critical thinking performance review feedback

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

Finding the right words can be challenging — especially when it comes to performance reviews . To help employees hit their performance goals and feel motivated to grow, managers need to strike the delicate balance between acknowledging their employees’ successes, and giving constructive feedback to highlight key areas of improvement.

In this guide, we’ve shared some best practice examples of performance review phrases, broken down by some of the common themes seen in employee performance reviews. 

Most of the phrases we’ve highlighted are used to indicate that an employee is meeting or exceeding expectations. But at the end of each section, we’ve also included a few examples of how to indicate when an employee’s quality of work isn’t quite making the grade, and they need to improve their performance .

These performance review examples are meant to inspire managers who are struggling to find the right words and phrases to describe behavior. Think of them as more like a template — they’re generic phrases that you can build on to reflect individual employee traits and overall performance by adding in your own specific examples.

Communication

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

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

Positive Feedback Examples for Communication

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

Constructive Feedback Examples for Communication

• Can be verbose, which makes it difficult for them to communicate a clear message
• Exhibits difficulty breaking down complex issues into manageable parts
• Is unwilling to commit their staff’s resources to other departments when asked

Teamwork and Collaboration

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

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

Positive Feedback Examples for Teamwork and Collaboration

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

Constructive Feedback Examples for Teamwork and Collaboration

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

Goal Achievement

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

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

Positive Feedback Examples for Goal Achievement

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

Constructive Feedback Examples for Goal Achievement

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

Creativity, Problem-Solving, and Critical Thinking

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

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

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

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

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

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

Flexibility and Adaptability

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

Positive Feedback Examples for Flexibility and Adaptability

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

Constructive Feedback Examples for Flexibility and Adaptability

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

Time Management and Dependability

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

Positive Feedback Examples for Time Management and Dependability

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

Constructive Feedback Examples for Time Management and Dependability

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

Leadership and Management

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

Positive Feedback Examples for Leadership and Management

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

Constructive Feedback Examples for Leadership and Management

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

3 Things to Avoid When Writing Performance Reviews

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

1. Don’t be vague.

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

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

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

2. Avoid absolutes.

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

3. Skip surprises.

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

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

Performance Reviews Are Just One Piece of Performance Management

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

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

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

Related content

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Critical Thinking: 43+ (Good & Bad) Performance Review Phrases

There are many careers that require critical thinking or “common sense” to be successful in a specific role. Restaurant managers need to make fast and optimal staffing decisions on an hourly basis to remain profitable. Doctors and nurses must make accurate diagnoses and determine treatment plans for patients. Construction workers need to make the right decisions to maintain profitability and integrity of a building for safety and longevity.

Whether you’re a manager or conducting a self-review, here are performance review sample phrases you could include in an employee assessment about critical thinking skills. I share examples you can use for employees who meet or exceed expectations and even some blunt feedback for those who aren’t hitting the bar.

Critical Thinking Comments for Performance Review

Performance Review for Critical Thinking.

Positive Performance Review Comments about Critical Thinking 

Over the past year, your exceptional critical thinking skills have been a driving force behind our restaurant’s success. Your strategic decision-making has not only enhanced operational efficiency but also significantly boosted our bottom line. Your ability to analyze sales trends and adjust inventory accordingly has reduced waste and maximized profitability.

[Employee name] thoughtful hiring decisions have resulted in a team that is not only skilled but also highly motivated, contributing to an atmosphere of excellence that keeps our customers coming back. Your knack for forecasting staffing needs, especially during peak times, has ensured smooth operations, enhancing our reputation for prompt service.

The employee’s critical thinking skills have been a key asset to our management team. Your decisions are always well-considered, taking into account both immediate needs and long-term objectives. This is particularly evident in your approach to cost management and menu pricing, which has had a direct positive impact on our profit margins.

You’ve built a team that not only delivers exceptional service but also works efficiently, reducing labor costs while maintaining high-quality standards. Your ability to align staffing levels with business needs has been remarkable, ensuring we operate at optimum capacity without overstaffing.

In your role as restaurant manager, your critical thinking abilities have shone through in various aspects of the business. Your decision-making, particularly when faced with unexpected challenges, has helped maintain operational continuity and protect our bottom line.

Related Reading: 51+ (Good + Bad) Job Knowledge Performance Review Samples 

[Employee Name]’s ability to critically analyze complex issues and make informed decisions quickly has been instrumental in navigating the team through challenging projects. [Their/His/Her] foresight and strategic thinking have consistently delivered outstanding results.

[Employee Name]’s critical thinking skills have been a major asset, especially during crisis management situations. [Their/His/Her] knack for assessing risks and creating contingency plans has ensured our team’s success under pressure.

[Employee Name]’s keen eye for detail and analytical thinking have greatly enhanced our financial processes. [They/He/She] consistently identify areas for cost savings and efficiency, significantly contributing to our fiscal health.

Excellent management of the produce section, showing innovative approaches in display and waste reduction.

[Employee Name]’s critical thinking skills have revolutionized our inventory management, leading to significant reductions in overhead costs. [Their/His/Her] innovative solutions for streamlining logistics have set a new standard in operational efficiency.

Your best filter.

Met Expectations Examples 

You demonstrated exceptional critical thinking skills in the XYZ project by identifying potential risks and proposing innovative solutions.

Your ability to analyze data from various sources and draw insightful conclusions has significantly contributed to our team’s success.

[Employee Name]’s meticulous attention to detail in financial reporting has ensured accuracy and compliance, directly contributing to our organization’s financial stability and integrity.

[Employee Name]’s timely and accurate budget forecasting has been instrumental in helping us make informed financial decisions, positively impacting our bottom line.

[Employee Name]’s proactive identification and resolution of discrepancies in our financial records have safeguarded us against potential losses, enhancing our financial health.

Consistently high-quality bakery products; however, there’s a reluctance to experiment with new, healthier recipes.

[Employee Name] has consistently met the expectations of their role as a Marketing Coordinator. They have delivered all their projects on time and adhered to the department’s guidelines. While their work is reliable, there is room for taking more initiative and bringing innovative ideas to the table.

Good performance in food preparation and hygiene but lacking initiative in customer service and product promotion.

Continue to hone critical thinking skills, particularly in crisis management, to lead the team more effectively during challenging times.

Related Reading: 45+ (Excellent – Poor) Performance Reviews for Interns 

Expertise in butchery is evident, but customer queries regarding meat origins and sustainability practices often go unanswered. Use critical thinking to understand and communicate the importance of organic and sustainable meat sources to customers.

Employ critical thinking to educate customers about the benefits of sustainable seafood choices.

[Employee Name] has met the expected sales targets this quarter and has maintained good relationships with existing clients. However, there is potential for increasing new client acquisition and demonstrating more proactive sales strategies.

[Employee Name] has effectively managed their administrative responsibilities, ensuring smooth day-to-day operations. However, there’s an opportunity for them to enhance their role by improving their time management skills and taking on more complex tasks.

Did Not Meet Expectations Samples

While your analytical skills are strong, further developing your ability to consider diverse perspectives could lead to more comprehensive solutions.

I encourage you to take more initiative in questioning assumptions during our brainstorming sessions, as your insights are valuable.

Adaptability is crucial in the culinary world, but [Chef’s Name] has shown difficulty in evolving [their/his/her] cooking style and menu offerings to keep pace with industry trends. This resistance to change has hindered the restaurant’s potential to stay relevant and competitive.

Successful campaigns, but a lack of data-driven strategy to reach a broader, health-conscious audience.

[Chef’s Name] has struggled to innovate and create menu items that align with current consumer tastes and preferences. There’s a noticeable gap in [their/his/her] ability to develop forward-thinking recipes that could potentially attract a broader customer base.

[Employee Name] has shown a lack of critical thinking in their approach to marketing strategies. There’s a noticeable deficit in analyzing market trends and consumer behavior, leading to less effective campaigns.

[Employee Name]’s financial analyses often lack depth and foresight, showing a deficiency in critical thinking. Their reports rarely offer strategic insights or forward-thinking financial solutions.

Critical Thinking Comments for Students

Prioritizing critical thinking in a rapidly changing environment.

Excellent Critical Thinking Sample Phrases

• [Student Name]’s ability to analyze complex topics and present well-reasoned arguments is exceptional. [They/He/She] consistently demonstrate deep understanding and apply critical thinking skills effectively in [their/his/her] assignments.
• [Student Name] excels in critical thinking, often providing unique insights during class discussions. [Their/His/Her] approach to problem-solving is sophisticated, showing a high level of analytical ability.
• [Student Name] displays a good grasp of critical thinking, particularly in [their/his/her] ability to analyze different perspectives. Continue to develop these skills by questioning assumptions and exploring alternative solutions.
• [Student Name]’s critical thinking skills are evident in [their/his/her] work, but there’s room for growth. [They/He/She] show potential in analytical thinking; further cultivating these skills will enhance [their/his/her] academic performance.

Critical Thinking Meets Expectations Examples 

• [Student Name] shows some understanding of critical thinking concepts, but there’s a need for more consistent application. Try to delve deeper into topics and question underlying assumptions more frequently.
• [Student Name]’s critical thinking is developing, but at times, [their/his/her] arguments lack depth. Focus on building stronger connections between ideas and backing up [your/his/her] points with evidence.

Poor Critical Thinking Skills

• There’s a significant need for improvement in [Student Name]’s critical thinking skills. [Their/His/Her] work often shows a lack of analysis and reliance on unsupported assertions. Engaging more critically with material will be essential for academic progress.
• Critical thinking appears to be a challenge for [Student Name], as seen in [their/his/her] reluctance to question or analyze information presented. It’s important to develop these skills to enhance [your/his/her] understanding and academic performance.

Conceptual Thinking Comments for Performance Reviews

Conceptual thinking involves the ability to understand complex ideas, see patterns and connections, and apply abstract concepts to solve problems in innovative ways. Employee with strong conceptual thinking skills can grasp the bigger picture and devise strategic solutions that drive progress.

Excellent Conceptual Thinking Feedback

• [Employee Name]’s ability to grasp complex concepts and apply them innovatively is impressive. [Their/His/Her] strategic thinking significantly contributes to our team’s success.
• [Employee Name] excels at connecting disparate ideas to form cohesive strategies. [Their/His/Her] conceptual thinking skills are a valuable asset to our organization.
• [Employee Name] demonstrates a solid understanding of abstract concepts and often applies them effectively. Further development in this area could lead to even more innovative solutions.
• [Employee Name]’s grasp of broader concepts is good, but there’s potential for deeper exploration. Continue to hone [their/his/her] ability to think abstractly and apply it practically.

The cornerstone of informed decision-making.

Meets Expectations Conceptual Thinking Feedback

• [Employee Name] shows some capability in conceptual thinking, but there’s room for more consistent application. Try to think beyond the immediate task and consider the bigger picture.
• [Employee Name]’s ability to understand abstract ideas is developing. Focus on making more connections between theory and practice to enhance [their/his/her] conceptual thinking.

Needs Improvement Feedback 

• [Employee Name]’s work reflects a need for significant improvement in conceptual thinking. Engaging more with abstract ideas and understanding their practical applications is crucial.
• There’s a noticeable difficulty for [Employee Name] in grasping broader concepts and applying them. Focusing on developing [their/his/her] conceptual thinking skills is essential for [their/his/her] role.

Checklist for Measuring Critical Thinking

Here are some ways to build critical thinking int your goals during the annual review process. Keep in mind that every role may have slightly different critical thinking objectives.

For All Employees:

• Problem-Solving Skills : Demonstrates ability to analyze problems and develop effective solutions.
• Analytical Thinking : Breaks down complex information into understandable parts.
• Decision-Making : Makes informed decisions based on analysis and understanding of consequences.
• Creativity and Innovation : Generates new ideas and approaches to challenges.
• Questioning and Investigating : Regularly questions assumptions and investigates alternatives.
• Adaptability : Adjusts thinking and approach in response to changing situations.
• Communication of Thought Process : Clearly articulates the reasoning behind decisions and ideas.
• Open-Mindedness : Shows willingness to consider different perspectives and ideas.
• Evidence-Based Reasoning : Bases conclusions on appropriate evidence and data.

Specific to Restaurant Industry Roles:

• Menu Development and Adaptation : Applies critical thinking to menu design and adaptation based on customer preferences and seasonal availability.
• Cost Control and Waste Reduction : Strategically analyzes and implements methods to minimize costs and waste.
• Customer Feedback Analysis : Effectively analyzes and responds to customer feedback to improve service and offerings.
• Staffing and Scheduling : Thoughtfully considers staffing needs and creates schedules that optimize labor and service quality.
• Health and Safety Compliance : Diligently ensures compliance with health and safety standards through careful analysis and implementation.

Why is Critical Thinking Important for Businesses?

The bridge that connects information to action.

Not sure if critical thinking can really help your business? One real-world example of a food service business that improved due to critical thinking is Starbucks’ with the introduction of mobile ordering and payment.

Back in the mid-2010s, the global coffee brand faced challenges with long queues and wait times, affecting customer satisfaction and sales. Starbucks employed critical thinking to address this issue. They recognized the growing trend of mobile usage and the potential to leverage technology for customer convenience.

In 2015, Starbucks launched the Mobile Order & Pay feature in their app, allowing customers to order and pay for their drinks and food items in advance and pick them up at a selected store.

Results: The introduction of this feature had a significant positive impact on the companies bottom line according to earnings releases :

• Increased Sales : The mobile ordering system contributed to a considerable increase in sales. For instance, in the third quarter of fiscal 2016, Starbucks reported that mobile ordering accounted for 5% of U.S. transactions, a figure that has been growing steadily.
• Improved Efficiency : The mobile order and pay system streamlined operations and reduced waiting times, enhancing overall customer experience.
• Customer Loyalty : This innovation boosted the Starbucks Rewards loyalty program with more customers signing up to use the mobile app. You can order anything on the menu through this app and earn loyalty points or stars with each purchase. You also get some valuable perks like a free birthday reward.

Now that you’ve seen an example of critical thinking in action, what ways could this skill be utilized to improve your business? By prioritizing innovation and encouraging creativity in the workplace you could come up with ideas that are truly transformative to your business.

Want to start your own food business?

Hey! 👋I’m Brett Lindenberg, the founder of Food Truck Empire.

We interview successful founders and share the stories behind their food trucks, restaurants, food and beverage brands. By sharing these stories, I want to help others get started.

If you liked this story, sign up for our newsletter that includes our food business startup kit and most popular interviews sent straight to your inbox.

Know someone interesting that should be interviewed on the website? Tell us about them here. 

About the Author: Brett Lindenberg

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94 Example Performance Review Phrases and Comments for Skills and Competencies

There are few employees who truly enjoy the idea of annual performance review . The concept of being judged and criticised by those above them can send a shiver down anyone’s spine.

As this can be a nerve-wracking time for employees, continuous learning performance review comments are vital for a comprehensive and positive workplace. The more in-depth, the more good that can come from it and certainly getting your performance review comments and phrases right make a big difference. Here we show you some supervisor comments and recommendations:

What to Include in your Performance Evaluation

• positives and negatives.

Bad performance reviews can lead to low productivity, decreased morale and the chance the employee will leave. This means that it is important to balance the negative comments with some positive  constructive feedback .

Performance reviews are there to identify areas of improvement, but highlighting examples of good work or strengths is key to maintaining a good relationship with your staff. Always keep learning ability performance review phrases.

• Goals and outlooks

As many businesses are very busy, there sometimes isn’t enough time to check in with all of your employees on a personal basis. Although they are getting the work done as a team, you might not be sure how they are progressing individually.

Take the time during a performance review to set out some personal goals with the employee and talk about their role in the wider scheme. This will give them something to strive towards over the course of the year.

• Good constructive feedback

Although you don’t want to fight your staff on every negative aspect of the performance review, you should give them the opportunity to respond to your suggestions.

This may reveal other issues in the business as well as opening the lines of communication with this particular employee. They will certainly respect you more if you give them the chance to provide continuous feedback on their own performance.

• Sample Performance Review Phrases

The saying, “Always choose your words carefully” is applicable not only during inter-personal communication but it holds true in a corporate context as well, especially during sensitive matters like performance reviews.  A performance review needs to be a balanced affair where as a manager or supervisor you are required to state the obvious, and communicate an effective feedback to the employees. The secret is to craft your performance review comments in such a manner to be specific and short and succinct without sounding on the edge.

To develop your ability to learn appraisal comments, heres a comprehensive list of example phrases, comments, and constructive feedback examples as ideas and inspiration for your next performance review , performance self appraisal , 360 peer review , or just offering continuous feedback as part of employee performance and development.

These example performance review phrases can be use when writing comments in a positive or negative feedback context.

• Communication Skills

While covering the communication skills of the employee, you may use the following phrases:

• Effectively communicates his/her point of view and expectations
• Effectively manages communication at all levels (lateral, upward, or downward flow of communication)
• Effectively manages and facilitates meetings and group discussions
• Promotes action/task oriented meetings
• Effectively enforces company values and polices without evoking negative reactions
• Effectively communicates with clients

• Achievements

While writing down the employee’s achievement highlights, you may use the following types of phrases:

• Achieved and exceeded the original set goals of “X” by a margin of “Y%”
• Accomplished optimal levels of performance with great sincerity in areas such as…
• Showcased great team player abilities in executing …..
• Excelled and consistently improved at developing strategies/programs by delivering stellar performance in …..
• Improved his or her overall productivity levels by “X%”
• Showcased proactiveness in various activities both within and outside the project

• Coaching/Training Abilities

While listing down the coaching or training abilities of the employee, you may use the following phrases:

• Offered guidance and support to colleagues/peers by….
• Displayed a genuine interest in listening and addressing the problems shared by employees
• Displayed strong training abilities by using sound training techniques to solve XYZ problems
• Offered to provide continuous training in XYZ domain
• Garnered great support and respect from employees for lending a patient ear to their problems and concerns.
• Created opportunities for employees in areas pertaining to…..

• Interpersonal Skills

While jotting down pointers pertaining to an employee’s interpersonal skills, you may find these sample phrases helpful:

• Builds effective working/professional relationships with…
• Understands the needs of peers and offers a helping hand to…
• Promotes synergy within the team by….
• Follows and abides by the company culture and inspires the same amongst peers
• Builds on understanding and mutual reliance

• Administrative Abilities

While covering the administrative abilities of an employee, you may use a couple of these phrases:

• Developed successful strategies pertaining to administrative tasks such as….which produced amazing results
• Consistently worked towards improvising and examining the effectiveness of XYZ administrative tasks
• Effectively devised better procedures to perform XYZ tasks flawlessly
• Established effective systems for retrieving lost data
• Improved the existing administrative support systems by…
• Effectively maintained and organized documents to avoid duplication

• Innovation Skills

While listing down your inputs regarding an employee’s innovative abilities, you may use the following phrases:

• Tries to innovate even under adverse conditions
• Looks out for innovative solutions
• Contributes towards innovative strategies
• Fosters a spirit of innovation within the team
• Actively participated in innovation events by …..

• Collaboration Skills

Here are a couple of phrases which you can use to describe an employee’s collaborative abilities:

• Encourages team bonding activities
• Brings new ideas and techniques to promote collaboration within the team
• Harbors and builds strong relationships with the team members
• Displays a cooperative and harmonious nature
• Proactively shares expertise with the rest of the team

• Delegation Abilities of Employees at a Senior Level

While writing about the delegation abilities of an employee, you can use the following examples:

• Encourages team members to solve issues at their end
• Encourages and empowers employees to lead by example and provides all the required resources to achieve the same
• Helps team members to gain visibility
• Delegates thoughtfully by matching with an individual’s strengths
• Delegates with precision and clarity

• Attendance

Here are a few sample phrases  to describe an employee’s attendance record :

• Is punctual and consistently on-time to meetings
• Arrives at meetings on time and is always prepared
• Attained perfect attendance over X period
• Schedules time-off according to company policy
• Completes deadlines as promised

• Process Improvement Skills

Here are a couple of phrases which you can use as example while listing down the ability of an employee process improvement skills:

• Displayed consistent overall improvement and growth
• Has an innate ability to think of various types of methods of improvement
• Accomplished amazing results by displaying marked improvement in….
• Can consistently plan on the go towards improvement

• Customer Experience 

Here’s a examples of how to describe Customer Experience competency:

• Works effectively with clients
• Builds strong rapport with clients  he/she interacts with
• Has a pleasant and  friendly tone over the phone
• Consistently drives effective customer experience strategies
• Is empathetic towards customer issues
• Is direct, yet helpful in dealing with customer concerns
• Displays an effective cadence when working with clients on projects. Is effective, not overbearing
• Can handle difficult customers with grace

• Learning Skills

Listed below are some of the examples of how you can jot down the learning ability of an employee during his or her performance review :

• Displays keenness towards learning new methods/techniques/skills
• Is a rapid learner and adapts rapidly as well to changing situations
• Quite open to share his or her learning experience with the peer group
• Encourages and promotes a learning culture in the team

• Creative Abilities

Here are a couple of examples on how you can state the creative abilities of an employee:

• Ability to think out of the box in the most challenging situations
• Ability to think of alternatives such as …..which produced brilliant results
• Constantly strives to experiment to drive results
• Has initiated and executed creative ideas such as……
• Looks out for new approaches and ideas

• Management and Supervisory Skills

Listed below are some of the phrases that you can use to describe the management and supervisory abilities of an employee:

• Consistently provides support to the team
• Promotes one on one communication with the team members to …..
• Provides the team with the required resources to achieve results
• Provides support to the team during times of organizational transitioning
• Provides timely feedback to employees
• Gives credit and recognition to deserving team members
• Always available to lend an ear and support to team members
• Ensures that employees understand their roles and responsibilities clearly

• Critical Thinking and Problem Solving Skills

Here are a couple of phrases which you can use while describing the problem solving abilities of an employee:

• Capable of developing creative solutions
• Look out for creative solutions with a practical approach towards problem solving
• Understands and effectively solves problems instead of focusing on the symptoms
• Posses the ability to propose options in times of need
• Quite resourceful by showing skills to turn problems into opportunities…

• Productivity and Time Management Abilities

While describing an individual’s productivity and time management abilities, you may use the following competency phrases:

• Consistently delivers beyond expectations
• Exceeds the normal standards of output delivery
• Substantially contributes towards the continued growth and operation of the organization
• Is an important pillar of success for the department
• Always meets deadlines consistently
• Displays respect towards the time of others
• Maintains the schedule of meetings

• Potential of an Employee

Here are a couple of examples on how to jot down the potential of an employee:

• Is capable of taking up a higher role with additional responsibilities
• Is capable of being entrusted with bigger assignments and projects
• Can enhance his or her skills further by participating in various classroom or external training programs
• Has the potential to learn new and additional skills for future career advancement

While you can certainly follow the listed competency feedback examples while writing performance review competencies comments or performance appraisals, you must ensure that you support each of your phrases with a relevant and specific example or data rather than assumption.

In the world of HR software, EmployeeConnect continues to be one of the leading industry providers of innovative solutions. We helps Australia business owners and people managers be more efficient, cost-effective and compliant by taking the hassle out of HR and payroll admin. If you spend more than an hour every day on HR administration (like on/off-boarding, performance review, or employee timesheets), then  EmployeeConnect  is here for you.

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Content Coordinator at EmployeeConnect

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20 Constructive Feedback Examples for Performance Reviews

Table of contents, get constructive with these colleague feedback examples.

What is constructive feedback? Constructive feedback is guidance that helps the recipient achieve a positive outcome. Even the best managers struggle to deliver less than positive feedback effectively—so we’ve developed these 20 employee feedback examples to help.

Constructive feedback examples for speaking over others

An employee who speaks over others in meetings can seem rude or overbearing. However, they may feel this exact trait reflects their passion, expertise, or leadership qualities. So, appeal to this enthusiasm:

1.  “It’s clear you’re excited about the project. But sometimes, when you get excited, you don’t leave room for others to bring their ideas to the table. In particular, I noticed that you spoke over David and Muriel several times throughout the meeting. Did you notice this, too?

2. “In group setting, I’d like you to make space for others in conversations and meetings. It’s a necessary skill for your career development and helps utilize the full talents of the team. What do you think?”

  Constructive feedback examples for poor communication skills

Communication can be challenging if employees are anxious about coming to you with questions or obstacles. Encourage communication by setting clear expectations and responding positively to updates.

3. “I really appreciated how you kept me up to date on X project this week — it helped me coordinate with our stakeholders, and I’m excited to share that we’re on track to launch. It’s also great to see your process. I’m impressed with the efficiencies you’re introducing.”

4.“I’m curious about where we are with Y project. If any issues have come up, it’s best that I know as soon as possible so I can help you get back on target. How about you shoot me daily updates just so I know where we are?”

Constructive feedback examples about time management and deadlines

Time management issues can signal disorganization or unrealistic ambition. In both cases, focus on this as an opportunity for professional growth.

5. “I can’t help but notice that this is the third deadline that’s caught up to you this month. I understand this is a fast-paced environment, and I think you’d be more effective if we rethought your time management strategies.”

6. “Thanks for letting me know you’re running behind schedule on this project. Let’s take a look at your goals and see how you’re spending your time — I bet there are opportunities for efficiencies there.”

Constructive feedback about missing goals

Your most engaged employees will already be disappointed in themselves for missing a goal. Acknowledge their disappointment and their hard work, and reframe the issue as a learning experience about goal-setting.

7. “It’d be great to see you take on fewer projects, or narrow your focus to be more attainable. What do you think?”

8. “Your work on X, Y and Z were solid, valuable accomplishments this quarter. I know you didn’t complete every goal you set, and that’s okay—it’s great to see you reach high. But I recognize it can be discouraging, too. So let’s take this opportunity to rethink your goals moving forward.”

Constructive feedback examples about attention to detail

Mistakes happen. When giving feedback, cite specific examples to help the employee see where you’re coming from. You can help provide a valuable perspective shift, and suggest a solution.

9. “You know I’ve always appreciated your grasp of our larger vision, and it’s great you see big-picture. But you’ve missed out on some smaller details in your last few projects, like X and Y. Unfortunately, that ultimately set the team back because they had to correct those oversights.”

10. “I’d love for you to keep that big-picture vision while working on those little blind spots. For your next project, let’s put together a detailed checklist of all your deliverables to make sure you don’t miss anything. Give it a shot, then let’s follow up and reassess from there.”

Constructive feedback examples for tardiness and absenteeism

In many cases, employees who are perpetually late or absent have difficulty self-organizing and may already feel embarrassed.

Resist focusing on the employee as the problem. Instead, call attention to the issue, and help redirect by focusing on the effect the tardiness or absenteeism has on the person’s ability to excel in their day-to-day tasks.

11. “Hey, I noticed you weren’t in our last few morning meetings. I’m concerned you may have missed some important information, and it’ll be difficult for other team members to sync up with you. I’d like to take the time to go over what you missed now. Then, let’s work out a plan together so this doesn’t continue to happen in the future.”

Constructive feedback examples for failing to problem-solve on one’s own

An effective employee feels empowered to take initiative and solve problems—and when they don’t, they can slow and distract others on the job.

Highlight their competencies to help them feel confident and stretch their wings.

12. “You did a fantastic job collaborating with your team last week, but I worry you may have derailed Jeanette by seeking their help with X. I’ve seen you work, and I’m confident if you’d thought about it a little longer, you could’ve come up with a solution on your own. I know you can do it. Do you believe you can?”

13. “It’d be great to see you tap into your resourcefulness and apply it to problem-solving before reaching out to others. Try sitting with an issue for 5 minutes before you reach out to anybody else.  If this doesn’t work, touch base with me and we can come up with a solution.”

Constructive feedback when engagement seems low

If an employee’s performance has dropped, there could be any number of reasons—from personal life changes to disengagement. The underlying cause will change the conversation, so address the topic generally.

14. “I wanted to touch base and see how things are going. You don’t seem to be quite as engaged at work lately—is there something I can do to help you get back on track? I’d like to keep you happy here. Let’s set a time to review your goals and responsibilities and make sure we’re on the same page.”

Constructive feedback examples for a toxic attitude

Address toxicity in the workplace swiftly before employee negativity demoralizes your team. Emphasize you’re listening to the employee and want to be helpful. But also be clear about the impact of their behavior on the team and company.

15. “I’m glad we’re taking the time to touch base. I feel like you haven’t been as happy at work lately. How do you feel? Is there something I can do to help you have a better experience here?”

16. “I appreciate your input. When you have an issue, it’s helpful for me and the team if you share it with me so I can address it. That’s a positive, productive move. If you talk to your teammates about your issues, I can’t help you solve them, and it creates an atmosphere of negativity.”

Constructive feedback examples for office gossip

A little “harmless gossip” is rarely that. A few whispered words can rapidly snowball into morale-reducing drama. If you learn an employee has been gossiping, address them directly and privately.

17. “I know there are a lot of rumors flying around about X, and I know you’re concerned about it. I value your trust and contributions here, so I’d like to set the record straight and explain what I can.”

18. “I understand your feelings, and I know it’s frustrating when you feel your questions aren’t being answered. In the future, though, please bring your concerns directly to me. When you share them with your teammates, it creates a company culture of fear and negativity without providing answers.”

Constructive feedback examples about emotional intelligence and rudeness

In a dream world, IQ and EQ would go hand in hand. In busy offices, they can clash like titans. Avoid making the individual feel ganged up on—emphasize you’re listening.

19. “Hey, I wanted to touch base and see how you felt about your work this week. Samika mentioned that you used a sarcastic tone with them in a meeting and it made them uncomfortable. We need to be able to function as a team, and I was hoping to hear your side of the story to see if everything’s okay.”

20. “This morning you left our team meeting early. I could tell you were frustrated by the discussion, but walking out on your teammates doesn’t show them the same respect they showed you during the conflict. How can we find a solution moving forward?”

What is constructive feedback?

Constructive feedback is guidance that helps the recipient achieve a positive outcome.

Constructive feedback is corrective, but not critical.

A good litmus test if you’re about to deliver criticism or constructive feedback is to ask yourself: “Do I have the other person’s best interest at heart?  How would I feel in their shoes, receiving this feedback?”

If your answers are, “I’m not sure,” and “probably terrible,” take a step back. Examine what you want to say. Is it necessary, or are you just blowing off steam? If it’s necessary, find a way to reframe it. Use our tips in this next section to deliver constructive feedback like a champion.

How do you give constructive feedback?

1. Clarify what you hope to achieve with the feedback

Ask yourself: “What is my desired outcome? How can I deliver feedback in a way the employee will be open to receiving while also guiding us toward that desired outcome?” Answering these two questions will help you determine both what to say and how to say it.

2. Be timely with feedback

Deliver feedback when it’s still relevant. The fresher, the better. This helps the other person make changes while they still have time to make an impact. “You did improve, but you were late to a lot of meetings early last quarter, and it was disrespectful to the team” doesn’t help anybody. It just makes the employee feel bad knowing their team was upset with them, and has no impact on their current behavior.

3. Give feedback face-to-face Let’s face it — giving constructive feedback can be awkward for both parties. But don’t give into the temptation to send hard feedback over Slack or email. It’s just too easy to misinterpret text. Deliver your feedback in real time, either in person or on video chat, so you can see how the other person is reacting, and answer any questions they might have. Plus, the ability to deliver constructive feedback is a powerful skill to have. Practice. It’s good for you.

4. Be specific in your feedback, and avoid scope-creep

Focus on one target area for constructive feedback at a time. If the person has a heaping pile of things that needs correcting, pick the highest-impact item and start there. Receiving too much constructive feedback at once can be overwhelming. At worst, it may make the employee shut down and resent you. And even in best case scenarios, the person may simply not know what to correct first, and be paralyzed or go off in the wrong direction. Also, as demonstrated in the constructive feedback examples above, use specific examples to support your feedback. Never give feedback based on your feelings alone.

5. Don’t be personal in your feedback

Give constructive feedback for the behavior, not for the person. An easy way to do this is to use the sentence structure, “When you [action],” or “Your performance on [project],” rather than using sentences that start with “You are.” A constructive feedback example about behavior is, “When you talk over Pam in the meetings, you’re making all the women on our team feel less comfortable speaking up.” As opposed to, “You’re really rude to people, and it’s dragging down the team.”

6. Explain the impact of the employee’s action

Help your employee by explaining the full impact of their actions—on you, on the team, on the company , and on their career. Let’s look at one of our employee feedback examples above, #18:“I understand your feelings, and I know it’s frustrating when you feel your questions aren’t being answered. In the future, though, please bring your concerns directly to me. When you share them with your teammates, it creates a company culture of fear and negativity without providing answers.” This manager could have stopped with, “Please bring your concerns directly to me.” But by going the extra step and explaining why the behavior needs correcting, they help the employee understand the issue clearly. It becomes a learning opportunity.

7. Offer action steps, and follow up

As a general rule, if you can’t offer actionable advice to help the person move toward a positive outcome, then your feedback isn’t feedback. It’s a gripe. Help the person figure out next steps. They may not always be the action steps you’d have picked for yourself. But try what works for them. Then, set a meeting in a week to touch base and see their progress.

What about positive feedback?

We often focus on redirecting negative behaviors. But recognizing and reinforcing positive workplace performance is just as important, if not more. Integrally, it helps create a culture in which feedback is welcomed rather than dreaded — a culture open to dynamic, positive growth.

Drive employee engagement by reinforcing positive behaviors with affirmative feedback and public recognition .

Here are some examples of positive employee actions you can acknowledge with meaningful feedback and encouragement:

• Demonstrating leadership skills
• Providing a morale booster
• Being supportive and helpful
• Attending training or pursuing professional development
• Caring for the workspace
• Being a safety leader
• Facilitating a positive customer interaction
• Taking initiative on a project
• Receiving a positive customer review

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108 Performance Review Phrases (With Examples)

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

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

Key Takeaways:

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

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

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

Examples of performance review phrases for productivity

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

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Positive productivity performance review phrases

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

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

“Your excellent work ethic speaks for itself.”

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

Negative productivity performance review phrases

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

“Distracts coworkers, impacting their productivity.”

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

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

Positive quality of work performance review phrases

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

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

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

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

Negative quality of work performance review phrases

“Often expects coworkers to complete unfinished tasks.”

“Regularly fails to follow established processes.”

“Delivers work of an inconsistent quality.”

“Rarely attains monthly performance goals.”

Positive attendance performance review phrases

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

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

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

Negative attendance performance review phrases

“Fails to meet company standards for attendance.”

“Often offline on communication channels when working remotely.”

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

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

Positive punctuality performance review phrases

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

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

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

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

Negative punctuality performance review phrases

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

“Regularly late to work without reason.”

“Needs to work on responding to meeting invitations.”

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

Positive communication performance review phrases

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

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

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

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

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

Negative communication performance review phrases

“Actively avoids conversations with managers and supervisors.”

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

“Often fails to provide timely project updates.”

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

Positive teamwork and cooperation performance review phrases

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

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

“Improves team atmosphere by resolving conflicts between others.”

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

Negative teamwork and cooperation performance review phrases

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

“Unwilling to help others with tasks when asked.”

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

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

Positive interpersonal abilities performance review phrases

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

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

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

“You always know how to cheer everyone up.”

Negative interpersonal abilities performance review phrases

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

“Needs to improve attitude when receiving constructive feedback.”

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

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

Positive adaptability performance review phrases

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

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

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

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

Negative adaptability performance review phrases

“Easily becomes frustrated when unexpected challenges arise.”

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

“Resists changes that could lead to higher productivity.”

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

Positive problem-solving performance review phrases

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

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

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

“Is there anything you can’t do?”

Negative problem-solving performance review phrases

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

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

“Can be indecisive in producing and implementing new solutions.

“Struggles to see patterns in recurring issues.”

Positive achievement performance review phrases

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

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

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

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

Negative achievement performance review phrases

“Has consistently struggled to meet KPIs.”

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

“Does not set personal goals for improvement.”

“Unmotivated by achievement.”

Positive leadership performance review phrases

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

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

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

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

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

Negative leadership performance review phrases

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

“Indecisive about allocating responsibilities.”

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

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

Positive innovation performance review phrases

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

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

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

“You come up with amazing ideas.”

Negative innovation performance review phrases

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

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

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

Positive attitude performance review phrases

“Everyone appreciates your upbeat attitude.”

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

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

Negative attitude performance review phrases

“Inconsistent working relationship with some team members.”

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

“Becomes easily upset when unexpected challenges come up.”

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

Positive accountability performance review phrases

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

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

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

Negative accountability performance review phrases

“Often blames others for mistakes.”

“Regularly fails to follow up with clients.”

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

What should I say in a performance review?

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

How do you write an impactful performance review phrase?

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

What should I say in my boss review?

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

Are performance reviews important?

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

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

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

MyHR – Why Performance Reviews are Important

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

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Performance Review Phrases for Critical Thinking

Posted by Nancy Smart on Friday, January 21, 2011 · Leave a Comment  

Critical thinking is defined as having the ability to:

• Identify/Recognize problems and find workable means for meeting those problems
• Understand the importance of prioritization and order of precedence in problem solving
• Gather and marshal pertinent (relevant) information
• Recognize unstated assumptions and values

Obviously in some employees this is more important than others.  You would want a nurse in the ER to likely have exceptional critical thinking skills but an office clerk maybe not as much.  If you find yourself having to rate performance in this area, here are some phrases that can help.

Some positive performance review phrases for Critical Thinking could be:

Terry always thinks through the resolution before recommending a solution

Terry uses adequate reasoning skills when determining the solution to a problem

Terry always appropriately weighs the pros with the cons of a given solution

Terry is able to think quickly about problems and provide accurate solutions

Some negative performance review phrases for Critical Thinking might be:

Terry makes rash decisions when faced with a problem

Terry doesn’t balance the consequences when providing a recommendation

Terry fails to think through all potential outcomes of a proposed solution

Terry is unable to think through a problem completely before providing the solution

Terry doesn’t use a logical method of thinking through issues

If critical thinking is part of your performance appraisal, please think through and decide how to explain the competency as it relates to the role and explain to the employee why critical thinking skills are important.   Again, the employee may not know it is a requirement to the job.

For more Performance Review Phrases, return to the Core Competency Listings

Filed under Performance Appraisal Phrases , Performance Review Phrases · Tagged with Performance Review Phrases

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31 examples of problem solving performance review phrases

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You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

Problem solving performance review phrases: you should think of improving

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

Performance review tips to improve problem solving

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

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

How a performance review template improves the feedback process

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Performance review phrases for employee evaluation (with examples)

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

TABLE OF CONTENTS

Performance review comments example

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

PHRASES FOR PERFORMANCE EVALUATION

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

Performance review closing comments

• Do performance reviews with software ✅

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

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

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

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

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

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

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

Performance review strength

Example Phrases for addressing employee strengths:

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

Performance review weakness

Example Phrases for addressing employee weaknesses:

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

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

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

Performance review phrases collaboration

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

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

Meets or Exceeds Expectations

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

Below Expectations

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

Performance review teamwork phrases

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

Performance review phrases for teamwork

Meets expectations

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

Below expectations

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

Performance review phrases professionalism

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

Meets or exceeds expectations

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

Performance review phrases attendance

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

Attendance and punctuality performance review sample

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

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

Employee performance review phrases attendance

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

Performance review comments quality of work

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

Productivity and quality of work performance review examples

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

Performance review phrases adaptability

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

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

Performance review communication skills comments

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

Performance review phrases communication skills

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

Performance review phrases for innovation and creativity

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

Creativity performance review phrases

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

Accountability performance review phrases

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

Performance review accountability

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

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

Performance review customer focus

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

Performance review phrases for customer focus

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

Performance review phrases decision making

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

Performance review phrases problem solving

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

Performance review phrases for dependability

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

Performance review phrases reliability

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

Performance review phrases integrity

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

Performance appraisal phrases for integrity

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

Performance review phrases flexibility

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

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

Performance review for leadership

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

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

Performance review comments initiative

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

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

Employee performance review comments job knowledge

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

Performance review job knowledge phrases

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

Planning and organizing performance review phrases

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

Meets or exceed expectations

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

Performance review phrases time management

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

Performance review time management phrases

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

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

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100 Performance Review Example Phrases & Comments for 2024

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

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

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

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

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

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

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

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

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

Example Phrases about Aptitude

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

Example Phrases about Employee Attendance

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

Example Phrases about Communication and Interpersonal Skills

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

Example Phrases about Creativity

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

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Example Phrases about Dependability

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

Example Phrases about Efficiency and Time Management  

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

Example Phrases about Flexibility

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

Example Phrases about Leadership

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

Example Phrases about Quality of Work

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

Overall performance summary comments

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

Job knowledge comments

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

Development comments

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

Technical expertise comments

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

Compliance comments

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

Teamwork comments

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

Integrity comments

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

Self-appraisal comments 

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

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

Example Phrases for Employees When Responding to Feedback

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

Responses to Positive Feedback

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

Responses to Critical Feedback:

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

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

Additional Considerations

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

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

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

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

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

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

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What Good Feedback Really Looks Like

• Craig Chappelow
• Cindy McCauley

Constructive criticism has its place.

Feedback — both positive and negative — is essential to helping managers enhance their best qualities and address their worst so they can excel at leading. Strengths-based development can, unfortunately, lull people into believing there are no areas in which they need to improve. So instead of encouraging people to avoid negative feedback, we should focus on how to deliver it in ways that minimize the fight-or-flight response. One approach is called Situation-Behavior-Impact (SBI). Feedback providers first note the time and place in which a behavior occurred. Then they describe the behavior — what they saw and heard. The final step is to describe the impact the behavior had in terms of the feedback providers’ thoughts, feelings or actions.

According to a recent Harvard Business Review  cover story , it’s rarely useful to give feedback to colleagues. The authors argue that constructive criticism won’t help people excel and that, when you highlight someone’s shortcomings, you actually hinder their learning. They say that managers should encourage employees to worry less about their weaknesses and instead focus on their strengths.

• Craig Chappelow is a leadership solutions facilitator, Americas, at the Center for Creative Leadership.
• Cindy McCauley is a senior fellow, Americas, at the Center for Creative Leadership.

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100 Performance Appraisal Comments For Your Next Performance Review

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

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

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

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

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

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

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

Examples Of Performance Appraisal Comments

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

1) Attendance

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

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

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

NEED FOR IMPROVEMENT

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

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

2) innovation and creativity.

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

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

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

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

3) Leadership

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

Here are some critical appraisal comments for leaders and managers.

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

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

4) Communication Skills

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

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

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

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

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

5) Collaboration and Teamwork

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

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

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

6) Time Management

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

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

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

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7) customer experience.

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

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

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

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

8) Problem Solving

A much-required skill, its importance becomes more prevalent among higher authority employees. Problem-solving is the “skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.”

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

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

9) Work-Ethics

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

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

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

10) Productivity

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

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

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

11) Interpersonal Skills

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

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

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

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

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Critical Thinking Performance Review Phrases Examples

Related Evaluation Phrases

Critical Thinking Sample Phrases To Write A Performance Appraisal Feedback

Critical Thinking: 40 Useful Performance Feedback Phrases

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

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

Critical Thinking: Exceeds Expectations Phrases

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

Critical Thinking: Meets Expectations Phrases

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

Critical Thinking: Needs Improvement Phrases

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

Critical Thinking: Self Evaluation Questions

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

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100 Examples: How to Write Performance Review Comments

By Status.net Editorial Team on December 18, 2023 — 18 minutes to read

• Setting the Right Tone Part 1
• Positive Phrases That Can Be Used in a Performance Review Part 2
• How to Highlight an Employee’s Strengths with Specific Examples Part 3
• Example Comments to Include to Provide Constructive Feedback Part 4
• Structuring Your Comments Part 5
• Using Examples in Comments Part 6
• Encouraging Continuous Development Part 7
• Avoiding Common Pitfalls Part 8
• Wrapping up the Review Part 9

Performance reviews are evaluations of an employee’s work performance, usually conducted periodically by a supervisor or manager. These assessments typically focus on an employee’s achievements, strengths, areas for improvement, and goals for the future. You might receive a performance review as a formal annual assessment or as periodic informal check-ins with your manager.

Part 1 Setting the Right Tone

Using positive language.

When writing performance review comments, it’s vital to use positive language. This not only makes the receiver more receptive to your feedback but also helps create an empowering experience. For example, words like “improve,” “achieve,” and “progress” are encouraging and can boost the employee’s motivation.

Instead of saying, “You failed to meet the deadline,” try using a more positive approach: “Although you didn’t meet the deadline, we appreciate your hard work and believe you can do better next time.” This simple change in tone shows that you recognize their effort and are confident in their potential for growth.

Constructive Criticism Techniques

To offer constructive criticism, focus on specific behaviors and outcomes rather than making personal judgments. For instance, avoid general statements like, “You’re not a good team player.” Instead, provide actionable feedback, such as, “During team meetings, try to engage more with your colleagues by asking questions and sharing your ideas.”

When discussing areas for improvement, pair them with related strengths or achievements. This way, you’re not only pointing out the problem but also acknowledging their effort and capability. For example, “Your creative ideas have significantly contributed to the project; however, working on time management will help you deliver even better results.”

Part 2 Positive Phrases That Can Be Used in a Performance Review

Using positive phrases can help boost employee morale and encourage growth. Here are some examples:

• 1. “Your creativity has brought fresh ideas that have driven innovation within our team.”
• 2. “You have shown exceptional growth and learning in your role.”
• 3. “Your dedication to meeting project deadlines contributes to our team’s success.”
• 4. “You have a positive attitude that positively influences the workplace environment.”
• 5. “You demonstrate strong problem-solving skills that help us overcome challenges.”
• 6. “Your commitment to excellence is evident in every task you undertake.”
• 7. “You effectively manage your time and prioritize tasks efficiently.”
• 8. “Your communication skills have been pivotal in maintaining clear and effective dialogue between team members.”
• 9. “You have shown remarkable initiative in taking on new responsibilities.”
• 10. “Your work ethic is an inspiration to those around you.”
• 11. “You consistently produce high-quality work that exceeds our standards.”
• 12. “You have a knack for building strong, collaborative relationships with clients and co-workers.”
• 13. “Your flexibility in adapting to change has made a significant impact on our team’s performance.”
• 14. “You have demonstrated leadership qualities that have guided our team through various projects.”
• 15. “Your ability to stay calm under pressure has been a stabilizing force for the team.”
• 16. “You are a reliable employee who colleagues can always count on.”
• 17. “Your analytical skills have contributed to more informed decision-making processes.”
• 18. “You consistently set a great example with your professional demeanor.”
• 19. “Your positive energy is contagious and boosts team morale.”
• 20. “You have a keen eye for identifying areas for improvement and implementing effective solutions.”
• 21. “You are proactive in seeking feedback and using it to enhance your performance.”
• 22. “Your technical skills have been a valuable asset to our team’s operations.”
• 23. “You have effectively mentored other team members, enhancing their skills and confidence.”
• 24. “Your strategic thinking has played a key role in our department’s planning and success.”
• 25. “You have a unique ability to turn challenges into opportunities.”
• 26. “Your contributions to the team often exceed the scope of your role, showing your commitment to our goals.”
• 27. “You maintain a high level of professionalism in all interactions, which reflects well on our team.”
• 28. “You have a continuous improvement mindset that helps elevate the entire team’s performance.”
• 29. “Your enthusiasm for your work is infectious and motivates others to strive for excellence.”
• 30. “You handle complex projects with ease, ensuring smooth operations and delivery.”
• 31. “You consistently go above and beyond expectations.”
• 32. “Your ability to adapt to new challenges has been impressive.”
• 33. “You are an excellent team player, and your colleagues value your support.”
• 34. “Your strong attention to detail ensures high-quality results.”

Remember to support these positive statements with concrete examples from the employee’s work.

Part 3 How to Highlight an Employee’s Strengths with Specific Examples

When discussing an employee’s strengths, try to be specific and use examples from their recent work. Focus on their skills and accomplishments, tying them to the overall success of the team or the company.

1. “I’ve noticed how effectively you manage your time, particularly during the (…) project when you delivered your part ahead of schedule without compromising on quality.”

2. “Your ability to lead the team was evident in the way you stepped up during the (…) event, ensuring that everyone was motivated and on task.”

3. “Your creative problem-solving skills really shone when you found a workaround for the budget issue on the (…) project.”

4. “Your attention to detail didn’t go unnoticed on the (…) report, where your thoroughness prevented potential errors.”

5. “Your technical skills are a huge asset, as seen when you implemented the new software that increased our team’s productivity.”

6. “Your communication skills have improved significantly, especially when you presented the quarterly results and received positive feedback from the stakeholders.”

7. “Your commitment to professional development is commendable, like when you completed the advanced training in (…) and immediately applied those skills to benefit our team.”

8. “Your teamwork has been outstanding, particularly when you assisted a new team member with onboarding and helped them become productive quickly.”

9. “Your initiative to organize the weekly brainstorming sessions has greatly enhanced our team’s creativity and collaboration.”

10. “Your customer service skills have consistently been exceptional, as evidenced by the glowing reviews from clients like in the (…) project.”

11. “Your sales performance has been remarkable, especially when you exceeded your targets by 20% last quarter.”

12. “Your adaptability was clearly demonstrated during the transition to remote work, where you maintained high productivity levels.”

13. “Your positive attitude has been a morale booster for the team, like when you encouraged everyone during the tight deadline for the (…) project.”

14. “Your strategic thinking was key in identifying new market opportunities that led to the (…) initiative.”

15. “Your reliability is something we can always count on, as you’ve never missed a deadline and always deliver quality work.”

16. “Your mentorship has greatly benefited your colleagues, such as when you guided your peer through the complex process of (…).”

17. “Your ability to communicate with clients has been outstanding, as seen in the successful onboarding of the (…) project.”

18. “Your analytical skills have helped us understand customer data better, leading to more targeted marketing strategies.”

19. “Your dedication to the company’s mission was evident when you volunteered to lead the corporate social responsibility program.”

20. “Your conflict resolution skills have been instrumental in maintaining a harmonious work environment, especially during the team restructuring.”

21. “Your writing skills have been invaluable, particularly in drafting the clear and persuasive proposal that won us the (…) grant.”

22. “Your resilience is commendable, as seen when you managed to keep the team focused and productive even amidst several unforeseen challenges.”

23. “Your organizational skills are top-notch, which was clear when you coordinated the successful industry conference last month.”

24. “Your ability to work under pressure was evident during the end-of-year audit, where you managed to deliver accurate reports within tight deadlines.”

25. “Your financial acumen saved the company significant costs by renegotiating vendor contracts effectively.”

26. “Your hands-on approach in the training of new hires has ensured they are fully equipped to perform their roles successfully.”

Part 4 Example Comments to Include in a Performance Review to Provide Constructive Feedback

Constructive feedback should be clear, specific, and actionable. Instead of saying, “You need to improve your time management,” try offering suggestions like, “Consider using a calendaring tool to better organize your tasks and deadlines, which will help ensure projects are completed in a timely manner.” Focus on behaviors that can be improved and support your feedback with examples.

1. “I’ve noticed that you excel in client interactions, consistently providing thoughtful and helpful responses. To further enhance your client management skills, I suggest participating in advanced communication workshops.”

2. “Your ability to work independently is impressive; however, I encourage you to engage more with the team during collaborative projects to contribute your valuable insights and learn from others’ perspectives.”

3. “You have shown great initiative in your role, but there have been instances where attention to detail could be improved. Double-checking your work before submission could help mitigate any minor errors.”

4. “Your creativity in problem-solving is commendable. To foster this skill, I recommend documenting your processes to share with the team, which could inspire innovative approaches across the department.”

5. “While you meet most deadlines, I’ve observed that some tasks are completed at the last minute. Prioritizing your workload and setting earlier internal deadlines might help reduce last-minute rushes.”

6. “You have a strong grasp of our project goals, yet sometimes there’s hesitation in decision-making. Confidence can be built through seeking mentorship or additional training in areas of uncertainty.”

7. “Your technical skills are outstanding, and to complement them, I suggest working on developing your presentation skills to effectively communicate your ideas to non-technical team members.”

8. “I appreciate your dedication to the team, but I’ve noticed that work-life balance could be an area for improvement. Managing your time to leave the office at a reasonable hour could benefit your overall well-being.”

9. “You often contribute innovative ideas in meetings; to take this further, I encourage you to lead a brainstorming session, which could help refine and implement these concepts.”

10. “Your project management is generally strong, yet there’s room to enhance your delegation skills. Trusting your team with more responsibilities can improve efficiency and team development.”

11. “You consistently produce high-quality work, though sometimes at a slower pace. Implementing productivity techniques, like the Pomodoro method, might help increase your output without sacrificing quality.”

12. “Your punctuality and attendance are commendable. To build on this, setting a personal goal to contribute at least one key point in meetings could further demonstrate your engagement.”

13. “You are very responsive to feedback, which is great. To take it a step further, actively seeking out feedback periodically could provide you with more opportunities for growth.”

14. “Your reports are always thorough, but they can be quite lengthy. Learning to condense information without losing clarity could make your reports more accessible to readers.”

15. “You show great enthusiasm for new projects, and I’d love to see you carry that energy through to project completion by setting and reviewing progress milestones.”

16. “Your teamwork is a strength, but taking on a leadership role in group tasks could help you develop management skills and provide valuable experience.”

17. “You’ve shown you can handle routine tasks well; now, challenging yourself with more complex assignments could further your expertise and career development.”

18. “Your sales numbers are impressive, and to enhance your performance even more, consider adopting a CRM tool to track customer interactions and follow-ups systematically.”

19. “You are very organized in your work, which is excellent. To improve efficiency, you might explore new project management software that could streamline your processes.”

20. “You handle customer complaints with patience and empathy. Enhancing your skills with additional conflict resolution training could make you even more effective in these situations.”

21. “Your ability to adhere to the budget is a real asset. To build on this, developing forecasting techniques could help you anticipate financial challenges and opportunities.”

22. “You are a reliable employee who often assists others. To further your development, I suggest you mentor a newer team member, which can help you hone your leadership abilities.”

23. “Your written communication is clear and concise. Expanding your skill set to include technical writing could open up new opportunities for you within the company.”

24. “You have a knack for identifying risks early on. Developing a formal risk assessment process could benefit the entire team by mitigating potential issues before they arise.”

25. “You’ve taken on additional responsibilities well. Now, focusing on strategic planning could help you understand how these tasks fit into the company’s broader goals.”

26. “Your proactive approach to learning new software is commendable. Sharing your knowledge through a short training session with colleagues could enhance team productivity.”

27. “You make sound decisions most of the time; however, incorporating data analysis into your decision-making process could provide a stronger foundation for those decisions.”

28. “You are very good at following up with clients. To improve even further, you might consider developing a standardized follow-up protocol to ensure consistency across all client interactions.”

29. “Your public speaking skills have improved, which is great to see. Joining a professional speaking group could provide you with even more opportunities to practice and refine these skills.”

30. “You have a strong understanding of our products, and to leverage that knowledge, you could create informational materials to help educate the rest of the team on product features and benefits.”

Part 5 Structuring Your Comments

Highlight achievements.

When discussing achievements, make sure to acknowledge your employee’s hard work and dedication. Start with praising their accomplishments, and then specifically describe what they did well. For example:

• “You successfully increased sales by 15% this quarter, which is an impressive accomplishment.”
• “Your attention to detail in project management led to a more efficient workflow.”
• “You’ve consistently shown strong leadership within the team, fostering a positive work environment.”

Don’t forget to include any metrics or data that showcase their success.

Addressing Areas for Improvement

When addressing areas for improvement, ensure you are providing constructive feedback and actionable advice. Be supportive and empathetic, framing the conversation as an opportunity for growth. For example:

• “Although you’ve made progress in time management, there’s still room for improvement. Setting daily priorities and using a scheduling tool might help you better manage your tasks.”
• “Your presentations are engaging, but sometimes you speak too fast. Practicing your pacing can help your message come across more clearly.”
• “Working on improving your written communication will make it easier for colleagues to understand your proposals.”

Focusing on Behavior and Results

When providing comments, ensure you focus on observable behaviors and results that can be measured or quantified. This helps to keep the feedback objective and avoids misunderstanding. For example:

• “You’ve demonstrated a strong ability to negotiate, which resulted in a larger budget for our team.”
• “Working on being more patient with new team members will help foster a supportive environment. Offering guidance and encouragement can go a long way.”
• “Your ability to collaborate effectively with other departments has contributed significantly to the success of our projects.

Purpose of Effective Comments

Effective performance review comments serve to support your growth and development in your job. They provide you with constructive feedback that can help you identify your strengths and weaknesses, as well as areas where you can improve. Well-written comments are:

• Specific – They offer precise examples of what you did well or need to improve.
• Actionable – They provide guidance on how you can enhance your performance.
• Relevant – They relate directly to your job responsibilities and objectives.
• Balanced – They consider both your achievements and areas for improvement.

For example, instead of vaguely saying, “You need to improve your communication skills,” helpful comments might go like this: “When presenting to clients, try to make eye contact and speak more confidently. This will help you build rapport and better convey your ideas.”

Part 6 Using Examples in Comments

Describing specific instances.

When providing feedback in performance reviews, it’s important to use specific examples to illustrate your points. This helps the employee understand the exact situations you are talking about and shows that you have paid attention to their work. For instance, instead of saying, “You need to communicate better with your team,” you could say, “I noticed at last week’s project meeting that you didn’t share updates about your progress with the rest of the team. Sharing this information can help everyone stay aligned and avoid duplication of work.”

Adding concrete instances of behavior or results allows your comments to carry more weight, making them more useful for the employee. They can then focus on these instances to learn and improve. For example, instead of saying, “You are a great problem solver,” mention a specific situation when the employee went above and beyond to address a challenge, like this: “You did a fantastic job troubleshooting the server issue last month, finding the root cause, and resolving it within two hours. That saved the company from significant downtime.”

Relating Examples to Goals

Aligning your feedback and examples to the employee’s goals helps to clarify how their actions affect their progress towards meeting their objectives. This demonstrates that you are invested in your employee’s growth and success. When discussing accomplishments, point out how they contributed to meeting their goals. For instance, “Your dedication to completing the new client proposal led to it being both well-received and signed, which was a crucial part of reaching this quarter’s sales target.”

On the other hand, when addressing areas that need improvement, emphasize how the observed behavior may hinder the employee’s progress towards their goals. For example, “Your tendency to miss weekly status update meetings has made it difficult for other team members to keep track of your projects, which can delay their own work and impede reaching our team goals.”

Using examples tied to their goals highlights the direct impact of the employee’s actions, whether positive or negative, on their overall performance and success. This encourages employees to take ownership of their development and strive for improvement in their day-to-day activities.

Part 7 Encouraging Continuous Development

Setting goals for the next period.

Help your employees grow by setting clear and achievable goals for the next period. Instead of setting a vague objective, try to make it specific and measurable. For example, rather than saying “Improve your sales skills,” you could say “Increase your sales numbers by 10% in the next quarter.”

When you provide feedback on their performance, explain how they can improve and discuss the steps needed to achieve their goals. For instance, if your employee needs to improve their presentation skills, suggest that they attend a workshop or take an online course. This way, they’ll have a clear direction to follow, and it will be easier to monitor their progress.

Offering Resources for Growth

Supporting your employees in their professional development is an important aspect of their career growth. Offer resources that can help them learn new skills and refine existing ones. These resources could include training programs, online courses, mentoring, or even access to relevant conferences and seminars.

Part 8 Avoiding Common Pitfalls

Steering clear of vague language.

To write effective performance review comments, avoid using vague language. Instead, get specific about the areas in which the employee demonstrates success or needs improvement. For example, instead of saying “You have great communication skills,” say “You are excellent at explaining complex ideas in simple terms during team meetings.” This specificity allows employees to understand their strengths and weaknesses and work towards improvement.

Avoiding Personal Critiques

Performance reviews should focus on an employee’s job performance, not their personality traits. Critiquing someone’s character can create a negative environment and perception of bias. Focus on tangible actions and behaviors to offer constructive feedback. For example, instead of saying “You are too emotional and disorganized,” say “It would be helpful if you work on keeping a more structured approach to your projects and manage your emotions during tense situations.”

Balancing Feedback Across Teams

When providing feedback, ensure that it is consistent and fair across all team members. Avoid comparing employees to one another during individual reviews, as this can cause resentment and competition. Instead, use benchmarks and objectives to evaluate their performance. For example, say “Your sales numbers have consistently surpassed targets for the last quarter” or “You have taken on extra responsibilities within your role, such as managing the new interns, which has shown great initiative.” By maintaining a balanced, objective approach, you can support your team and help them grow in their roles.

Part 9 Wrapping up the Review

Summarizing key points.

When you’re ready to finish the performance review, take a moment to recap the main points discussed. This can help reinforce important issues and ensure that both you and the employee understand what has been covered. For example:

• Highlight the employee’s strengths and achievements, such as meeting or exceeding targets, demonstrating leadership, or showing exceptional teamwork.
• Address areas for improvement or development, such as time management, customer service skills, or goal-setting. Offer specific suggestions, like attending a training or finding a mentor.
• Reiterate any action items or goals that have been set during the review, and discuss how progress will be monitored and evaluated.

Closing on a Positive Note

End the performance review on a positive note to foster a sense of motivation and enthusiasm. Show appreciation for the employee’s efforts, and express confidence in their ability to continue growing and succeeding in their role. Some ways to do this include:

• Offer words of encouragement and support, like “I believe in your potential to make a real difference” or “Your dedication to improving is evident, and I’m excited to see what you can achieve.”
• Reflect on any positive changes the employee has already made, emphasizing the impact this has had on the team or the organization.
• Discuss future opportunities for growth, such as potential projects, promotions, or new responsibilities that align with the employee’s skills and aspirations.

Frequently Asked Questions

Can you give examples of words that effectively describe employee performance.

Here are some words that can help describe employee performance:

• Goal-oriented
• Collaborative
• Detail-oriented

When using these words, make sure to include specific examples, so the employee understands the context and the impact of their work.

How can a manager identify areas for improvement in a performance review, and can you provide examples?

When pointing out areas for improvement, focus on specific behaviors or skills that need development. For example, if an employee struggles with delegating tasks, you could say, “To help improve your team’s efficiency, consider working on your delegation skills by identifying tasks that others can take on and providing clear guidance.” Stay supportive and offer solutions to help the employee grow.

What are the key elements to writing a summary for a performance appraisal?

Writing an effective performance appraisal summary should include:

• A brief recap of the employee’s accomplishments and strengths.
• Specific examples of their impact on the team or company.
• Areas for improvement, with clear and actionable suggestions for growth.
• A reiteration of your support and confidence in their ability to succeed.
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