creative problem solving performance review phrases

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31 examples of problem solving performance review phrases

Jump to section

You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

Problem solving performance review phrases: you should think of improving

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

Performance review tips to improve problem solving

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

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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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300 Performance Review Phrases in 20 Areas of Work

Performance review season is a stressful time of year. As a leader, it can be a struggle for you to properly describe a behavior exhibited by an employee, so we tried to make it easier by listing over 100 performance review phrases below. They are grouped by category to make it easy to find inspiration and not get in trouble with HR.

Two pieces of advice before you get started:

At Friday, we make it easy to have regular conversations, so you don’t have to bottle up your feedback for a review and performance appraisal that happens once a year.  See our playbooks  for success. You should not delay important conversations. We strongly recommend having regular  1-1s  and establishing a feedback loop. Don't kick the can down the road.

Second, please make sure when completing a performance review that you  outline behaviors, not personality traits . Behaviors can be changed. Also make sure you document the behavior. Ideally, you bring it up in-the-moment vs. a performance review.

With the disclaimer out of the way, here's a list of canned performance review phrases to give you some inspiration. For the love of everything, please don't copy these phrases verbatim.

You owe it to your employee to put some time into this process and consider their overall performance. If you want to learn how to effective run a performance review, you should read  High Output Management .

Before we dive in take a look at these performance review templates !

Active Listening

1. Is an active and focused listener

2. Makes sure the team feels heard

3. Creates healthy dialogue to help the best solution come forward

4. Listens with an open mind

5. Demonstrates a sincere appreciation for opposing viewpoints

6. Actively seeks feedback, even when it’s not in agreement

7. Asks insightful questions to understand the root cause

8. Empathizes with others who have opposing viewpoints

9. Follows instructions with care and attention

Needs Improvement

10. Asks questions that show he/she is not actively listening to the conversation at hand

11. Is distracted easily and doesn’t fully absorb another person’s point of view

12. Interrupts peers

13. Constantly interjects into conversations

14. Dismisses other people’s ideas who she/he doesn’t agree with

15. Stops listening when presented with an opposing viewpoint

Administration

16. Is effective when handling large amounts of data 

17. Produces high-quality work that is well documented and detailed
 

18. Is capable of working independently from day one

19. Is a strong team player
 

20. Is well organized, and can effectively implement projects from start to finish
 

21. Can make independent decisions when necessary
 

22. Demonstrates good time management skills
 

23. Can adapt his/her schedule to meet the needs of the business
 

24. Has excellent follow-through skills, and is always on time with deliverables 

25. Shows ability to be proactive in identifying tasks that need to be completed 

Areas for Improvement 

26. Does not show an aptitude for number crunching and data entry activities 

27. Has difficulty following through with tasks that require a high amount of organization and time management 

28. Seemed to have trouble getting organized this week
 

29. Demonstrates disinterest in the administrative aspects of the job 

30. Has trouble with filing, record keeping, and other administrative tasks


31. Is less than eager to complete documentation-related work
 

32. Is often late, which negatively impacts project completion timelines

Attendance & Being On-Time

33. Is punctual and consistently on-time to meetings

34. Arrives at meetings on time and is always prepared

35. Attained perfect attendance over $time_period

36. Schedules time-off according to company policy

37. Completes deadlines as promised

Areas for improvement

38. Does not meet attendance standards for punctuality

39. Has exceeded the maximum number of vacation days allotted

40. Is frequently late to work

41. Does not return communications in a timely manner

42. Is a quick study 

43. Learns from mistakes 

44. Is willing to hear constructive criticism 

45. Accepts coaching well, and does not become defensive when given negative feedback 

46. Takes responsibility for own mistakes and failures 

47. Demonstrates a willingness to improve performance in the face of negative feedback 7. Asks questions about the most effective way to approach new activities 

48. Asks for clarification when he or she is unsure how to correctly complete a task or activity 

49. Demonstrates self-awareness and willingness to improve in areas where he or she is lacking 

50. Is sensitive to the fact that there is always room for improvement, both personally and professionally 

Areas of Improvement

51. Seeks individual coaching only when an area of weakness has been identified by someone else 

52. Demonstrates lack of awareness regarding his or her own deficiencies as a team member or employee 

Communication

53. Regularly gives constructive feedback

54. Is willing to entertain others ideas

55. Asks great questions

56. Explains tough issues in a way that is clear to the rest of the team and direct reports

57. Is not afraid to say “I don’t know” when presented with a tough question.

58. Is effective at summarizing and communicating key business decisions.

59. Stands out among his/her peers for outstanding communication skills

60. Is effective at persuading and convincing peers, especially when the stakes are high

61. Is an effective listener, always willing to listen and understand peers objections

62. Makes new employees feel welcome

63. Acts as a calming force when the team is under pressure

64. Blames others for problems

65. Complains of lack of resources to adequately complete job functions

66. Fails to alert proper personnel regarding bad news

67. Regularly engages in off-putting conversations, can be territorial at times

68. Humiliates staff members on a regular basis

69. Has trouble communicating effectively in groups

70. Has other coworkers deliver bad news instead of doing it himself/herself

71. Makes others feel intimidated when working on company projects

Cooperation

72. Is easy to work with, and encourages others to work together as a team 

73. Is supportive of coworkers, even in the face of conflict or adversity 

74. Supports group decisions even when it is not his/her preferred course of action 

75. Fosters a cooperative atmosphere 

76. Is a team player who does not put personal goals ahead of the greater good of the group 

77. Is receptive to ideas from peers and willing to adapt his/her own behaviors in response

78. Frequently expresses frustration with coworkers when they are too slow, or do not complete their tasks in time for the next project phase to begin on time 

79. Frequently comes late to meetings and disrupts workflow for other workers 

80. Takes credit for the work of others, especially when it is not deserved 

81. Does not share information with colleagues if they do not ask for it directly 

82. Thinks outside the box to find the best solution to a particular problem

83. Is creative and finds ways to correlate ideas with action

84. Artfully changes when presented with new information and ideas

85. Is always willing to directly challenge the status quo in pursuit of a more effective solution

86. Contributes fresh ideas regularly

87. Encourages coworkers to be inventive

88. Contributes innovative ideas in group projects

89. Contributes suggestions regularly on how to improve company processes

90. Demonstrates disinterest in contributing creative or innovative ideas

91. Is rigid and unwilling to adjust when presented with new information

92. Fails to properly attribute coworkers who contribute innovative solutions

93. Seems unwilling to take risks, even when presented with a compelling reason

94. Fails to incentivize peers to take creative and innovative risks

95. Is reluctant to find more effective ways to do job activities

Customer Relations

96. Works effectively with clients

97. Has strong rapport with those he/she interacts with

98. Enjoys the people related aspects of the business

99. Is pleasant and projects a friendly tone over the phone

100. Has become a linchpin with clients

101. Consistently spearheads effective customer relations

102. Is empathetic towards customer issues

103. Is direct, yet helpful in dealing with customer concerns

104. Displays an effective cadence when working with clients on projects. Is effective, not overbearing

105. Artfully helps customers overcome objections

106. Can handle difficult customers with grace

107. Consistently receives substandard comments from customers

108. Appears disinterested in helping customers with their challenges

109. Does not manage customer expectations, especially in tough situations

110. Consistently passes challenging issues to others instead of tackling them head-on

111. Misses opportunities to further educate customers about other products or services.

112. Uses inappropriate language with colleagues or customers

113. Appears to become frustrated by clients who ask questions

114. Displays sarcasm when dealing with client challenges

115. Is a good delegator, even with those who don't report directly to him/her 

116. Is able to delegate tasks and responsibilities effectively to appropriate team members 3. Is able to delegate work without micromanaging 

117. Is able to delegate work while maintaining the vision of what is to be accomplished 

118. Is able to delegate work to teammates without fear of losing control 

119. Demonstrates trust in subordinates, allowing them the freedom to make decisions 

120. Designs delegation strategies which provide opportunities for staff members to grow and develop 

121. Seems unwilling, or unable, to give up control of work activities completely when delegating tasks

122. Appears hesitant about allowing subordinates the freedom needed in order to complete delegated tasks successfully 

123. Does not seem confident when delegating tasks or responsibilities; does not inspire confidence in subordinates when delegating work

Flexibility

124. Constantly identifies more efficient ways of doing business


125. Is accepting of constructive criticism


126. Is a well-versed team player capable of handling a variety of assignments


127. Is calm under pressure


128. Is a calming force, especially with [his/her] peer group


129. Shows initiative, and is flexible when approaching new tasks

130. Does not excel at activities which require a high degree of flexibility

131. Tends to resist activities where the path is unknown

132. Appears uninterested in new duties

133. Becomes uptight when the plan changes

Goal-Setting

134. Is effective at goal-setting and challenging oneself

135. Clearly communicates goals and objections to coworkers

136. Is constantly striving to be the best he/she possibly can be

137. Sets concrete and measurable goals

138. Sets aggressive targets to meet business objectives

139. Creates clearly defined goals that align with the company’s mission

140. Proactively shares progress on goals

141. Is inconsistent in defining goals and objectives

142. Struggles to set goals that align with company objectives

143. Sets performance goals that are out of touch with reality

144. Struggles to communicate when deadlines will be missed

145. Leaves peers struggling to understand the status of a project

146. Refuses to delegate to others, attempts to do all the work by himself/herself

147. Is unwilling to claim responsibility for missed goals

148. Is easily distracted and disinterested in focusing to achieve performance goals

149. Finds creative ways to solve problems and improve processes 

150. Is an idea generator, and finds innovative ways to accomplish tasks 

151. Contributes new ideas to team project discussions regularly 

152. Contributes new ideas at staff meetings  

153. Contributes well-thought out suggestions for company improvements 

154. Evolves process improvement ideas in staff meetings 

155. Thinks outside the box when presented with a new challenge

Areas of Improvement 

156. Tends to react negatively when presented with a new problem or challenge which requires innovative thinking 

157. Fails to offer new solutions even when presented with a compelling reason to do so 10. Has difficulty coming up with creative ideas, even when prompted by supervisor 

158. Fails to recognize that all employees should contribute innovative ideas for improvement of company procedures and processes

Create improvement plans with 30-60-90 day templates !

Interpersonal skills

159. Is a good communicator with [his/her] peers, requiring little or no direction in how to communicate 

160.Is a strong team player who thrives on teamwork 

161. Has the ability to diffuse conflict among peers 

162. Has the ability to resolve emotional situations quickly and efficiently 

163. Is able to hear and accurately interpret verbal and nonverbal cues from peers

164. Has the ability to diplomatically handle difficult situations with peers 

165. Has the ability to ensure that [his/her] peers are satisfied with a decision made by a superior

166. Is able to effectively communicate across cultures, geographical regions, etc.

167. Utilizes peer feedback to make improvements in [his/her] interpersonal skills 

168. Is an active listener that is sensitive to both verbal and non-verbal cues from peers 22. Has the ability to approach every situation with confidence 

169. Fails to appropriately respond when receiving negative feedback from coworkers 24. Fails to ask for clarification if [he/she] does not understand what a coworker is trying to tell [him/her] 

170. Does not use constructive criticism from peers in an effort to improve performance at work or in school

171. Does not take initiative or act on positive suggestions given by coworkers68. Uses abrasive language when interacting with peers

172. Displays defensiveness when receiving constructive criticism

173. Appears uncomfortable when asked questions during group discussion

174. Shows sound judgment when evaluating multiple opportunities

175. Comes to reasonable conclusions based on information presented

176. Is fact-based, and refuses to accept emotional arguments when evaluating a decision

177. Remains calm, especially under stress

178. Balances swift decision-making, with the ability to analyze the many angles to a story

179. Is confident and persuasive when making big decisions

180. Consistently understands the core issues at play, enabling him/her to solve problems at a remarkable pace

181. Makes confident decisions when presented with facts and data.

182. Effectively prioritizes urgent matters with those that can wait

183. Effectively outlines the best case (and worst case) scenarios to aid decision-making

184. Makes hasty decisions without first collecting facts & data to inform the decision-making process

185. Consistently displays analysis paralysis when making a decision

186. Makes big decisions without approval from respective parties

187. Is unable to keep confidential information private

188. Approaches decisions with a one-track mindset. Has a “my way or the highway” view of others ideas.

Leadership Ability

189. Is a servant-leader, always willing to help his/her team

190. Gives structure, feedback, and direction to his/her team

191. Consistently recognizes his/her team for a job well done

192. Actively listens to his/her team

193. Creates a culture of dialogue

194. Recognizes staff for a job well done

195. Provides just enough conflict to find the best outcome

196. Balances the strategy of the organization with tactical day-to-day tasks

197. Demonstrates a high bar for ethical behavior

198. Tends to overanalyze problems when a prompt decision is required

199. Fails to plan for the future

200. Sends mixed signals to the team regarding goals and day-to-day activities

201. Rarely gives recognition to his/her team

202. Sets an unreasonably high expectation for his/her team

203. Fails to keep confidential information secret

204. Plays favorites and does not treat each member of the team equally

205. Shows interest in learning new skills and expanding knowledge base 

206. Is willing to take risks to gain new skills and knowledge 

207. Consistently seeks out professional development opportunities 

208. Demonstrates a desire to learn from peers rather than simply teaching them 

209. Is able to learn from past mistakes 

210. Consistently seeks out new experiences 

Needs Improvement 

211. Rarely uses past experience as a guide for decision making in new situations 

212. Does not appear willing to take risks to gain new skills and knowledge 

213. Fails to understand the value of taking risks to gain new skills and knowledge 

214. Has difficulty accepting criticism 

215. Does not like to be told what to do, when, or how to do it

Management skills

216. Is self-motivated

217. Manages time well

218. Sets attainable goals and objectives

219. Is able to effectively prioritize amongst competing demands

220. Is a good negotiator, able to get people to agree to new ideas or actions

221. Communicates clearly and delivers messages in concise, effective ways

222. Recognizes the contributions of peers and subordinates

223. Assigns challenging but appropriate tasks to staff, and provides adequate resources to ensure successful completion of assignments

224. Has difficulty being firm when needed with staff who are underperforming or inefficient 

225. Fails to reward subordinates for hard work or for delivering results on time 

226. Perceives subordinates as too personal and not business-like in their approach to work relationships 

227. Views employees as a cost center rather than an asset for the company's future growth and profitability

Motivation & Drive

228. Constantly pursues learning opportunities

229. Consistently takes on additional responsibility for the team

230. Successfully finds more effective ways to perform a specific task

231. Is constantly looking for new ways to help the team

232. Is always willing to jump in and learn something new

233. Requires little direction when given a new responsibility

234. Is not afraid to take calculated risks

235. Is not afraid to make periodic mistakes

236. Is unwilling to assume responsibilities outside of his/her job description

237. Frequently sows seeds of doubt with the rest of the team

238. Resists opportunities to train and learn new things

239. Contributes few suggestions to projects with ambiguity

240. Can be overzealous, stepping on others’ toes

241. Seems unwilling to learn new things

242. Struggles to do tasks without assistance from peers

243. Is a careful planner, and always considers the end result of [his/her] actions

244. Creates detailed plans to ensure [his/her] work is done efficiently and effectively 

245. Does not leave any loose ends when completing assigned tasks

246. Is able to accurately predict the outcome of [his/her] actions 

247. Is an effective time manager 

248. Sets realistic deadlines for [his/her] work, and does not procrastinate 

249. Does not waste time, and completes [his/her] work efficiently 

250. Is organized, and keeps notes or files with information that may be needed in the future

251. Has difficulty deviating from a previously established plan when new information is revealed 

252. Does not demonstrate much concern for the long-term effects of [his/her] decisions 11. Is slow to start working on an assignment until all details are ironed out 

253. Has difficulty making quick decisions under pressure 

254. Waits until last minute to begin work on an assignment, and becomes stressed during crunch time 

255. Appears disorganized, even though [he/she] is very organized in reality 

256. Appears to lack organization skills in front of peers and upper management 

257. Is unable to prioritize tasks appropriately based on urgency and importance 80. Is constantly late with assignments and projects 

Problem-Solving Skills  

258. Sees problems as challenges to be overcome

259. Brings ideas to the table when discussing problem-solving 

260. Is able to pressure test his/her own ideas in a calm but assertive way 

261. Is able to persuade others that [his/her] solutions are the best course of action 

262. Is able to persuade others with [his/her] ideas 

263. Sets up a system for tracking problems and their solutions 

264. Uses a variety of techniques to solve problems, and is willing to try new approaches 8. Puts in extra time to ensure that problems are solved completely 

265. Is able to explain the rationale behind [his/her] solution to a problem 

266. Demonstrates effective leadership skills when solving group problems 

267. Demonstrates disinterest in pressure testing ideas with others 

268. Does not set up a system for tracking problems and their solutions 

269. Fails to take action when a problem is raised 

270. Fails to explain the rationale behind [his/her] solution to a problem 

271. Does not optimize use of time when working on difficult problems 

272. Does not solve problems in an efficient manner 

273. Is not adept at persuading others to buy into [his/her] ideas 

274. Fails to persuade others that [his/her] solutions are the best course of action 

275. Is unable to pressure test his/her own ideas in a calm but assertive way

Time Management

276. Handles multiple assignments and projects well with limited supervision 

277. Is able to manage numerous assignments with great speed and accuracy 

278. Can effectively prioritize work so that the most critical assignments receive attention first 

279. Manages his/her time in a highly effective manner 

280. Is able to complete assignments even with extended deadlines 

281. Displays a strong ability to manage multiple assignments and projects simultaneously 

282. Does not meet deadlines, even when given ample time 

283. Has difficulty balancing multiple assignments and projects 

284. Does not manage his/her time effectively 

285. Fails to effectively prioritize work so that the most critical assignments receive attention first 

286. Displays a tendency to allow personal issues affect work performance 

Understanding of Job Responsibilities

287. Has a strong understanding of job responsibilities

288. Regularly alerts management of key developments in his/her job function

289. Has deep knowledge that surpasses job expectations

290. Regularly contributes and works with other departments

291. Crafts an extensive network of peers to tackle tough issues

292. Shares knowledge with peers

293. Is constantly sharing industry trends and best practices to create outsized outcomes

294. Is adept in all areas of job responsibility

295. Has little understanding of the competitive landscape

296. Has difficulty locating necessary information to complete job responsibilities

297. Produces many unnecessary errors

298. Produces substandard work

299. Fails to demonstrate a strategic mindset

300. Does not demonstrate mastery of basic concepts in the role

That’s all for now. We’ll continue to update this list of phrases in the future. Again, we strongly recommend offering continuous feedback with your team vs. waiting for an annual performance review. Also, offer an action plan to help all parties navigate difficult situations.

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Say It Right: 171 Performance Review Example Phrases & Comments

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

Get your free performance review templates

Table of contents.

The importance of performance reviews

Best practices: how to write a performance review

Pitfalls to avoid in performance reviews

What to say in a performance review

Example phrases & comments: communication skills

Example phrases & comments: teamwork & collaboration

Example phrases & comments: problem-solving and decision making

Example phrases & comments: adaptability & flexibility

Example phrases & comments: customer focus

Example phrases & comments: leadership & influence

Example phrases & comments: innovation & creativity

Example phrases & comments: technical & professional proficiency

Example phrases & comments: results orientation & execution

Example phrases & comments: integrity & ethics

Example phrases & comments: cultural competency

Performance review questions

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

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

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

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

The Importance of Performance Reviews

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

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

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

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

Best Practices: How to Write a Performance Review

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

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

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

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

Pitfalls to Avoid in Performance Reviews

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

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

What Not to Say in a Performance Review

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

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

What to Say in a Performance Review:

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

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

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

Performance Review Phrases & Performance Review Comments

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

Example Phrases & Comments: Communication Skills

Positive Feedback:

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

Constructive Feedback:

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

Self-performance review examples:

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

Example Phrases & Comments: Teamwork and Collaboration

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

Example Phrases & Comments: Problem-Solving and Decision Making

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

Example Phrases & Comments : Adaptability and Flexibility

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

Example Phrases & Comments: Customer Focus

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

Example Phrases & Comments: Leadership and Influence

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

Example Phrases & Comments: Innovation and Creativity

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

Example Phrases & Comments: Technical and Professional Proficiency

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

Example Phrases & Comments: Results Orientation and Execution

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

Example Phrases & Comments: Integrity and Ethics

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

Example Phrases & Comments: Cultural Competency

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

Example Phrases & Comments: Initiative and Self-Motivation

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

Performance Review Questions

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

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

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

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

Published February 27, 2024 | Written By Kristin Ryba

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Rethinking Performance Reviews: Tips for People-Focused HR Leaders

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Innovation: Performance Review Examples (Rating 1 – 5)

By Status.net Editorial Team on August 8, 2023 — 9 minutes to read

Performance Review Phrases and Paragraphs Examples: Innovation

5 – outstanding.

A rating of 5, or Outstanding, represents an employee who consistently demonstrates exceptional innovation. They may frequently generate groundbreaking ideas and solutions, often going above and beyond their job role. This employee is an inspiration to their peers and can solve complex issues with ease.

Phrases Examples:

• Consistently introduces innovative ideas that have a significant positive impact on the company’s performance.
• Is highly proactive in researching and implementing new strategies to improve workflow and efficiency.
• Is never hesitant to share her unique insights and ideas that drive substantial improvements in team performance.
• Continuously creates groundbreaking solutions and ideas.
• Adept at challenging assumptions and thinking outside the box.
• Frequently inspires others to adopt innovative approaches.

Paragraph Examples:

“Jane is a highly innovative employee, constantly challenging conventional thinking and inspiring her team to explore new ideas. She has consistently delivered groundbreaking results and has played a crucial role in the recent product launches that have exceeded expectations.”

“Samantha has an outstanding ability to think outside the box and consistently offers innovative ideas that contribute to the overall success of the company. Her proactive approach towards researching and developing new strategies to improve our workflow and efficiency has been instrumental in the growth of our department. Not only does she generate creative solutions to complex problems, but she also shares her valuable insights with the team, leading to substantial improvements in performance.”

4 – Exceeds Expectations

The rating “Exceeds Expectations”, indicates that the employee displays a high level of innovation. They generate creative ideas and solutions, occasionally exceeding the requirements of their job role. Employees who exceed expectations in their innovative thinking show an ability to think outside-of-the-box and bring fresh ideas to the table. Here are some phrases and paragraph examples that demonstrate an employee’s outstanding performance in innovation:

• Proactive problem solver : This employee consistently identifies potential issues before they become larger problems and suggests innovative solutions to overcome them. Their foresight and creative approach to problem-solving have led to improvements in processes, systems, and overall efficiency.
• Creative thinker : This employee consistently generates innovative ideas and suggestions for new products, processes, or ways to improve existing systems. They are not afraid to take risks, and their courage to implement new ideas has led to impressive results and industry recognition.
• Embraces change : This employee demonstrates a willingness to embrace change and proactively seeks opportunities to adapt their role or responsibilities to better serve the company. They continuously push boundaries and search for new techniques and tools to make their work more efficient and effective.
• Collaborative innovator : This employee consistently collaborates with colleagues to develop groundbreaking ideas and solutions. Their ability to work and communicate well with a diverse group of professionals has fostered a culture of innovation throughout the company.
• Consistently demonstrates a creative and innovative approach to problem-solving.
• Has a proven track record of developing and implementing new ideas that have positively impacted the company.
• Displays a high level of ingenuity in identifying and addressing challenges in the workplace.
• Regularly contributes to the development of new products and services that have exceeded expectations.
• Demonstrates a willingness to take calculated risks and explore new opportunities for growth.
• Shows a strong ability to think outside the box and come up with original solutions to complex problems.
• Consistently brings fresh perspectives and ideas to team meetings and discussions.
• Has a reputation for being an innovative thinker and a valuable asset to the organization.
• Displays a natural curiosity and a passion for exploring new technologies and trends in the industry.
• Has a proven ability to turn innovative ideas into successful projects that deliver tangible results.

Paragraph Example:

“Jennifer has shown exceptional creativity and adaptability in her role. Her ability to identify potential areas of growth for our product line has truly set her apart from her peers. Her willingness to take risks, experiment, and challenge the status quo has not only led to the successful launch of several new products but has also inspired her teammates to think more creatively. Jennifer truly embodies what it means to exceed expectations in regard to innovation.”

3 – Meets Expectations

An employee with a rating of 3, or Meets Expectations, demonstrates sufficient innovation skills. They are capable of coming up with creative solutions to problems and contribute to the success of the organization. Their performance aligns with the expectations of their position, and they consistently meet the set standards.

• Consistently generates creative ideas to improve existing processes or products
• Effectively embraces change and adapts to new environments or situations
• Demonstrates an open-minded approach to problem-solving
• Actively seeks out opportunities for personal and professional growth in the area of innovation
• Regularly contributes to team brainstorming sessions, fostering a culture of creativity and collaboration

“Jane consistently generates creative ideas for improving our department’s workflows. She is always willing to research new technologies and tools that could enhance our efficiency and streamline processes. This has led to the successful implementation of several innovative solutions that have positively impacted our team’s overall performance.”

“In the face of evolving industry trends, John has proven to be adaptable and open-minded when addressing new challenges. He has effectively embraced change and demonstrated resiliency by seeking out opportunities to learn about emerging technologies and approaches relevant to his role. This dedication contributes to our team’s ability to stay competitive within our market.”

“Sarah’s open-minded approach to problem-solving has been instrumental in the success of several projects this year. She is always willing to consider alternative solutions and encourages her colleagues to think outside the box. Her collaborative attitude during brainstorming sessions has fostered a more innovative environment within the team.”

2 – Needs Improvement

A rating of 2, or Needs Improvement, signifies that the employee is not meeting the expected level of innovation. The employee may occasionally generate innovative ideas, but they need to invest more effort and focus to develop their skills further. A continuous lack of innovation may limit the employee’s ability to perform well in their job role and hinder their career growth. It is important for managers to provide necessary feedback and support to aid the improvement of these employees. Employees who struggle with innovation may need guidance and support to develop their creative thinking and problem-solving skills.

• “Jane struggles to think outside the box and come up with new ideas or approaches to problems.”
• “John relies too heavily on traditional methods and has difficulty embracing new technologies or processes.”
• “Sarah tends to avoid taking risks and exploring novel ways of doing things, which can hinder innovation in the team.”
• “David could benefit from developing his critical thinking skills and being more open to change and new ideas.”

“Jane, I’ve noticed that when the team is brainstorming, you tend to stick with familiar ideas and don’t often contribute new thoughts. It’s important to be willing to take risks and explore different possibilities, even if they don’t always work out. I’d like to see you challenge yourself to come up with more innovative solutions to problems. Consider taking a course on creative thinking or collaborating with colleagues who have a knack for innovation to help you break out of your comfort zone.”

“John, I appreciate your dedication to completing tasks efficiently, but sometimes your reliance on established methods prevents you from discovering more effective ways of working. For example, when we introduced the new project management software, you continued using spreadsheets to track progress, which made it difficult for the team to stay aligned. Moving forward, I’d like you to be more open to embracing new tools and processes, even if it means stepping out of your comfort zone. This will support the team’s overall innovation efforts and contribute to our success.”

“Sarah, your risk-averse approach can sometimes limit the team’s creativity and ability to innovate. I understand that taking risks can be challenging, but it’s an important aspect of pushing the boundaries and finding better ways to work. I encourage you to embrace change and be more open to experimenting with new ideas, even if there’s a chance they might not succeed. This can help foster a more innovative environment within the team.”

“David, developing your critical thinking skills and being more receptive to new ideas is crucial for promoting innovation in our team. I’ve noticed that you often dismiss suggestions without giving them proper consideration, which can stifle creative thinking. In the future, I’d like you to work on being more open-minded and analyzing suggestions and ideas more thoroughly before making a decision. This will create a more collaborative and innovative atmosphere among your colleagues.”

1 – Unacceptable

“Unacceptable” rating represents an employee who lacks innovation in their performance. This employee rarely comes up with creative solutions and may be hindering project progress or the overall success of the organization. It is crucial for managers to address this lack of innovation through performance improvement plans or additional training.

• Stagnant thought process : The employee is unwilling to explore new ideas and consistently relies on outdated methods.
• Resistance to change : The employee often resists the implementation of new ideas or processes, hindering the team’s overall progress.
• Lack of curiosity : The employee does not actively seek out new knowledge, leading to a limited understanding of industry trends or advancements.
• Inability to think outside the box : The employee struggles to develop creative solutions to problems or generate unique ideas.
• Does the employee actively seek out new ideas, best practices, or technologies?
• How often does the employee propose fresh and viable ideas for problem-solving or process improvement?
• Is the employee open to trying different approaches or adaptable to change?
• Does the employee consistently challenge their own ideas or assumptions to improve and evolve?

“John consistently demonstrates resistance to change and a reluctance to adopt new ideas or methods. His unwillingness to explore different approaches limits the team’s ability to successfully innovate and adapt. This has resulted in missed opportunities and potential roadblocks to our growth.”

“Susan does not exhibit curiosity or a desire to learn about industry trends and advancements. Her stagnant thought process often results in outdated solutions that hinder the team’s progress. To successfully contribute to our team’s innovative efforts, Susan must be more open to learning and implementing new ideas.”

Performance Review Questions: Innovation

These questions help to establish a clear understanding of the employee’s performance in terms of innovation and provide valuable insight for assigning an accurate rating:

1. Has the employee come up with any new ideas or suggestions that have been implemented successfully? 2. Has the employee demonstrated a willingness to take risks and try new approaches to problem-solving? 3. Does the employee take the initiative to research and implement new strategies or technologies to improve workflow or performance? 4. Has the employee contributed to the development of new products, services, or processes? 5. Has the employee demonstrated an ability to think outside the box and come up with innovative solutions to challenges? 6. Has the employee shown a capacity to learn and adapt to new technologies and methodologies? 7. Has the employee demonstrated a passion for innovation and a desire to drive change within the organization? 8. Has the employee shown a capacity to collaborate with others to generate new ideas and approaches? 9. Has the employee shown a capacity to identify and seize opportunities for innovation within the organization? 10. Has the employee shown a capacity to communicate their ideas effectively and persuasively to others?

• Problem Solving Skills: Performance Review Examples (Rating 1 - 5)
• Flexibility: Performance Review Examples (Rating 1 - 5)
• Initiative: Performance Review Examples (Rating 1 - 5)
• Job Knowledge Performance Review Phrases (Examples)
• Productivity: Performance Review Examples (Rating 1 - 5)
• Attention to Detail: Performance Review Examples (Rating 1 - 5)

100 Performance Review Example Phrases & Comments for 2023

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

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

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

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

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

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

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

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

Example Phrases about Aptitude

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

Example Phrases about Employee Attendance

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

Example Phrases about Communication and Interpersonal Skills

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

Example Phrases about Creativity

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

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Example Phrases about Dependability

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

Example Phrases about Efficiency and Time Management  

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

Example Phrases about Flexibility

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

Example Phrases about Leadership

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

Example Phrases about Quality of Work

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

Overall performance summary comments

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

Job knowledge comments

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

Development comments

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

Technical expertise comments

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

Compliance comments

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

Teamwork comments

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

Integrity comments

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

Self-appraisal comments 

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

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

Example Phrases for Employees When Responding to Feedback

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

Responses to Positive Feedback

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

Responses to Critical Feedback:

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

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Additional Considerations

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

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

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

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

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

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

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52+ Performance Review Phrases about Creativity (Expertly Written)

Finding the right words to describe employee creativity can be tough. After all, creativity can be subjective or not valued at all in certain roles. But if you want to give a well-rounded performance review, it’s important to touch on all aspects of an employee’s work including their creativity. After all, whether you’re a sales person, chef, or manager your work can also be your art.

To help you out, I’ve compiled a list of 52+ performance review phrases about creativity. These phrases can be used to describe both positive and negative aspects of an employee’s work. So whether you’re looking for something to praise or constructive feedback to give, you’re sure to find the right example here.

Performance Review Phrases about Creativity

Performance Review about Creativity.

Positive feedback

Greg has consistently demonstrated a creative approach to problem-solving. His ability to think outside the box and come up with innovative solutions has been an invaluable asset in our team. Greg is able to take abstract ideas and develop them into meaningful projects that benefit the organization as a whole.

Sasha has consistently demonstrated a creative eye in her work. She is able to come up with innovative solutions to complex problems, utilizing out-of-the-box thinking that leads to great results. Sasha is unafraid to take risks and explore new ideas. One example is when she removed an entire step in our sandwich making workflow.

Mila has consistently displayed an impressive level of creativity in her approach to tasks. She often comes up with solutions that no one else had considered and is unafraid to think outside the box.

Ron consistently demonstrates a high degree of creativity in his work. He regularly comes up with innovative solutions to problems, and his ideas often spark new ways of thinking among colleagues. Ron is able to think outside the box and find unique perspectives when approaching tasks, which helps drive successful outcomes like faster food delivery times and improved customer satisfaction scores.

Brenda has consistently demonstrated her creativity in tackling challenging tasks. She approaches each problem with an original and innovative perspective, often resulting in successful solutions that have exceeded expectations. Brenda’s creative contributions have made a lasting impact on the team and she should be commended for her hard work and dedication.

Joe’s creativity in the kitchen is a tremendous asset. Joe consistently mixes and matches combinations of ingredients to create new appetizers and entrees. Joe’s creative recipes have helped the restaurant appeal to a broader range of customers and attract a younger customer base.

Needs improvement

Lloyd has demonstrated some creativity in his work, but there is still room for improvement. Lloyd needs to take more initiative when it comes to generating new ideas or approaches to projects. He could benefit from brainstorming with team members on a regular basis and taking advantage of the tools, resources, and training available within the company.

Mitchell has demonstrated some creative thinking but is still not fully utilizing his creative potential. He needs to better understand the company’s mission and goals in order to develop more appropriate solutions that are tailored to meet the organization’s objectives. Mitchell should use a broad range of problem-solving strategies, particularly involving lateral thinking, and learn how to think outside the box.

Josh has shown a willingness to take creative risks and try new approaches, although the outcomes have not always been successful. Josh could benefit from improving his creativity by engaging more actively in brainstorming sessions, asking more questions, and gaining a better understanding of the target audience.

Derrick has struggled to incorporate creativity into his work. He is often limited in his approach and does not explore alternative solutions or methods that may be available. Derrick could benefit from exercising more creativity when tackling tasks, such as considering potential solutions outside of the standard approach or brainstorming new ideas to bring fresh perspectives to projects.

Kelly has demonstrated creativity in the past, however, there is still room for improvement. Kelly could benefit from increased self-reflection, as well as experimenting with new ideas and processes to further develop their creativity. Kelly should use any constructive feedback received to help them progress and take initiative to find creative solutions when faced with challenges.

Kyrie has been given the opportunity to demonstrate his creativity but he has not yet met expectations. Kyrie needs to improve in this area to reach his goals and objectives for the team. Kyrie should be encouraged to challenge himself more when it comes to creative problem-solving, brainstorming outside-of-the-box solutions, and pushing boundaries with ideas.

Creativity is intelligence having fun.

Meets expectations

Janice has consistently met expectations in terms of her creativity. She often introduces new ideas and solutions to the team, resulting in successful projects. Janice is able to think outside the box and come up with creative solutions to complex problems. Her enthusiasm for brainstorming and coming up with new approaches makes her a valuable asset to the organization.

Richard has consistently demonstrated exemplary creativity in all of his projects. He is able to come up with innovative solutions and think outside the box while keeping within project requirements. Richard’s enthusiasm for creative problem-solving is highly valued, as it often leads to unexpected successes.

Lucy consistently brings new ideas to the table, enabling the team to come up with creative solutions to challenging problems. She is a highly valued member of the team and her contributions are essential to our success. Lucy meets all expectations, often exceeding them with her innovative thinking and willingness to take on difficult tasks.

Clyde has consistently demonstrated a creative approach to problem-solving and completing tasks, meeting expectations for creativity in the workplace. Clyde is always on the lookout for innovative solutions and is not afraid to take risks and think outside of the box. Clyde’s enthusiasm for new ideas and initiatives has had a positive impact on team morale and productivity.

Jason has consistently demonstrated creative thinking and problem-solving skills to meet work expectations. He is always willing to try new ideas, with the ability to quickly adjust when needed. Jason also incorporates innovative solutions into his projects, often providing fresh practical perspectives. His creativity serves as a valuable asset for our team.

Mason has continuously showcased his incredible creativity in surpassing expectations. Mason’s ideas are innovative, and he is eager to explore new possibilities that can help the team reach its goals. Mason also understands the importance of collaboration and works well with others to create effective solutions.

Performance Review Phrases about Innovation

Edwin is a remarkable front desk officer whose impact on workplace innovation has been invaluable. Edwin continually strives to improve existing processes and procedures, actively brainstorming fresh new ideas that bring tangible benefits to the company. Edwin has also been instrumental in developing creative solutions for complex problems, demonstrating his ability to think outside of the box.

For the past two years, John has been an exemplary shift manager at our company. His dedication and hard work have earned high praise from all of us. John is an excellent team leader who consistently motivates and empowers others to come up with innovative ideas and solutions to solve complex problems. John has proven himself time and time again as a reliable, dependable, and creative shift manager.

[Waiter’s name] is a natural entrepreneur and creative. [Employee name] is always coming up with new ideas and ways to improve the customer experience. He is also not afraid to take risks and try new things. One idea [employee name] had was to giveaway free sundae’s during a customer anniversary or birthday. Our patrons love the idea. Keep up the good work.

Toto is an exemplary call center agent who consistently demonstrates a strong desire to innovate. Toto often takes initiative and uses creative problem-solving techniques to identify solutions for customer service issues. Toto’s ability to think outside of the box has enabled the call center to be more efficient in its operations.

Imagination is the beginning of creation.

Related Reading: 101+ Useful Performance Evaluation Phrases for Customer Service 

Sandra has been a reliable business development officer for our team since she joined two years ago. Sandra has consistently shown an exemplary attitude towards her work and is constantly driven to find new ways to increase our efficiency. She is an innovative thinker and often suggests creative solutions that challenge conventional problem-solving methods.

Cynthia, our marketing officer, has consistently demonstrated an aptitude for innovative solutions in multiple projects. Cynthia possesses an uncanny ability to develop creative strategies that produce tangible business results. Her strategic insights into industry trends have allowed her to identify emerging opportunities and capitalize on them. Cynthia regularly looks for ways to challenge the status quo and encourages others to do the same.

Tommy is an excellent collections agent and has proven himself to be a great asset to the team. Tommy consistently displays outstanding performance in his role, always going above and beyond the call of duty. He is also very innovative in his approach and frequently comes up with fresh ideas that help increase efficiency and productivity.

Mandy, as the technical solutions officer at our company, has made a strong effort to innovate in her role. However, there is room for improvement when it comes to Mandy’s ability to develop new and innovative ideas. Mandy needs to take initiative and come up with creative solutions that will help our business succeed.

Ronnie has shown great dedication and commitment to their role as a legal assistant. However, Ronnie’s performance with regard to innovation needs improvement. Ronnie has been slow to adopt new procedures and technologies that would improve efficiency in the office, preferring instead to stick with traditional methods. Ronnie also lacks creativity when it comes to finding solutions to difficult problems.

Tracy has been a training specialist for the past six months. She has demonstrated the ability to efficiently develop innovative learning modules, but she needs improvement in designing creative programs that bring new ideas to life. Tracy should be encouraged to continue her research and development of cutting-edge approaches, while also working on connecting more with peers who share similar interests.

Mick has immense potential as a human resources manager and is able to effectively manage the team in his department. However, Mick needs to focus on improving innovation within his team. Mick should be encouraged to use creative problem-solving techniques when facing issues with employee productivity or satisfaction. Additionally, Mick should be proactive in bringing new ideas and solutions to the table.

James has a strong understanding of the systems and processes in place, but he could benefit from further developing his innovation skills. James is amiable and can work collaboratively with others, but there are some areas he could improve on such as idea generation and creativity when it comes to problem-solving.

As a regional sales manager, Daphne has already demonstrated her potential; however, there is still room to hone and cultivate further creativity. Daphne is often content to stick with tried-and-true methods and processes when it comes to problem-solving and driving results, which limits her ability to come up with new ideas or discover more efficient solutions.

Ray has been an operations manager for the past year and has consistently met expectations. Ray is committed to finding new ways of doing things that are more efficient, which is an invaluable quality in an operations manager. Ray’s innovative approach to problem-solving has resulted in increased efficiency on projects across the organization, and his team looks up to him as a leader

Kurt has been a personal care aide for the past 5 years. He has consistently demonstrated an ability to think innovatively and come up with creative solutions to challenges. Kurt’s performance in this area exceeds expectations, as he has consistently demonstrated effective problem-solving skills in unpredictable situations.

Related Reading: 57+ Sample Teamwork Appraisal Comments for Performance Reviews 

Debra is a registered nurse who has consistently demonstrated an ability to think innovatively during her time with our organization. Debra has been able to identify creative solutions to challenging situations, often finding ways that are both cost-effective and beneficial to patients. Debra’s approach to problem-solving is one of the reasons why she stands out amongst her colleagues.

Max, an office clerk with our organization, has been a beacon of innovation this past year. His dedication and consistent hard work have no doubt yielded remarkable results for us. Max’s ability to think creatively and suggest innovative solutions to complex problems has been instrumental in helping us develop new processes that have met expectations, in terms of both performance and cost.

Nikki has continually surpassed expectations with her performance. as a retail salesperson through her willingness to try new ideas and initiatives. Nikki’s creative approach to problem-solving has resulted in several innovative solutions that have contributed to the growth of the company. Nikki is also successful at motivating others; she is an excellent leader who demonstrates enthusiasm and passion for her work.

Leo, our company accountant, consistently goes beyond expectations with his innovative work. Leo is a creative thinker and has suggested new processes that have improved the accuracy of financial records. Leo is proactive in finding ways to increase efficiencies and reduce costs, which has resulted in significant cost savings for the organization.

Creativity Self Appraisal Comments

Creative thinking inspires ideas. Ideas inspire change.

I consider myself to be an innovative thinker who is capable of coming up with creative solutions to complex problems. I have a passion for generating new ideas and enjoy the challenge that comes with finding inventive ways to approach tasks.

I have developed strong creative skills, both in my professional life and personal projects. I am continuously pushing myself to be innovative in my work, and look for ways to think outside the box when approaching tasks. I have had success with coming up with creative solutions to address challenges and believe I can continue to develop this skill further.

I believe I am a very creative person and have a great eye for detail. I consistently come up with innovative ideas that are appreciated by my peers and supervisors, often leading to impressive results. I am also able to think outside the box when problem-solving, coming up with unique solutions that other people may not have thought of.

I strive to be creative with all that I do, whether it is finding new ways to solve a problem or developing unique ideas for a project. I am constantly looking for opportunities to use my creativity in order to create value and make an impact.

I believe I am pretty creative and enjoy expressing my creativity through my work. I take pride in coming up with innovative ideas, finding solutions to complex problems, and pushing boundaries. I also aim to inspire others by sharing my creative perspective on various tasks. Overall, I strive to be an effective problem solver by utilizing my creativity in meaningful ways.

I strive to bring creative solutions to any challenge that may arise. I approach problems with an open mind, considering alternative perspectives and approaches for the best possible outcome. My ability to think outside of the box has been beneficial in many scenarios, helping me deliver innovative results. Additionally, I enjoy engaging with my team members to brainstorm creative ideas together.

I have been recognized for my creative ideas in the past, but recognize that there is room for improvement. I am committed to honing my creative skills and exploring new techniques to increase the effectiveness of my ideas. I am open to feedback from colleagues and am motivated to learn from their insights to develop my creativity further.

I recognize the importance of creativity and its potential to drive innovation. However, I need to work on developing my creative capacity in order to maximize this potential. I am actively seeking out training and development opportunities that will help me hone my creative skills so that I can better contribute to team projects and initiatives.

I am aware that I need to improve my creativity. I have identified areas where I can apply more creative thinking, such as problem-solving and idea generation. To help me do this, I plan on actively listening to and learning from the ideas of colleagues and engaging in training or reading material related to creativity.

I recognize that I need to improve in terms of my creativity. I am committed to developing my skills and expanding my ability to think outside the box. In addition, I am open to new ideas and methods for coming up with unique solutions to problems. With concerted effort, I am confident that I can make strides toward becoming more creative.

I recognize that my creativity could be improved by exploring more innovative and creative approaches to problem-solving. I am committed to proactively looking for opportunities to challenge myself by working on projects that require outside-the-box thinking. I am confident that with dedication, I can improve both my creative thinking and the execution of ideas.

I recognize that my creativity can be improved, and I am committed to honing this skill through research, practice, and implementation. I am actively seeking feedback from others in order to increase my understanding of the creative process and explore new ways of thinking. With dedication and effort, I am confident that I will make progress in becoming a more creative thinker.

I understand the importance of creativity in my role and consistently strive to bring creative solutions to my work. I am proud to have a track record of creating innovative and successful approaches that meet both organizational and customer expectations. My capacity for innovative and outside-the-box thought processes has proven valuable in many aspects of my job and I am confident in my ability to continue providing creative solutions.

Related Reading: 158+ Honesty & Integrity Comments for Performance Reviews 

I believe I have exceeded expectations in terms of my creative output. I continue to find innovative ways to approach difficult tasks, and I am not afraid to take risks in order to achieve desired outcomes. I also collaborate well with my colleagues and other stakeholders, leveraging their ideas and expertise to come up with creative solutions.

I strive to be creative in my approach to every project and task assigned to me. I am constantly looking for ways to inject fresh, innovative ideas into my work, and I make sure these ideas meet the expectations set for me. Working collaboratively with colleagues also helps stimulate my creative thinking, allowing us to come up with solutions that are both efficient and effective.

I have consistently demonstrated a willingness to think outside the box when it comes to solving problems and creating new solutions. I have repeatedly shown creativity in my approach to work tasks, allowing me to come up with innovative options that meet expectations. My ability to harness creative thinking has been an asset for both myself and the team.

My creativity is one of my strengths, as I consistently come up with innovative solutions to challenges and regularly produce original ideas. I am also proactive in taking the initiative to identify opportunities and using my imagination to develop inspiring approaches. I have a track record of finding creative ways to implement new strategies while meeting expected outcomes.

I believe I have consistently demonstrated my creativity in all aspects of my work, meeting and often exceeding expectations. My ability to generate creative ideas and develop out-of-the-box solutions has been critical for many projects’ success. I’m sure that this unconventional approach will remain a valuable resource in the future.

How can you measure employee creativity in the workplace?

You can’t use up creativity. The more you use, the more you have.

Measuring employee creativity in the workplace can be a challenge but it is essential for assessing individual and team performance. Some innovative approaches to gauge creativity include observing an employee’s willingness to take risks, such as trying new strategies or solving existing problems in unique ways, or recognizing when an employee mixes up their methods to increase productivity. You can also document the number of new ideas an employee presents to management.

Here are some other approaches you could try:

• Self-report measures: Employees can be asked to rate their own creativity on a scale from 1 – 10. This method is relatively easy to administer and can be used to collect data from a large number of employees. However, it is important to note that self-report measures can be biased by employees’ desire to present themselves in a positive light.
• Peer-report measures: Employees can be asked to rate each other’s creativity. This method can help to overcome the bias that can be present in self-report measures. However, it is important to note that peer-report measures can also be biased, as employees may be more likely to rate their friends and colleagues more highly than they would rate other employees. Also, employees might fear that a bad review could result in
• Productive measures: Employees’ creativity can be measured by the quality of their work products. This method is relatively objective, as it is based on the actual work that employees produce. However, it is important to note that productive measures can only capture one aspect of creativity.
• Process measures: Employees’ creativity can be measured by observing the process that they use to generate ideas. This method is more subjective than productive measures, as it requires an observer to make judgments about the employee’s thought process. However, process measures can provide valuable insights into the creative process.

It is important to note that no single method of measuring employee creativity is perfect. The best approach is to use a combination of methods to get a more complete picture of employee creativity.

What are some annual goals around creativity and innovation?

Did you know a staggering 75% of employees don’t think they are living up to their creative potential at work. If your goal to foster a creative environment, here are some examples of the goals you can build into the culture of an organization.

Establish a new digital platform to improve the company’s online operations

Creating a new digital platform for our company is an exciting and important step towards improving the efficiency of your online processes. Your organization will be able to maintain a consistent user experience across all of our web-based services, as well as minimize any potential issues or delays.

This streamlined platform will also provide you with real-time analytics and insights, allowing your company to better track how your customers interact with your products and services. By leveraging this digital platform and its many advantages, you can look forward to increased productivity, customer satisfaction, and long-term success for the company.

Streamline existing procedures to improve work efficiency and reliability

Efficiency and consistency are important components of successful business operations. Streamlining current processes can help teams get tasks completed more quickly and with better results.

By evaluating each step of the process, businesses can identify areas for improvement such as duplicated effort or outdated methods. Making the best use of available resources is key to creating effective processes that save time and money while still producing excellent results. Streamlining current processes enables businesses to remain competitive while ensuring accuracy, predictability, and efficiency in all tasks.

Encourage coworkers to boost morale and productivity within the company

Investing in staff development, including comprehensive training programs or access to educational opportunities, can help ensure that employees have the resources they need to succeed and stay motivated. Ultimately, by engaging with staff and fostering an encouraging atmosphere that values collaboration and hard work, you can create an environment that enables everyone to reach their goals while improving internal morale and productivity.

Seek to Promote Creativity 

According to a survey conducted by IBM , 60% of CEO said that creativity was the most important leadership quality out there. One way to cultivate a culture of creativity is to promote people that are able to solve problems in unique ways. By demonstrating that you promote those team members with an entrepreneurial spirit, you put your money where your mouth is as an organization and can expect to get more ideas coming through the pipeline.

Creativity is a key ingredient in the success of any business. It’s also been shown to improve morale in the workplace. After all, most of us don’t want to be doing the same thing every day for the next 3 or 4 decades.

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January 2024

October 2023

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

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

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

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

Performance Appraisal Phrases For Employee Performance Reviews

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

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

COMMUNICATION SKILLS

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

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

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

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

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

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

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

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

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

ATTENDANCE AND PUNCTUALITY

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

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

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

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

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

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

PROBLEM-SOLVING SKILLS

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

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

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

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

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

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

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

TIME MANAGEMENT

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

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

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

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

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

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

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

INNOVATION AND CREATIVITY

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

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

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

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

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

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

COLLABORATION AND TEAMWORK

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

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

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

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

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

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

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

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

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

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

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

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

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100 Best Performance Review Phrases and Examples in 2024

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Have you ever found yourself struggling to provide meaningful feedback during performance reviews? Whether you're a seasoned manager or new to the role, navigating the intricacies of performance evaluations can be challenging. That's where performance review phrases come in. They're like the building blocks of effective feedback, helping you communicate strengths, areas for improvement, and goals for development in a clear and constructive manner.

In this guide, we'll explore the top performance review phrases and examples across key competencies such as communication skills, leadership abilities, teamwork, problem-solving, time management, job knowledge, and interpersonal skills. From recognizing exceptional performance to addressing underperformance with empathy and professionalism, these phrases will empower you to conduct performance reviews with confidence and inspire growth and development in your team members.

What is a Performance Review?

A performance review, also known as a performance appraisal or evaluation, is a formal assessment conducted by employers to evaluate an employee's job performance and provide feedback on their strengths, weaknesses, and areas for improvement. It is typically conducted on a regular basis, such as annually or semi-annually, and involves a discussion between the employee and their supervisor or manager.

During a performance review, various aspects of the employee's performance are assessed, including their job responsibilities, skills, achievements, and behaviors. The purpose of the review is to provide employees with feedback on their performance, recognize their contributions, and align their goals with the objectives of the organization.

Performance reviews serve as a valuable tool for both employees and employers to promote growth, development, and accountability within the organization. They provide employees with an opportunity to receive feedback on their performance, set goals for improvement, and discuss career development opportunities. For employers, performance reviews help identify top performers, address performance issues, and make informed decisions about promotions, raises, and training opportunities.

Importance of Performance Reviews

• Feedback and Recognition : Performance reviews provide employees with valuable feedback on their performance, helping them understand their strengths and areas for improvement. They also serve as an opportunity to recognize and reward employees for their achievements and contributions.
• Goal Setting and Alignment : Performance reviews allow employees and managers to set goals that are aligned with the organization's objectives. By setting clear expectations and objectives, employees can focus their efforts on tasks that contribute to the overall success of the organization.
• Professional Development : Performance reviews facilitate professional development by identifying areas where employees can improve their skills and knowledge. They also provide opportunities for training, coaching, and mentorship to help employees reach their full potential.
• Communication and Engagement : Performance reviews promote open communication and dialogue between employees and managers, fostering a culture of transparency and trust. They provide a structured framework for discussing concerns, addressing issues, and building stronger working relationships.
• Performance Management : Performance reviews are an essential component of performance management systems, allowing employers to assess employee performance, identify high performers, and address performance issues in a timely manner.

Purpose of Using Performance Review Phrases

• Standardization : Performance review phrases provide a standardized framework for evaluating employee performance, ensuring consistency and fairness in the evaluation process.
• Clarity and Specificity : Performance review phrases help managers communicate feedback in a clear and specific manner, using language that is easy to understand and actionable.
• Objectivity : Performance review phrases help maintain objectivity in the evaluation process by focusing on observable behaviors and outcomes rather than subjective opinions or biases.
• Efficiency : Performance review phrases save time and effort for managers by providing pre-written templates and examples that can be customized to fit the specific needs of each employee.
• Employee Development : Performance review phrases serve as a guide for identifying areas where employees can improve their performance and develop new skills. They provide constructive feedback and suggestions for growth and development.

How to Construct Performance Review Phrases?

Crafting performance review phrases is a skill that requires a deep understanding of the purpose behind performance evaluations and the ability to provide constructive feedback. Let's explore how you can construct effective performance review phrases to inspire growth and development in your employees.

The Purpose of Performance Reviews

Performance reviews serve as a crucial tool for evaluating employee performance, identifying areas for improvement, recognizing achievements, and aligning individual goals with organizational objectives. By understanding the purpose of performance reviews, you can approach the process with clarity and intentionality.

During performance evaluations, you have the opportunity to assess employees' progress, provide feedback on their performance, and set expectations for future growth. It's essential to recognize that performance reviews are not just about evaluating past performance but also about charting a course for ongoing development and success.

Setting Clear Expectations

Setting clear expectations is fundamental to the performance review process. Employees need to know what is expected of them in terms of job responsibilities, performance standards, and goals. When setting expectations, it's essential to be specific, measurable, achievable, relevant, and time-bound (SMART).

Clearly defined expectations provide employees with a roadmap for success and give them a clear understanding of how their performance will be evaluated. Additionally, setting expectations helps reduce ambiguity and confusion, enabling employees to focus their efforts on tasks that align with organizational priorities.

Providing Constructive Feedback

Constructive feedback is a cornerstone of effective performance reviews. It involves providing specific, actionable feedback that helps employees understand their strengths, areas for improvement, and opportunities for growth. When providing feedback, it's crucial to focus on behaviors and outcomes rather than personal attributes.

Constructive feedback should be balanced, highlighting both areas of strength and areas for development. The goal is to provide feedback that motivates employees to improve while also reinforcing positive behaviors and achievements. Remember to deliver feedback in a timely manner and in a manner that is respectful and supportive.

Maintaining Objectivity

Maintaining objectivity is essential when conducting performance reviews. It's essential to base your assessments on measurable data, observable behaviors, and performance standards rather than personal biases or assumptions. Objectivity helps ensure fairness and consistency in the evaluation process.

To maintain objectivity, focus on specific examples and evidence to support your assessments. Avoid making subjective judgments or generalizations based on personal opinions. By remaining objective, you can ensure that performance reviews are conducted fairly and accurately, fostering trust and credibility within the organization.

Tailoring Feedback to Individual Employees

Every employee is unique, with their own strengths, weaknesses, and areas for development. As such, it's essential to tailor feedback to individual employees based on their specific needs and circumstances. Take into account factors such as personality, work style, and career aspirations when providing feedback.

Tailoring feedback involves understanding each employee's preferences, communication style, and motivators. Some employees may respond well to direct feedback, while others may prefer a more collaborative approach. By adapting your feedback style to suit the individual needs of each employee, you can maximize its effectiveness and impact.

Top 100 Performance Review Phrases

Performance review phrases are powerful tools for providing feedback to employees in a constructive and meaningful way. Here are some examples of performance review phrases categorized by key competencies.

Communication Skills

Verbal communication.

• Exceeds Expectations : Demonstrates exceptional verbal communication skills, effectively articulating ideas and concepts with clarity and confidence.
• Meets Expectations : Communicates effectively during team meetings and presentations, ensuring that key messages are understood by all participants.
• Needs Improvement : Occasionally struggles to convey ideas clearly during verbal communication, leading to misunderstandings or confusion among team members.
• Requires Development : Needs to work on projecting confidence and authority during verbal communication, particularly in high-pressure situations.
• Unsatisfactory : Frequently struggles to communicate verbally, leading to disruptions in team communication and delays in project execution.

Written Communication

• Exceeds Expectations : Produces high-quality written materials, such as reports and documentation, that are well-structured, concise, and free from errors.
• Meets Expectations : Demonstrates proficiency in written communication, conveying information effectively through emails, memos, and other written channels.
• Needs Improvement : Occasionally makes grammatical or spelling errors in written communication, requiring careful proofreading and editing.
• Requires Development : Needs to work on organizing written content more effectively to improve readability and comprehension among readers.
• Unsatisfactory : Frequently produces written materials that are unclear or difficult to understand, leading to confusion and misinterpretation among stakeholders.

Listening Skills

• Exceeds Expectations : Actively listens to colleagues' perspectives and demonstrates empathy and understanding during one-on-one discussions.
• Meets Expectations : Listens attentively during team meetings and discussions, demonstrating respect for others' opinions and viewpoints.
• Needs Improvement : Occasionally appears distracted or disengaged during conversations, leading to misunderstandings or missed opportunities to collaborate effectively.
• Requires Development : Needs to practice active listening techniques, such as paraphrasing and asking clarifying questions, to demonstrate deeper understanding and engagement.
• Unsatisfactory : Frequently interrupts or talks over others during conversations, demonstrating a lack of respect for their opinions and ideas.

Leadership Skills

Decision making.

• Exceeds Expectations : Makes well-informed decisions based on thorough analysis, weighing the potential risks and benefits carefully before taking action.
• Meets Expectations : Demonstrates good judgment and decisiveness in making decisions, considering the available information and consulting with relevant stakeholders as needed.
• Needs Improvement : Occasionally hesitates or procrastinates when making decisions, leading to delays or missed opportunities for progress.
• Requires Development : Needs to develop a more systematic approach to decision making, considering all relevant factors and potential consequences before reaching a conclusion.
• Unsatisfactory : Frequently makes impulsive or ill-informed decisions without considering the potential impact on the team or organization.
• Exceeds Expectations : Effectively delegates tasks and responsibilities, empowering team members to take ownership and initiative in their work.
• Meets Expectations : Delegates tasks appropriately, matching assignments to team members' skills and capabilities while providing clear instructions and support.
• Needs Improvement : Occasionally struggles to delegate tasks effectively, either micromanaging or delegating too much responsibility without adequate guidance.
• Requires Development : Needs to develop trust in team members' abilities and delegate more tasks to promote their professional growth and development.
• Unsatisfactory : Frequently fails to delegate tasks, leading to overwork and burnout among team members and missed opportunities for skill development.
• Exceeds Expectations : Inspires and motivates team members to achieve their best, leading by example and fostering a positive and supportive work environment.
• Meets Expectations : Demonstrates enthusiasm and passion for the work, encouraging team members to stay engaged and committed to achieving shared goals.
• Needs Improvement : Occasionally appears disengaged or demotivated, affecting team morale and productivity.
• Requires Development : Needs to work on boosting team morale and motivation, perhaps by recognizing and rewarding individual and team achievements more consistently.
• Unsatisfactory : Frequently displays a negative attitude or lack of enthusiasm, impacting team morale and cohesion negatively.

Teamwork and Collaboration

Contributing to team goals.

• Exceeds Expectations : Actively contributes to team projects and initiatives, going above and beyond to ensure the team's success.
• Meets Expectations : Collaborates effectively with team members to achieve shared goals and objectives, sharing ideas and expertise to drive progress.
• Needs Improvement : Occasionally works independently without seeking input or feedback from team members, leading to missed opportunities for collaboration and innovation.
• Requires Development : Needs to actively seek opportunities to collaborate with team members, recognizing the value of diverse perspectives and skills in achieving shared goals.
• Unsatisfactory : Frequently fails to contribute to team projects or initiatives, impacting team cohesion and performance negatively.

Building Positive Relationships

• Exceeds Expectations : Builds strong and trusting relationships with colleagues, fostering a supportive and inclusive work environment where everyone feels valued and respected.
• Meets Expectations : Establishes positive working relationships with colleagues, communicating openly and respectfully to promote collaboration and teamwork.
• Needs Improvement : Occasionally clashes with colleagues or struggles to build rapport, leading to tension or conflicts within the team.
• Requires Development : Needs to work on improving interpersonal skills, such as active listening and conflict resolution, to build stronger and more positive relationships with colleagues.
• Unsatisfactory : Frequently exhibits behavior that undermines trust or respect among colleagues, creating a toxic or hostile work environment.

Resolving Conflict

• Exceeds Expectations : Handles conflicts calmly and tactfully, facilitating open and honest communication to find mutually acceptable solutions.
• Meets Expectations : Resolves conflicts effectively, addressing underlying issues and finding common ground to maintain positive working relationships.
• Needs Improvement : Occasionally avoids or escalates conflicts rather than addressing them directly, leading to unresolved tension or resentment among team members.
• Requires Development : Needs to develop conflict resolution skills, such as active listening and negotiation, to address conflicts constructively and prevent escalation.
• Unsatisfactory : Frequently exacerbates conflicts or takes sides, worsening the situation and damaging relationships within the team.

Problem-Solving and Critical Thinking

Analytical skills.

• Exceeds Expectations : Analyzes complex problems systematically, breaking them down into manageable components to identify root causes and develop innovative solutions.
• Meets Expectations : Demonstrates strong analytical skills, gathering and evaluating data to make informed decisions and solve problems effectively.
• Needs Improvement : Occasionally overlooks important details or fails to consider alternative solutions when analyzing problems, leading to suboptimal outcomes.
• Requires Development : Needs to improve analytical skills, such as data interpretation and pattern recognition, to solve complex problems more efficiently.
• Unsatisfactory : Frequently struggles to analyze problems or make decisions, relying on intuition or guesswork rather than evidence-based reasoning.
• Exceeds Expectations : Generates innovative ideas and solutions to complex problems, thinking outside the box to overcome obstacles and drive progress.
• Meets Expectations : Demonstrates creativity and originality in approaching problems and challenges, exploring different perspectives and possibilities to find solutions.
• Needs Improvement : Occasionally relies on conventional or tried-and-tested approaches when solving problems, missing opportunities for innovation or improvement.
• Requires Development : Needs to cultivate a more creative mindset, exploring new ideas and perspectives to generate innovative solutions to challenges.
• Unsatisfactory : Frequently lacks creativity or originality in problem-solving, leading to stagnation or missed opportunities for improvement.

Adaptability

• Exceeds Expectations : Adapts quickly to changing circumstances and environments, demonstrating flexibility and resilience in the face of challenges.
• Meets Expectations : Demonstrates adaptability and agility in responding to changes or unexpected developments, adjusting plans and strategies as needed to achieve goals.
• Needs Improvement : Occasionally struggles to adapt to changes or transitions, clinging to familiar routines or methods rather than embracing new opportunities.
• Requires Development : Needs to develop greater flexibility and openness to change, recognizing that adaptation is essential for growth and success in a dynamic environment.
• Unsatisfactory : Frequently resists or rejects change, hindering progress and innovation within the team or organization.

Time Management and Organization

Meeting deadlines.

• Exceeds Expectations : Consistently meets or exceeds project deadlines, effectively managing time and resources to ensure timely delivery of results.
• Meets Expectations : Completes tasks and projects on time, demonstrating reliability and accountability in meeting deadlines.
• Needs Improvement : Occasionally misses deadlines due to poor time management or prioritization, leading to delays or rushed work.
• Requires Development : Needs to improve time management skills, such as setting priorities and managing distractions, to meet deadlines consistently.
• Unsatisfactory : Frequently fails to meet deadlines, causing disruptions or delays in project timelines and impacting team performance negatively.

Prioritization

• Exceeds Expectations : Prioritizes tasks effectively, focusing on high-impact activities and allocating resources efficiently to achieve goals.
• Meets Expectations : Demonstrates good judgment in prioritizing tasks, balancing competing demands to ensure that critical objectives are met.
• Needs Improvement : Occasionally struggles to prioritize tasks, leading to inefficiencies or missed opportunities for progress.
• Requires Development : Needs to develop better prioritization skills, such as identifying urgent versus important tasks and allocating time and resources accordingly.
• Unsatisfactory : Frequently fails to prioritize tasks effectively, leading to bottlenecks, overload, or burnout.

Planning and Execution

• Exceeds Expectations : Develops detailed action plans and executes them with precision, anticipating potential obstacles and proactively addressing them to ensure success.
• Meets Expectations : Plans and executes tasks and projects effectively, following established processes and procedures to achieve desired outcomes.
• Needs Improvement : Occasionally lacks clarity or direction in planning and executing tasks, leading to confusion or inefficiencies.
• Requires Development : Needs to improve planning and execution skills, such as setting realistic goals and timelines and breaking down tasks into manageable steps.
• Unsatisfactory : Frequently fails to plan or execute tasks effectively, leading to disorganization, missed deadlines, or subpar results.

Job Knowledge and Expertise

Mastery of core competencies.

• Exceeds Expectations : Demonstrates mastery of core competencies required for the role, consistently delivering high-quality work that exceeds expectations.
• Meets Expectations : Possesses a solid understanding of key concepts and principles relevant to the role, performing tasks competently and efficiently.
• Needs Improvement : Occasionally demonstrates gaps in knowledge or proficiency in core competencies, requiring additional training or support to perform effectively.
• Requires Development : Needs to deepen understanding and expertise in core competencies through training, self-study, or hands-on experience.
• Unsatisfactory : Frequently lacks proficiency in core competencies, leading to errors, inefficiencies, or substandard performance.

Continual Learning and Growth

• Exceeds Expectations : Actively seeks opportunities for learning and development, proactively seeking out new challenges and experiences to expand knowledge and skills.
• Meets Expectations : Demonstrates a commitment to professional growth and development, participating in training programs and seeking feedback to improve performance.
• Needs Improvement : Occasionally appears disengaged or uninterested in learning new skills or expanding knowledge, missing opportunities for growth and development.
• Requires Development : Needs to cultivate a growth mindset, embracing challenges and seeking out opportunities for learning and skill development.
• Unsatisfactory : Frequently resists or rejects opportunities for learning and growth, hindering personal and professional development.

Applying Knowledge Effectively

• Exceeds Expectations : Applies theoretical knowledge to practical situations effectively, demonstrating creativity and innovation in solving problems and achieving objectives.
• Meets Expectations : Utilizes knowledge and expertise to perform tasks and projects competently, applying best practices and industry standards to achieve desired outcomes.
• Needs Improvement : Occasionally struggles to apply theoretical knowledge to real-world situations, requiring guidance or support to bridge the gap between theory and practice.
• Requires Development : Needs to develop the ability to apply knowledge more effectively, perhaps through additional training, mentoring, or hands-on experience.
• Unsatisfactory : Frequently fails to apply knowledge or expertise effectively, leading to errors, inefficiencies, or suboptimal outcomes.

Interpersonal Skills

Empathy and emotional intelligence.

• Exceeds Expectations : Demonstrates a high level of empathy and emotional intelligence, showing sensitivity to the feelings and perspectives of others and fostering positive relationships.
• Meets Expectations : Displays empathy and emotional intelligence in interactions with colleagues, showing understanding and compassion in challenging situations.
• Needs Improvement : Occasionally struggles to empathize with others or understand their emotions, leading to misunderstandings or conflicts.
• Requires Development : Needs to cultivate greater empathy and emotional intelligence, perhaps through empathy training or practicing active listening and perspective-taking.
• Unsatisfactory : Frequently lacks empathy or emotional intelligence in interactions with others, leading to strained relationships and poor teamwork.

Conflict Resolution and Negotiation

• Exceeds Expectations : Resolves conflicts and negotiates effectively, finding win-win solutions that address the needs and interests of all parties involved.
• Meets Expectations : Handles conflicts and negotiations with professionalism and diplomacy, seeking common ground and reaching mutually acceptable agreements.
• Needs Improvement : Occasionally struggles to resolve conflicts or negotiate effectively, leading to prolonged disputes or unsatisfactory outcomes.
• Requires Development : Needs to develop stronger conflict resolution and negotiation skills, perhaps through training or seeking guidance from experienced mentors.
• Unsatisfactory : Frequently escalates conflicts or fails to reach satisfactory agreements, leading to tensions and strained relationships within the team or organization.

How to Deliver Performance Reviews?

Delivering performance reviews is a critical responsibility for managers and leaders. It's a time to provide feedback, set goals, and foster growth in your team members. Here are some essential tips to help you navigate this process effectively.

Preparation and Planning

Preparation is key to conducting successful performance reviews. Take the time to gather relevant information, including performance data, feedback from colleagues, and any documentation related to the employee's work. Review the employee's goals and objectives to assess their progress and achievements.

Consider scheduling the performance review well in advance and ensure that you have enough time allocated for a thorough discussion. Create a structured agenda for the meeting, outlining the topics you plan to cover and any questions you want to ask. Being well-prepared demonstrates your commitment to the process and sets the stage for a productive discussion.

Creating a Positive Environment

Creating a positive environment is essential for fostering open communication and trust during performance reviews. Choose a comfortable and private setting for the meeting where both you and the employee can feel at ease. Start the review on a positive note by acknowledging the employee's contributions and achievements.

Use positive language and tone throughout the discussion, focusing on strengths as well as areas for improvement. Encourage the employee to share their thoughts and feedback openly, and listen actively to their perspective. By creating a supportive and non-judgmental atmosphere, you can help the employee feel valued and motivated to engage in the review process.

Active Listening

Active listening is a crucial skill during performance reviews. Listen attentively to the employee's feedback, concerns, and questions, and demonstrate empathy and understanding. Avoid interrupting or rushing the employee and give them ample opportunity to express themselves fully.

Ask open-ended questions to encourage the employee to elaborate on their experiences and perspectives. Paraphrase and summarize their points to ensure clarity and demonstrate that you are genuinely engaged in the conversation. By actively listening to the employee, you can gain valuable insights into their motivations, challenges, and goals, which can inform your feedback and coaching.

Providing Specific Examples

Providing specific examples is essential for making your feedback actionable and meaningful. Instead of making vague statements, use concrete examples and evidence to illustrate your points. Highlight specific behaviors, achievements, and areas for improvement, and explain how they have impacted performance.

For example, instead of saying, "You need to improve your communication skills," you could say, "During the recent project meeting, your lack of clarity in explaining the project timeline caused confusion among team members." Providing specific examples helps the employee understand exactly what behaviors or actions need to change and gives them a clear direction for improvement.

Setting SMART Goals for Improvement

Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals is a powerful way to help employees improve their performance. Work collaboratively with the employee to establish goals that are aligned with their role, skills, and career aspirations. Ensure that each goal is clear, quantifiable, and achievable within a reasonable timeframe.

For example, if an employee needs to improve their time management skills, a SMART goal could be: "By the end of the quarter, reduce the average time spent on non-essential tasks by 20% to prioritize high-impact projects." Break down larger goals into smaller, manageable steps, and provide support and resources to help the employee achieve them.

By setting SMART goals for improvement, you can empower employees to take ownership of their development and track their progress over time. Regularly revisit and reassess goals during follow-up discussions to ensure they remain relevant and aligned with the employee's evolving needs and priorities.

How to Handle Difficult Conversations during Performance Reviews?

Performance reviews sometimes involve addressing challenging situations, such as underperformance or emotional reactions from employees. Here are some strategies to help you navigate these difficult conversations effectively.

Addressing Underperformance

Addressing underperformance is one of the most challenging aspects of performance reviews, but it's essential for fostering growth and improvement in your team members. When addressing underperformance, approach the conversation with empathy and a focus on solutions rather than blame.

Start by clearly outlining the areas where the employee is falling short and provide specific examples to illustrate your points. Be direct but tactful in your feedback, focusing on behaviors and outcomes rather than personal characteristics. Encourage the employee to share their perspective and any obstacles they may be facing.

Work collaboratively with the employee to develop a performance improvement plan that includes specific goals, timelines, and support mechanisms. Offer coaching, training, or mentorship opportunities to help the employee develop the skills they need to succeed. Regularly monitor progress and provide ongoing feedback and support to ensure that the employee stays on track.

Handling Emotional Reactions

Emotional reactions are common during performance reviews, especially when discussing sensitive topics such as underperformance or areas for improvement. When faced with emotional reactions from employees, it's essential to remain calm, empathetic, and professional.

Acknowledge the employee's emotions and validate their feelings, even if you may not agree with them. Let the employee express themselves fully without interruption, and actively listen to their concerns. Use empathetic language and non-verbal cues, such as nodding and maintaining eye contact, to convey understanding and support.

Redirect the focus of the conversation back to constructive solutions and next steps once the employee has had the opportunity to express themselves. Offer reassurance and encouragement, emphasizing that the goal of the performance review is to support their development and success. If necessary, take a break from the discussion to allow the employee time to collect themselves before resuming.

Offering Support and Resources

Offering support and resources is essential for helping employees address performance issues and overcome challenges. Be proactive in offering assistance and guidance to employees who may be struggling, and provide access to relevant resources and support networks.

Offer coaching, mentoring, or training opportunities to help employees develop the skills they need to succeed. Provide access to counseling services or employee assistance programs for employees who may be experiencing personal or emotional difficulties that are impacting their performance.

Regularly check in with employees to assess their progress and offer ongoing support and encouragement. Be approachable and available to answer questions and provide guidance as needed. By offering support and resources, you demonstrate your commitment to the employee's success and well-being.

Documenting Performance Discussions

Documenting performance discussions is essential for maintaining a record of employee performance, feedback, and goals. Keep detailed notes of the key points discussed during performance reviews, including any agreements reached and action plans established.

Ensure that performance documentation is accurate, objective, and free from personal biases or assumptions. Use specific examples and evidence to support your assessments and recommendations. Keep performance records confidential and securely stored in accordance with company policies and legal requirements.

Documenting performance discussions provides a valuable record for future reference and helps ensure consistency and fairness in the evaluation process. It also provides a basis for tracking progress over time and identifying patterns or trends in employee performance. Regularly review and update performance documentation as needed to reflect changes in employee performance or goals.

Mastering the art of performance review phrases is an essential skill for any manager or leader. By using the right phrases effectively, you can provide valuable feedback that motivates and empowers your team members to reach their full potential. Whether you're recognizing achievements, addressing areas for improvement, or setting goals for development, these phrases serve as a powerful tool for fostering growth and success within your organization.

Remember, effective performance reviews are not just about delivering feedback; they're about building trust, fostering open communication, and supporting the ongoing development of your team. By utilizing the top performance review phrases and examples outlined in this guide, you can ensure that your performance reviews are productive, meaningful, and beneficial for both you and your employees. So, embrace the opportunity to provide feedback that inspires positive change and drives excellence in your organization.

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Problem Solving: 40 Useful Performance Feedback Phrases

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

Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Problem Solving: Exceeds Expectations Phrases

• Actively listens when others are talking and seek clarification on issues not well understood.
• Seeks to brainstorm on problems to try to find the right solutions.
• Evaluates all possible solutions and chooses the one that will deliver the best results.
• Knows how well to collaborate with others to find solutions to problems.
• Knows how to resolve any outstanding client issues and problems amicably.
• Communicates views and thoughts in a very distinct and understandable manner.
• Is decisive when it comes to making decisions and sticks by the decisions made.
• Gathers all the necessary facts and information first before making any decision.
• Monitors all outcomes of all actions undertaken to take full responsibility for any problem.
• Breaks a problem down before starting to analyze it in a more detailed manner.

Problem Solving: Meets Expectations Phrases

• Is always open-minded and readily accepts what others have to contribute.
• Has an inquisitive nature and tries to analyze all that is happening around.
• Always asks the right questions and raises any relevant issue when necessary.
• Keeps things calm even when required to make quick decisions under high pressure.
• Communicates or articulates issues in an obvious and concise way that people can easily understand.
• Shows strong level-headedness when assessing situations and coming up with solutions.
• Tries to be accommodative of other people's views and accepts them easily.
• Always portrays enough knowledge of the problem and its feasible solutions.
• Shows the willingness to change tact whenever the conditions change.
• Creates opportunities to evaluate and implement the decisions that are arrived at properly.

Problem Solving: Needs Improvement Phrases

• Not willing to be accommodative of other people's ideas and opinions.
• Does not know how to present a problem in ways that people can understand.
• Finds it difficult to articulate issues in a clear and understandable manner.
• Not decisive and assertive when it comes to coming up with solutions.
• Does not take the time to listen keenly to what others have to say or contribute.
• Always in a hurry to make decisions and does not think things through.
• Does not always monitor the decisions made to ensure that they have a positive impact.
• When faced with a high-pressure problem, does not maintain a cool head to be able to solve it properly.
• Not willing to collaborate with other people to come up with solutions to problems.
• Does not manage client-related issues in a professional manner and customers are left unsatisfied.

Problem Solving: Self Evaluation Questions

• How well do you solve issues and are you confident in your abilities?
• Give an instance you solved a problem, and it was successful.
• Give a situation that you solved a problem, and it was unsuccessful.
• How well do you accommodate other people ideas and opinions when trying to solve a problem?
• How do you manage high-pressure situations that require fast and urgent attention?
• Do you involve other people when trying to solve any particular problem?
• How well do you brainstorm before setting out to solve a problem?
• Do you research well enough to get proper facts and information?
• Are you in most cases conversant with what the problem is before you solve it?
• How well are you keen on everything that is happening around you?

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Performance Review Phrases for Problem Solving

Posted by Nancy Smart on Sunday, January 9, 2011 · Leave a Comment  

Whether you work as a clerk or as an executive, problem solving is part of any job.  It requires thinking on your feet and reacting to any given situation.  Some people can do this well, while others have difficulty doing this without guidance.

Some positive performance review phrases for Problem Solving might be:

Terry is able to successfully analyze a problem and find an accurate resolution

Terry clearly explains the problem and offers the users several different resolution options

Terry thinks through resolutions to problems before making a rash judgment

Terry keeps management apprised of ongoing problems or issues that are going on within the department

Terry is not afraid to respond to complex issues and provide recommendations to all levels of management

Some negative performance review phrases for Problem Solving might be:

Terry has difficulty coming up with resolution to difficult problems

Terry relies on others in heated situations

Terry loses his focus when problems arise

Terry fails to provide management with updates when problems are occurring in the department

Terry doesn’t learn from his mistakes and tends to repeat the same problems over

Problem Solving for some people comes easy for others it doesn’t.  To help employees work on their problem solving skills try role playing situations with them sometimes can help them learn how to react on their feet.    Work with them on various scenarios that could or might occur and see what their responses are and work through resolutions with them.   Also, have them try and follow these steps to work through the problem.

• Defining the problem.
• Generating alternatives.
• Evaluating and selecting alternatives.
• Implementing solutions

The next time they are faced with this problem, they will have already processed it through with you and be better prepared for the situation. For more Performance Review Phrases, return to the Core Competency Listings

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