by attending an emotional intelligence workshop.
• Increase my decision-making skills by practicing making decisions in a timely manner.
• Develop my coaching skills by coaching a team member.
• Improve my conflict management skills by practicing active listening and empathy.
• Enhance my adaptability by taking on new tasks and responsibilities.
• Increase my resilience by learning stress management techniques.
• Develop my strategic thinking skills by attending a strategic planning course.

In the upcoming chapters, we will explore an additional approach to defining your goals, namely SMART goals, and provide 30 more examples of self-performance review goals.

The Importance of Setting SMART Goals in Self-Performance Reviews

Defining smart goals.

There is an option to define goals that are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART):

A specific goal is one that is clearly defined and unambiguous. It should answer the questions of who, what, where, when, why, and how. For instance, instead of saying “I want to improve my communication skills,” a specific goal would be “I want to improve my presentation skills by attending a public speaking course.”

Measurable goals are those that can be quantified. It is essential to have a metric to track progress and determine the success of the goal. For example, instead of saying “I want to increase sales,” a measurable goal would be “I want to increase sales by 20% within the next quarter.”

An achievable goal is one that is realistic and attainable. It is essential to consider the available resources and constraints when setting a goal. For example, instead of saying “I want to become a CEO within a year,” an achievable goal would be “I want to become a team leader within a year.”

A relevant goal is one that aligns with the individual’s overall objectives and the organization’s goals. It should be meaningful and have a positive impact on the individual and the organization. For example, instead of saying “I want to learn a new language,” a relevant goal would be “I want to learn Spanish to better communicate with our Spanish-speaking clients.”

A time-bound goal is one that has a deadline. It helps individuals to stay focused and motivated. For example, instead of saying “I want to learn a new skill,” a time-bound goal would be “I want to learn a new skill within six months.”

Self-Performance Review: Examples of SMART Goals

If you prefer to define your goals as SMART goals, here are 30 examples:

• Increase my productivity by 20% by the end of the quarter by utilizing time management techniques and prioritizing tasks.
• Improve my communication skills by attending a public speaking course and delivering a presentation to the team by the end of the month.
• Learn a new programming language and complete a project using it within six months.
• Increase customer satisfaction rating by 10% by the end of the year by providing exceptional customer service and resolving issues promptly.
• Attend at least two industry conferences or workshops within the next year to stay up-to-date with industry trends and best practices.
• Develop a new marketing campaign that increases website traffic by 25% within three months.
• Improve my leadership skills by mentoring a junior team member and providing constructive feedback on their performance.
• Complete a professional certification within the next six months to enhance my skills and knowledge in my field.
• Reduce my error rate by 50% within the next quarter by double-checking my work and seeking feedback from my supervisor.
• Increase my sales performance by 15% by the end of the year by developing and implementing new sales strategies.
• Learn a new software program and become proficient in its use within three months.
• Improve my time management skills by completing all tasks on time and meeting all deadlines for the next quarter.
• Increase our social media following by 20% within six months by creating engaging content and utilizing social media advertising.
• Attend at least one networking event per month to expand my professional network and build new relationships.
• Improve my conflict resolution skills by attending a conflict resolution training course and practicing techniques with team members.
• Increase customer retention rate by 15% by the end of the year by providing exceptional customer service and developing customer loyalty programs.
• Develop a new product or service that generates at least $10,000 in revenue within the next year.
• Improve my writing skills by attending a writing workshop and submitting at least one article for publication within the next six months.
• Increase my team’s productivity by 10% by providing regular feedback, setting clear expectations, and implementing new processes.
• Learn a new language and become conversational within six months to improve communication with international clients.
• Develop a new training program for team members that improves their skills and knowledge within the next quarter.
• Increase our website’s search engine ranking by 20% within the next six months by optimizing content and implementing SEO strategies.
• Improve my project management skills by attending a project management course and successfully completing a project within the next quarter.
• Increase our email open rate by 10% within the next month by improving subject lines and email content.
• Develop a new company policy that improves employee satisfaction and retention within the next six months.
• Increase my social media engagement rate by 15% within the next quarter by responding to comments and messages promptly and creating more interactive content.
• Attend at least one leadership conference or workshop within the next year to enhance my leadership skills and knowledge.
• Improve my public relations skills by attending a media relations training course and successfully pitching a story to the media within the next six months.
• Increase our team’s customer service rating by 10% by providing regular training and coaching on customer service skills.
• Develop a new employee recognition program that improves employee morale and retention within the next three months.

 Self Evaluation: Action Plan Example

• Improve time management: “To improve my time management skills, I plan to create a schedule and set deadlines for tasks to ensure that I am able to complete them within deadlines. I will also work on breaking down larger projects into smaller, more manageable tasks.”
• Develop communication skills: “To develop my communication skills, I plan to attend communication training sessions and practice active listening and clear communication in my day-to-day interactions. I will also seek feedback from colleagues and supervisors to identify areas where I can improve.”
• Build a network: “To build my professional network, I plan to attend industry events and connect with other professionals in my field. I will also seek out mentorship opportunities to gain insights from more experienced professionals.”
• Pursue professional development: “To pursue professional development, I plan to attend training sessions and courses to develop new skills and knowledge. I will also seek out opportunities for job shadowing and cross-training to gain exposure to different areas of my organization.”  
• Improve project management skills: “To improve my project management skills, I plan to attend project management training sessions and work on identifying and prioritizing tasks based on their impact and urgency. I will also seek feedback from colleagues and supervisors to identify areas where I can improve.”
• Stay up-to-date with emerging technologies: “To stay up-to-date with emerging technologies, I plan to attend industry conferences and read industry publications to stay informed about new tools and trends. I will also work on building a network of technical professionals who can share knowledge and insights with me.”
• Focus on personal growth: “To focus on personal growth, I plan to prioritize self-care and wellness activities to ensure that I am able to perform at my best. I will also work on setting personal goals and tracking my progress towards achieving them.”

Example 3 (SMART Goal)

Goal : Improve my time management skills

Specific : I will create a daily schedule and prioritize my tasks based on their importance.

Measurable : I will track my progress by recording the time I spend on each task and comparing it to my schedule.

Achievable : I will set aside 30 minutes each morning to plan my day and review my schedule throughout the day to stay on track.

Relevant : Improving my time management skills will help me be more productive and reduce stress.

Time-bound : I will implement this plan for the next 30 days and evaluate my progress at the end of each week.

Best Practices for Conducting a Self-Performance Review

Preparing for the conversation.

Before conducting a self-performance review, it is important to prepare yourself for the conversation by setting aside enough time to reflect on your performance over the past year, gathering feedback from colleagues and supervisors, and setting specific goals for the upcoming year. When reflecting on your performance, it is important to be honest with yourself and acknowledge areas where you could improve. This will help you to set realistic goals and make meaningful progress.

Fostering Career Growth

One of the main goals of a self-performance review is to foster career growth. This can involve setting long-term career goals, identifying areas where you need to develop new skills, and seeking out opportunities to expand your knowledge and experience. For example, if you want to move into a leadership position, you may need to develop your management and communication skills.

Improving Professional Skills

Another important aspect of a self-performance review is identifying areas where you need to improve your professional skills. This can involve developing new technical skills, improving your time management and organizational skills, or enhancing your ability to work collaboratively with others.

Setting Education Goals

Continuing education and professional development are essential for staying competitive in today’s fast-paced business environment. A self-performance review can be a valuable opportunity to set specific education goals and seek out opportunities to expand your knowledge and skills. This might involve pursuing a new certification or degree, attending industry conferences and events, or seeking out mentorship and coaching from experienced professionals.

Working Towards Promotions

Finally, a self-performance review can be a valuable opportunity to set specific goals for working towards promotions and advancing your career. This might involve identifying areas where you need to develop new skills or gain additional experience, seeking out opportunities to take on new responsibilities, or building relationships with key decision-makers within your organization.

Self Evaluation Sample Answers: Strengths and Weaknesses

• Job Knowledge Performance Review Phrases (Examples)
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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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• Nov 14, 2023
• 19 min read

100 Self-Appraisal Examples for Your Next Performance Review

They’ll help you knock the ball out the park.

Nikki Vivian

Careers Coach and Writer

Reviewed by Chris Leitch

You’re probably familiar with appraisals. Most companies use them to evaluate the success of employees through the year, as part of a performance review , highlighting where they have exceeded expectations and where there’s room for growth and improvement. Usually, these are written by the manager of each direct reportee and used to make future staffing decisions.

Alongside an appraisal, in most cases, comes a self-appraisal. In essence, a self-appraisal is a statement detailing your own achievements and contributions. While it’s easy to rush through this part of the process because it can feel uncomfortable reflecting on your own work performance , when done right, it can be a fantastic tool for highlighting your strengths to superiors. It’s also excellent for counterbalancing any low performance picked up by your manager’s appraisal and using as evidence for a promotion.

In this article, you’ll learn how to approach each section of the self-appraisal, providing positive examples that show you as an asset to the company without making you feel boastful or embarrassed, and framing your less desirable outcomes as opportunities for growth.

Self-appraisal examples

Self-appraisals will vary from company to company, and each will be unique to the individual completing them. The subjects you include will depend on your own skill set and experience, but as a guide, you may want to address some of the following topics.

Accomplishments

Over the year, or other period that the appraisal covers, you’re bound to have had some  accomplishments that you can highlight . Make sure that you pick those that you have accomplished personally, as your appraisal is about you, not your team as a whole. It’s a good idea to keep track of your accomplishments throughout the year so that you can easily draw on them when it’s appraisal time.

• I developed and led the internal training for the department when we implemented the new software system. This contributed to effective changeover, with an 80% take up of new systems.
• I successfully project-managed the marketing automation platform and onboarded 550 retail stores in a short lead time of four months.
• I managed six global clients, which is an increase on last year, maintaining 100% client retention and exceeding expectations.
• In the span of two months, I have completed two HubSpot certifications which have provided me with very useful copywriting and marketing insights, allowing me to improve my newsletter content.
• Last month, I took the initiative of organizing our database, reducing the amount of time needed by everyone to navigate and analyze information.
• Through brainstorming and research, I was able to develop a marketing strategy that increased our conversion rate by 40%.

Creativity and innovation

Showing that you can be innovative and  approach tasks creatively  is a quality worthy of recognition in most roles, even if it isn’t explicitly mentioned in your job description.

• I always encourage others to share ideas in a space that they feel safe and supported.
• I re-introduced morning team meetings to increase morale and to provide a focus for the day, which has been well-received.
• I devised a new social media strategy to incorporate our ever-changing demographic, following market research to understand customer needs better. This led to increasing page likes by 15%.
• I came up with a fun marketing campaign idea that proved extremely popular with users across our social channels, increasing sales by 23%.
• I do a lot of independent reading in my free time and enjoy listening to podcasts on all sorts of topics, too. This allows me to draw inspiration from multiple sources when brainstorming at work, sometimes combining elements in unexpected ways.
• I successfully constructed a research model to test a hypothesis.

Communication

Communication is key  in any organization, whatever your level, and it’s important to show that you have skills in written and oral communication, as well as presenting if applicable.

• I presented our campaign at a business networking event in front of 150 people, which was challenging for me, but I did it without making mistakes and received positive feedback.
• I completed a speed-typing course this year to help me write emails and newsletters faster and more efficiently.
• I have worked hard to contribute more to team meetings by putting myself forward for actions, which is out of my comfort zone, but has been very rewarding.
• We have people on the team who aren’t native English speakers. I’ve taken the initiative of acting as a sort of interpreter to them, ensuring they always know what they’re doing so that the team doesn’t needlessly waste time.
• As a manager, I have recently embraced an open-door policy on my floor, which has led to more positive interactions with my team.
• I have recently started taking public speaking classes , which has boosted my confidence as a communicator in the office and made presenting in front of larger audiences easier.

Collaboration

Whether you  work alone  or in a team, you will need to show that you can  work well with others .

• I was instrumental in the development of the internal communication strategy for 2023, working with members from multiple departments. This allowed me to make lots of new connections.
• I initiated research partnerships with the school of medicine to progress with our research interests, resulting in three publications.
• I work best with others, and I am always looking for ways to make partnerships so I can learn from colleagues and share my expertise.
• Despite not being fully on board with an approach proposed by a colleague, I helped them execute the project their way and didn’t insist we do it my way after voicing my concerns.
• I recently suggested that my team use Calendly to eliminate needless back and forth, and to work together more efficiently.
• I’ve been reading more about intercultural communication and how to be mindful around colleagues from various backgrounds. I can definitely feel an improvement in how we collaborate!

Motivation is highly valued in an organization. An employee who is  self-motivated  and wants to do well is the person a manager wants on their team. Think of the times you’ve pushed on and strived to do better.

• I am always very motivated. I don’t need to be given much direction, I know what is expected of me, and I do it without the need for much input from managers.
• During lockdown, I took three online courses related to my weakest areas so I can better myself at work.
• Although I wasn’t successful on this occasion, I applied for a management position within the company. I am always focused on how I can take the next step.
• I set goals for myself , both long-term and short-term, independent of the ones I set with my manager, so that I stay motivated and focused, and can provide more to my team.
• Doing volunteer work outside of the office has helped me gain perspective, appreciate my job even more and work more productively during the day.
• As of late, I’ve stopped multitasking. By preserving some of my energy this way, I’ve been able to take on more tasks and execute them faster, which has been very motivating.

Adaptability

Being adaptable  is key to the success of any business, especially in this current climate when things are so uncertain. This is a quality that employers are focusing on.

• Recent events and challenges in the market, including protests and staff sickness due to COVID-19, means that I have had to become flexible in my approach. I have adapted my strategy and still exceeded annual targets by 10%.
• I have successfully brought my team through office working to remote working and back again. We’ve had to get used to lots of changes and had to get to grips with modern technologies, but I have remained positive and focused.
• I am always open to receiving constructive feedback on how I can improve.
• Despite trying our hardest to avoid it, we lost a key member of the team to a competitor. I immediately stepped in and took over their responsibilities while adjusting our teamwide action plan.
• By actively seeking out feedback from my colleagues throughout the year, I have been able to make necessary adjustments and form better habits in the workplace.
• As a copywriter , I’ve become more efficient at switching between different products and brand voices, and am able to write much more versatile copy.

Negotiation

Developing your negotiation skills  will serve you well in any work environment.

• I am getting better at saying “no”. I have always found this hard, but I’ve learnt that by not having appropriate boundaries, I get left with the tasks no one else wants at the expense of my more important work.
• I negotiated a contract with a large manufacturer in China to produce 70% of our products, saving the company $30,000 per year.
• I have been ensuring that I am more prepared when it comes to negotiations with clients so that I can be confident by having evidence prepared and counteroffers ready.
• I successfully negotiated with a customer the price and terms of an important sale.
• Through careful thought and planning, I managed to negotiate a legal settlement with the opposing counsel .
• Negotiating with our healthcare insurance vendor allowed me to secure a wider range of options for the people on my team.

Problem-solving

Problem-solving skills  are essential in any office. If you don’t consider this to be a part of your role, think about office politics, problems between colleagues, hot desking issues, the person who doesn’t contribute. There are always a million problems to solve.

• I am an ideas person. I love to solve problems and always have lots of ideas. Often, it is about working through these ideas to decide which are worth moving forward with.
• I spearheaded the development of a new working group focusing on wellbeing, following concerns about productivity at work, which has already devised initiatives to combat stress in the workplace .
• I successfully increased email open rates by 20% with the introduction of revised opt-in lists.
• I was commended for my ability to solve problems efficiently and independently.
• Prioritizing two competing deadlines was difficult but I managed to make the right call.
• By analyzing different metrics, I was able to identify what was causing the higher-than-average bounce rates on our website.

Decision-making

Making decisions  is a top-level skill but, having said that, you don’t need to be in a position of power for this to be part of your job.

• While I can be quite indecisive, this year I have got better at making decisions quickly and with confidence .
• Without the support of a team in the office, I have had to make decisions by myself which has been liberating and has really helped me to use my initiative.
• Decision-making is a strength of mine. I am calm under pressure , able to quickly assess the scene and make judgements on risk factors before coming to an informed decision.
• This year, I have learned how to approach every decision with a growth mindset. It has allowed me to perform healthy risk-taking with much less stress and better clarity of mind.
• Despite having been a very difficult decision, letting go of a consistently underperforming employee proved to be the best choice for me and my team.
• I conducted a survey and quantitative analysis to gain better insights into our customers’ purchasing trends.

Working under pressure

Being able to work under pressure shows that you can  keep cool and calm , even when things are hotting up. This is an excellent quality to highlight.

• I am excellent at managing my time and prioritizing my workload. I always meet deadlines, even it means working late to do so.
• I developed the new remote working monitoring system, including bug testing and rolling it out within three months when an expected timeline would have been five months.
• I exceeded targets this year despite having a freeze on recruitment and losing three main stakeholders who went into administration.
• Despite a high workload over the last four months, I was able to achieve a 97% customer satisfaction rate on all my projects.
• Despite the business experiencing a higher than usual turnover rate in the last year, I was able to exceed our targets while sourcing and onboarding new talent .

Emotional intelligence

Having a high level of  emotional intelligence  means having the ability to understand and use emotions as well as knowing how to connect with others.

• I understand people well. I can read people and know when to help or take a step back. This means colleagues often trust me with their problems at work.
• I know my own strengths and weaknesses and, as a result, I know what to work on and have started taking a course in negotiation.
• I have learned what triggers me personally and when to remove myself from a difficult situation. This year, I’ve been better at accepting that I can’t do everything and to let others help when needed.
• Recently, I’ve been making a conscious effort to listen to my mind when it’s telling me I’m overwhelmed. By making smart use of my PTO , I’ve been able to stay on top of my game and preserve my mental clarity and productivity.
• I’m working on my attention to detail , not just when executing tasks but also when interacting with my team. By paying attention to everyone’s body language and tone, I’ve been able to be more mindful and helpful as a manager.

Accountability

Showing that you deliver on your promises and will be accountable for your actions is very important.

• When faced with the problem of team members not contributing when working from home , I introduced accountability partners which was very effective and increased productivity.
• Before the working day begins, I write down my goals in order to hold myself accountable.
• I don’t find this easy, but I have developed a network of colleagues who I have tasked with holding me accountable for what I have promised, and vice versa, which is proving very effective.
• I took the call for an important decision that didn’t yield the results I had anticipated. Though I was able to come up with a workaround, I acknowledged my miscalculations and apologized to the team.
• I had committed myself to completing a big report at a time that coincided with a stressful situation at home. By communicating honestly with my manager, requesting two additional working days for the project, and practicing mindfulness , I was able to complete my report successfully and accurately.
• I take my job performance and work ethic very seriously, which is why I was transparent with my manager about an error I made , despite being able to fix it quickly.

Being a  strong leader  doesn’t just apply to senior positions. You don’t have to be a manager to be a leader; you can take examples from any scenario where you have taken initiative and inspired people to help you create your vision.

• I am very proud to have led my team to achieve an employee pulse survey of 76% this year, despite so many changes and disruptions.
• I have played a big part in supporting teammates through the transition to remote working. As it’s something I’ve done in the past, I’ve offered support and been available for people to talk to.
• I am very good at looking at the skill set of each team member and assigning them tasks that suit them and that they really enjoy. This has made for a happy, productive team.
• Working in a family-owned business, customer experience is everything. I took it upon myself to brush up on my French which I’d learned in middle school, as a large number of residents in the area are French speakers.
• I care deeply about my team’s professional development. By introducing initiatives such as more frequent one-on-ones and the provision of learning stipends, I improved our retention rates.
• I successfully led the adoption of a new CRM tool, redesigning workflows and improving sales.

Attendance and punctuality

Employers want to know that their employees are punctual and reliable.

• I have a 100% attendance rate for the year.
• I am always punctual to meetings and arrive at work in time to set up for the day and prepare before I begin work.
• I have joined some new networking groups which I have attended each week.
• I got into the habit of overestimating how long it will take me to get anywhere, and now I always get to places with at least five minutes to spare. It’s made my professional life less stressful!
• I successfully completed the Oxford Executive Leadership Programme in eight weeks outside of my work hours. Some days it felt almost impossible, yet I showed up and consistently demonstrated strong time management skills .
• I have recently volunteered to work several additional shifts because of last-minute changes to the schedule.

Productivity

Staff productivity  is important to any organization, and your manager will want to see what you do to ensure that you are efficient.

• In the past, I have found focusing on one task hard, so I have adopted the Pomodoro method, which has greatly improved my focus and productivity.
• The internal processes around entering client data were laborious, and we were wasting time repeating tasks, so I volunteered to streamline the process. This has improved efficiency and I have had excellent feedback.
• I always use lists to make sure I prioritize tasks well and am as productive as possible throughout the day.
• Wanting to focus on improving my time management skills, I recently did a bit of research and downloaded the ClickUp app. It’s made juggling my tasks much more doable.
• I introduced a company-wide, real-time collaboration software that increased team productivity by 30%.
• By allocating a specific hour in the day to check emails and turning off instant notifications, I’ve been able to focus on my work better and also pay closer attention to how I respond to emails.

Growth and development

If you aspire to  develop yourself within the company , make it clear. Keep this at a level that shows you’re committed though and not ready to leave.

• I am always keen to develop my skills, and I completed my Level 7 qualification in mentoring and coaching, mostly in my own time.
• Seeing people’s strengths and helping them to further develop is something I love to do, and I make this a focus in my team through opportunities for courses and internal training.
• I have an interview coming up for a more senior position in the company. I am always looking for ways to develop and move forward.
• I successfully learned the basics of programming using free resources from the web, enhancing my technical skills and helping out the team in ways I couldn’t before.
• In the last year, I got the promotion I wanted and have successfully taken on additional responsibilities in the meantime. My job satisfaction has definitely gone up!
• I reached the goals that I had set with my manager in my last performance evaluation in a shorter time span than expected.

Interpersonal

Being able to relate well to others and build relationships is an excellent skill.

• I have exceeded my sales targets this year because I am excellent at building relationships with others, winning clients and managing stakeholders.
• I’m a quiet member of the team, but I join in with everything and contribute to discussions and meetings. I’m not one to speak for the sake of it, so my team have come to know that when I speak, I have something of value to say.
• I am an excellent listener. People come to me for advice and a friendly ear, even if I am not their direct report.
• By establishing and maintaining great professional relationships, I was able to bring in seven new clients in the last three months.
• As a customer service agent , I have recently enrolled in an online course on boosting communication skills to uncover areas for improvement. I found that the tips on how to actively listen were particularly useful!
• By sharpening my empathy skills , I have been able to envision our clients’ pain points better and provide enhanced customer service, as well as write more effective descriptions of our products.

Tips for writing a self-appraisal

When writing your appraisal, there are some important factors to consider to ensure that it hits the mark and really backs up your contributions. Here are some tips to keep in mind.

1. Use numbers

It’s great to point out what you’re doing well at, but it’s all very subjective, so it’s clever to use metrics to back up your claims. Numbers and percentages bring your contributions to life, because you can instantly show a real value to your achievements.

2. Frame weaknesses as opportunities

We all have weaknesses, so it’s pointless trying to hide them and pretend you don’t. It’s much more effective to be honest to show you’re willing to improve (an important quality in itself). Framing weaknesses as an opportunity for growth is a clever way to show that you can recognize what you’re not so good at, but also showing that you have a plan to work on it.

3. Rationalize results

Don’t assume that your manager will know your results. You need to be explicit in documenting them. Showing your achievements is the whole point of an appraisal, so don’t take it for granted that all your accomplishments will be remembered. Mention them, highlight them, and quantify them where possible.

4. Be specific

Don’t be vague. Comments like “I’m an excellent communicator” won’t get you any points. You need to be demonstrating why and providing evidence. Give context, time scales and specific results.

5. Use action words

Using action words shows that you’re not simply stating that you were present, but that you were also engaged. Were you “thinking up” a new way of managing filing systems or did you “initiate and develop” the system? Great action words show your personal contributions and make you stand out.

Final thoughts

This article should provide you with all you need to write a winning self-appraisal.

Self-reflection doesn’t have to be daunting; in fact, it can be an exercise in self-development. Looking deeply into what you’re good at and identifying opportunities for growth can be hugely satisfying and motivating. By putting together a self-appraisal that is well thought-out and backed with evidence will be a reminder to your employer of what a valuable team member you are.

Got a question about preparing for a self-appraisal and want to share a useful tip? Let us know in the comments section below!

Originally published on June 15, 2019. Updated by Electra Michaelidou.

Work Performance

Performance Appraisals

Self-evaluation examples: 60 of the best sample answers for employees and managers

Self-evaluations are essential for employee, and organisational development and help employees reflect on their performance, identify strengths and weaknesses, and set goals for improvement.

Self-evaluations provide several benefits, including improved self-awareness, increased ownership, better communication, trust, and development planning.

To aid in the self-evaluation process, it's helpful to have a set of examples to draw inspiration from. This article provides 60 of the best sample answers for employees and managers preparing for a self-evaluation.

How teams benefit from self-evaluations

Self-evaluations can provide valuable insight and help create a more positive and productive performance review process. Let’s look the some of the top benefits.

Improved self-awareness

Self-evaluations help employees reflect on their performance and identify their strengths and weaknesses. This can lead to improved self-awareness and personal growth.

Increased Ownership

When employees are involved in the evaluation process, they take more ownership of their work and are more committed to meeting their goals and objectives.

Better Communication

Self-evaluations allow employees to communicate their accomplishments, goals, and concerns to their managers. This helps to establish open and honest lines of communication, which can improve the team's overall performance.

Objectivity

Self-evaluations can help reduce the subjective bias that can sometimes occur during performance evaluations solely by managers. This can lead to a more objective and fair assessment of an employee's performance.

Development Planning

Self-evaluations can help employees identify areas where they need to improve and then work with their managers to develop a plan to address those areas.

Increased Trust

Employees who feel their contributions and efforts are recognised and valued are more likely to trust their managers and the organisation. This can increase engagement and commitment to the company's goals and objectives.

What is typically covered in a self-evaluation?

Self-evaluations typically cover a range of topics that assess an employee's performance, contributions, and development over a given period. Some common topics that are covered in self-evaluations include:

Accomplishments

This includes reviewing significant projects, tasks, and achievements the employee has accomplished over the review period.

Goals and Objectives

This includes an assessment of the employee's progress towards their individual goals and objectives and any changes or updates to their goals for the upcoming period.

Contributions to the Team and Organisation

This includes evaluating the employee's contributions to the team and organisation, such as collaboration, communication, and leadership.

Skills and Competencies

This includes a self-assessment of the employee's current skills and competencies and any areas where they need further development.

Professional Development

This includes an evaluation of the employee's efforts to further their professional development and growth, such as taking on new responsibilities, seeking additional training and development opportunities, and seeking feedback from others.

These are some of the most common topics covered in self-evaluations, but the exact content can vary depending on the organisation and the individual employee's role and responsibilities.

Understanding your strengths and weaknesses is crucial for personal growth, which can be greatly facilitated by structured self-evaluations. Roslin's self-evaluation tools allow you to reflect accurately on your performance, using tailored feedback that aligns with your career aspirations. Dive deeper into your professional journey and discover how Roslin can transform your self-assessment process.

Leadership examples

Positive comments.

• "I am proud of my ability to lead by example and consistently demonstrate a positive attitude and strong work ethic. I have inspired my team to work towards common goals, increasing productivity and morale."
• "I have successfully led multiple projects this year, ensuring they were completed on time and within budget. My strong organisational skills and attention to detail have allowed me to manage complex projects and delegate tasks effectively to my team."
• "I have made a conscious effort to foster a positive and inclusive work environment by promoting open communication and encouraging collaboration. This has resulted in a more cohesive and motivated team better equipped to meet our organisational goals."

Areas for improvement

• "I must improve my public speaking skills and become more confident in presenting to large groups. I plan to attend a public speaking course and seek opportunities to practice my skills."
• "I have sometimes struggled with delegating tasks effectively, leading to feelings of burnout and overwork for myself and my team. I plan to improve my delegation skills by setting clear expectations, providing ongoing support, and allowing team members to take ownership of their responsibilities."
• "I recognise that I can be too focused on the big picture and neglect to provide regular feedback and recognition to my team. I plan to make a more conscious effort to provide regular feedback, both positive and constructive, and to recognise the contributions and achievements of my team members."

Collaboration and teamwork examples

• "I have demonstrated strong teamwork skills by actively seeking out opportunities to collaborate with others and build positive relationships with my colleagues. I have consistently been able to find common ground and work towards shared goals, resulting in more efficient and effective work processes."
• "I have effectively supported my team members by sharing my knowledge and expertise and providing guidance and mentorship. This has resulted in a more cohesive and supportive work environment and has allowed my team to achieve better outcomes."
• "I have shown strong conflict resolution skills by navigating and resolving disagreements and challenges professionally and respectfully. This has helped to maintain positive and productive relationships within my team and across departments."
• "I recognise that I can sometimes be too focused on my own goals and tasks, neglecting to consider the needs and perspectives of others fully. I plan to be a more active listener and seek input and feedback from my colleagues to ensure everyone's needs and priorities are considered."
• "I have sometimes struggled to effectively communicate and coordinate with team members, leading to misunderstandings and delays. I plan to improve my communication skills by being clearer and more concise in my messaging and by making a greater effort to involve all team members in decision-making processes."
• "I recognise that I need to improve my time management skills, as this can impact my ability to collaborate with others effectively. I plan to prioritise my tasks, set clear deadlines, and seek support from my team when needed to ensure that all collaborative projects are completed on time and to the best of my ability."

Communication examples

• "I have consistently demonstrated strong communication skills in person and in writing. I have effectively conveyed my ideas and messages to many audiences and received positive feedback on my clear and concise writing style."
• "I have made a concerted effort to be an active listener, seeking out the perspectives and opinions of others and providing empathy and understanding. This has helped to build positive relationships with my colleagues and has allowed me to understand and respond to their needs more effectively."
• "I have effectively used various communication tools and platforms to reach and engage with my audience, including email, video conferencing, and social media. This has allowed me to reach a wider audience and to more effectively convey important information and updates."
• "I sometimes struggle to articulate my ideas and thoughts clearly, especially in high-pressure situations. I plan to improve my public speaking skills by attending workshops and seeking opportunities to practice my skills."
• "I have sometimes struggled to effectively communicate with people from diverse backgrounds and cultures, leading to misunderstandings and miscommunications. I plan to seek training and development opportunities to improve my cultural competency and better understand and communicate with people from diverse backgrounds."
• "I recognise that I can sometimes be too direct or blunt in my communication style, leading to negative perceptions and misinterpretations. I plan to improve my interpersonal skills by being more mindful of the tone and delivery of my messages and by seeking feedback from others on my communication style."

Job Knowledge examples

• "I have demonstrated a strong understanding of my role and responsibilities and a deep knowledge of industry best practices and emerging trends. This has allowed me to perform my job effectively and to make informed decisions that benefit my team and the organisation."
• "I have shown a commitment to continuous learning and professional development, regularly seeking opportunities to expand my knowledge and skills. This has kept me at the forefront of my field and has allowed me to bring new and innovative ideas to my role."
• "I have effectively applied my job knowledge to solve complex problems and to complete challenging projects. My strong analytical skills and attention to detail have allowed me to identify and resolve issues quickly and effectively, improving my work's overall efficiency and quality."
• "I recognise that I need to improve my technical skills in a specific area, as this will enhance my ability to perform my job and to provide value to the organisation. I plan to seek training and development opportunities to build my skills in this area."
• "I have sometimes struggled to keep up with new developments and changes in my field, leading to a lack of awareness of best practices and emerging trends. I plan to make a more conscious effort to stay informed and seek new learning opportunities regularly."
• "I recognise that I need to improve my project management skills, as this will enhance my ability to plan and execute projects effectively. I plan to seek out training and development opportunities to build my skills in this area and to apply my newfound knowledge to my current role."

Job performance examples

• "I have consistently exceeded expectations in the performance of my job duties, consistently meeting or exceeding project deadlines and delivering high-quality work."
• "I have taken the initiative to identify and address areas of improvement in my work and the work of my team, leading to increased efficiency and improved outcomes."
• "I have effectively collaborated with my colleagues and cross-functional teams, demonstrating strong teamwork skills and a positive attitude towards achieving common goals."
• "I must improve my time management skills to be more efficient and better prioritise my workload. I plan to seek training and development opportunities to build my skills in this area."
• "I have sometimes struggled to manage my workload effectively and to balance competing priorities, leading to stress and burnout. I plan to work on better prioritising my tasks and to seek out additional support when needed."

"I recognise that I need to improve my delegation skills to manage my workload effectively and to empower my team members. I plan to seek out training and development opportunities to build my skills in this area and to apply my newfound knowledge to my current role."

Time management examples

• "I have consistently demonstrated strong time management skills, effectively balancing my workload and meeting deadlines on time."
• "I have effectively prioritised my tasks and responsibilities, ensuring that high-priority items receive the attention they deserve."
• "I have implemented various time management techniques and tools, such as creating to-do lists and scheduling regular review sessions, which have greatly improved my efficiency and productivity."

"I recognise that I sometimes struggle with distractions and procrastination, leading to decreased efficiency and longer completion times for tasks. I plan to work on maintaining focus and reducing distractions to improve my time management skills."

Problem-solving examples

• "I have consistently demonstrated strong problem-solving skills, effectively identifying and addressing issues in a timely and efficient manner."
• "I have a curious and analytical mindset, which allows me to think outside the box and come up with creative solutions to complex problems."

"I recognise that I need to improve my decision-making skills, as this will enhance my ability to solve problems and make informed decisions effectively. I plan to seek training and development opportunities to build my skills in this area."

"I have sometimes struggled to manage my emotions and biases effectively when solving problems, leading to suboptimal solutions. I plan to develop emotional intelligence and objectivity when approaching problems."

"I recognise that I need to improve my research and data analysis skills, as this will enhance my ability to gather and interpret information needed to solve problems. I plan to seek training and development opportunities to build my skills in this area."

Company values examples

• "I have consistently demonstrated a strong commitment to the company's values, aligning my actions and decisions with the company's mission and goals."
• "I have been a role model for the company's values, inspiring my colleagues and team members to embody them in their work."
• "I have sought out opportunities to promote and reinforce the company's values, both within my work and interactions with others."
• "I must improve my understanding of the company's values and how they align with its mission and goals. I plan to seek training and development opportunities to build my knowledge in this area."
• "I have sometimes struggled to balance my workload and personal values effectively with the company's values, leading to conflicts. I plan to align my actions and decisions better with the company's values."
• "I recognise that I need to improve my communication skills. This will enhance my ability to effectively convey the company's values to others and promote a culture of values-driven decision-making. I plan to seek training and development opportunities to build my skills in this area."

Productivity examples

• "I have consistently demonstrated a strong work ethic and a commitment to productivity, consistently delivering high-quality work on time and exceeding expectations."
• "I have implemented various productivity techniques and tools, such as time tracking and task management software, which have greatly improved my efficiency and productivity."
• "I recognise that I sometimes struggle with distractions and procrastination, leading to decreased efficiency and longer completion times for tasks. I plan to work on maintaining focus and reducing distractions to improve my productivity."
• "I recognise that I need to improve my time management skills, as this will enhance my ability to balance my workload effectively and to meet deadlines. I plan to seek training and development opportunities to build my skills in this area."

Customer experience examples

• "I have consistently demonstrated a strong commitment to providing excellent customer service, always going above and beyond to meet the needs of our customers."
• "I have effectively communicated with customers, building strong relationships and gaining their trust and loyalty."
• "I deeply understand our customers' needs and preferences and have effectively used this knowledge to enhance the customer experience."
• "I sometimes struggle managing customer complaints and conflicts, leading to dissatisfaction and negative experiences. I plan to develop my conflict resolution skills and seek additional training in this area."
• "I have sometimes struggled to effectively manage my workload and balance competing priorities, leading to longer response times and reduced customer availability. I plan to work on better prioritising my tasks and to seek out additional support when needed."
• "I recognise that I need to improve my empathy and emotional intelligence skills, as this will enhance my ability to understand and respond to the needs of our customers effectively. I plan to seek training and development opportunities to build my skills in this area."

As you plan your professional development, consider how a comprehensive evaluation tool can streamline this process. With Roslin's performance review software , you can not only track your progress but also set actionable goals based on insightful analytics. Empower your career development with Roslin and make your next self-evaluation your stepping stone to success.

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