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31 examples of problem solving performance review phrases

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You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

Problem solving performance review phrases: you should think of improving

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

Performance review tips to improve problem solving

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

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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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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Human Resource Management

8 most engaging performance review examples in 2024.

The People Strategy Leaders Podcast

It’s 2024 , and it’s more vital today than ever before for the world’s best business managers, like yourself, to conduct the best performance review. A good performance review could mean the difference between motivating your employees to do better or pushing them to the point they decide to leave your company, and you don’t want that. Conducting an engaging performance review is a skill that takes time and effort to build up and develop. Fortunately for you, we’ve developed this article to help you with eight engaging performance review examples to make conducting performance reviews easier today. 

What is a Performance Review?

A performance review, boiled to its essence, is a controlled assessment of employees conducted by managers. Performance reviews are supposed to identify an employee’s strengths and weaknesses, with the ultimate goal of providing them with the feedback and assistance they need to become better. Every company, naturally, conducts its performance review differently, but they all share the same purpose. Annual employee reviews used to be in the past, but quarterly and even monthly performance reviews are becoming more common. 

Also read: Focus Areas For The CEOs In The Post Pandemic Era

When they’re done right, performance review sessions can be highly effective in boosting your employees’ morale and offering them the guidance they need. However, if done wrong, a performance review could actively damage morale and cause them further anxiety. For this reason, correctly doing a performance review is vital for managers. 

As a productive business manager, you need to perform the best performance reviews. Doing so will let you identify and correct your employee’s problems as early as possible, along with improving their morale. The following performance review examples will help you with that. 

Effect Phrases to use in a performance review

These 8 performance review phrases are what you need to adopt to improve your performance management skills today. 

1. Creativity and innovation

Creativity is vital in the modern workplace. You have people as your employees and not as robots for that reason. You need to encourage your employee’s creativity during your review sessions. So, you should use performance review phrases similar to these 

• “Utilizes creative potential to realize company goals.” 
• “Is consistent in developing novel ideas during meetings.” 
• “Demonstrates initiative for productivity-improving methods and tools.”

2. Communication

Effective communication with supervisors, colleagues, and clients is vital for success in any industry. You need to encourage your employees to improve their communication with these examples. 

• “Communicates Effectively with colleagues and colleagues.” 
• “Articulates his perspectives effectively.” 
• “Speaks concisely and elegantly.” 

Also read: Communication Is The Key Through Any Crisis

3. productivity and quality of work.

Increasing employee productivity is vital for advancing your company’s goals. You need to encourage your employees’ productivity with these performance review examples: 

• “Contributes to workplace productivity with high-quality performance.” 
• “Prioritizes workplace goals.”
• “Possesses effective time management abilities.”

4. Cooperation

Workplace cooperation is the secret to synergy. As the manager, you need to encourage all your employees to work together. These performance review questions will help you achieve just that. 

• “Has a cooperative personality that improves workplace cooperation.”
• “Possesses a sociable and agreeable disposition favored by colleagues.”
• “Understand the importance of sociability.” 

5. Improvement

No matter how great an employee is, there will always be opportunities for improvement. Your feedback is necessary to encourage employees to develop improvement plans for themselves. Use these annual review examples for employees to improve your performance management abilities.

• “Routinely overcomes novel challenges.” 
• “Understands the importance of deepening professional relations.” 
• “Prioritizes possibilities instead of limitations.”

6. Problem-solving

Problem-solving is among the most invaluable skills for employees. You need to cultivate problem-solving abilities with these annual review examples for employees. 

• “Focuses on solving complex issues.”
• “Understands how to break an issue into its individual components.” 
• “Demonstrates effective collaborative abilities.” 

7. Interpersonal skills

Effective interpersonal abilities are vital in any industry. Cultivate effective interpersonal skills with these personal review questions. 

• “Demonstrates good collaborative skills with colleagues.” 
• “Has constructive working relationships with clients and colleagues.”
• “Works with others effectively.” 

8. Attendance and punctuality

Productive employees show up on time. You need to convey to your employees that you expect them to be punctual and come to work regularly. These performance review examples let you achieve just that: 

• “Regularly arrives at work on time, including meetings.”
• “Respect’s company attendance policy.”
• “Commences each workday in an optimal health and mood.”

Engaging Performance Review Models

While there are many models for performance reviews, we’ve listed 8 of the most engaging employee evaluation examples for you.

1-Bar Graph Visual

A bar graph can be used to present the percentage of goal completion employees have achieved. Each bar would be filled to the extent that the intended goal has been completed, offering an easy visual representation of the employee’s progress. Bar graphs are both practical and effective.

You can divide your bar graph according to areas of concern or different aspects of work, such as productivity , time management, communication skills, etc. It’d be wise to include between 5 to 10 categories, but no more because that might overwhelm the employees. The goal of using bar graphs is to provide a neat and tidy perspective of your employees’ overall productivity.

Also, strategically construct your bar graph in a way that your employee’s most positive traits are at the start. Doing so will provide them with an overall positive perspective of their profile and help them maintain morale. When discussing the graph with your employees, try to focus on the positives and offer encouraging advice on how to correct the areas of concern.

2-Box Grade Scorecard

If you’ve ever traded baseball cards, you’ll precisely know what a scorecard is. You’ll also know just how effective scorecards are at communicating the overall profile of a person. Give every employee a scorecard on a 100-point scale and provide them with rankings for each of their abilities.

You have the different categories color-graded to represent their current performance. The higher an employee scores, the better they are at that specific behavior. For instance, you could have an employee’s communication skills score colored green and 90, indicating that this employee possesses excellent communication skills.

The benefit of conducting a performance review with color-coded scoreboards is that it gamifies your performance review and offers a simple yet effective way to demonstrate your employee’s abilities. Another benefit is that scorecards are intuitive and make sense, reducing the chances of any ambiguities developing.

3-Short KPI-Based Review

Depending on the industry you’re in, you may find a holistic performance review redundant for some employees. These would be those employees that are the most specialized in their skills and completely very specific tasks that other employees don’t. Nearly every company will have, at least, a few such individuals whose work is hyper-specific.

You need to test them using key performance indicator (KPI) metrics with these employees. A KPI is a specific and objective metric that can judge an employee’s performance in a specific field. For instance, the KPI of a salesperson could be the number of calls they make, the percentage of successful calls they make, and the revenue they generate for your company.

KPI reviews are particularly well-constructed for more regular performance reviews, like weekly or monthly ones. You’d also benefit from the objective and analytical nature of KPI-based reviews since they elegantly highlight your employees’ proficiency in very specific skills.

Also read: Goal Setting Processes: KPI VS OKR

4-self-evaluation performance review.

Sometimes, it’s best to have your employees rate themselves. The benefit of a self-evaluation performance review is that it provides you with your employees’ perspectives. You learn what they think and how they feel about their performance and current skill level. Self-evaluation performance reviews also clarify any misconceptions between you and your employees regarding their performance.

To conduct a self-evaluation performance review, you need to provide your employees with a short questionnaire where they can indicate their perceived performance level. You could offer them a point scoreboard, a bar graph they could, or any other way to quantitatively represent their performance.

It’s important to ask effective questions to make sure your employees fully understand the evaluation. You also need to inform your employees that they need to answer these questions as honestly as possible. The data must be as accurate as possible to ensure a good performance review.

5-Comprehensive Long Performance Review

A comprehensive long performance review is useful for annual performance reviews. This type of performance review involves conducting a long series of questions and evaluations with an employee to develop a holistic perspective of their long-term contributions.

Comprehensive long performance reviews are conducted mostly for appraisal and promotion purposes. This type of performance review generates a long-term perspective of your employee’s abilities, and it can help you decide whether a particular employee deserves to be promoted.

To conduct a comprehensive long performance review, you need to create infographics of your employee’s abilities and request comments from supervisors, colleagues, and clientele the employee interacts with. Next, thoroughly analyze this information before finally presenting it to the employee to judge their response.

Also read: OKRs: How To Set Winning Objectives And Key Results

6-section wise percentage review.

Section-wise percentage reviews are excellent for short-interval performance reviews. The benefit of this kind of performance review is that it offer a quick and easy way to show your employees how they’re doing.

To conduct a section-wise percentage review, you need to develop a list of sections, ranging from communication skills to attendance, etc., and color-code or express them in percentage formats. For instance, you could have the attendance section expressed as a percentage of 85% for an employee who has only been absent from work a few times.

Creating accurate percentage-wise percentage reviews involves collecting accurate data and statistics of your employees.

7-Quadrant-Based Performance Review

Quadrant-based performance reviews are used to judge an employee’s performance quarterly. This is a great type of short-term performance review that can accurately express an employee’s short-term performance.

A quadrant-based performance review will typically involve a four-quadrant graph with a color and percentage scale to show an employee’s quality of work. When conducting a quadrant-based performance review, your managers will point out performance levels in each area and inform employees of where they’re lacking.

This is an excellent format for conducting short-term performance reviews since it involves a very intuitive approach that expresses an employee’s performance and provides constructive feedback.

8-Generic Format

The generic format is employed by most organizations around the world as the standard employee review format. It involves a black-and-white chart with different sections consisting of the various areas in an organization measure employee performance. Examples could include overall abilities, attendance, demonstration of core values, commitment to goals, etc.

The performance review would conclude with comments made by the manager on the employee’s performance, in addition to offering advice to the employee on how to improve. This is a great formal because of its simple yet intuitive nature.

Also read: 10 Best Tools For Setting And Tracking Goals

In conclusion, conducting effective performance review sessions is vital for your organization. However, it’s not easy to make proper performance reviews, so we’ve listed the 8 most engaging performance review examples you can use in 2024. With these employee evaluation examples, you’ll improve your performance review abilities in no time!

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Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast . He is currently working on his next book, Ikigai at the Workplace, which is slated for release in the fall of 2024.

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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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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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220 Performance Review Phrases for the Workplace

You found our list of the best performance review phrases .

Performance review phrases are short sentences that summarize observations about an employee’s drive, work ethic, and other qualities. For example, these reviews can address poor attendance, effective organizational skills, or dedication to company goals. The purpose of these phrases is to praise staff members who are doing well and assist those who may be struggling.

These phrases are similar to constructive feedback examples and may be helpful during employee journey mapping . Checking out employee feedback tips before giving a performance review may be helpful.

This list includes:

• performance review phrases for communication
• performance review phrases for quality of work
• performance review phrases for job knowledge
• performance review phrases for teamwork
• performance review phrases for productivity
• performance review phrases for initiative
• performance review phrases for accountability
• performance review phrases for growth
• performance review phrases for leadership
• performance review phrases for new employees
• performance review phrases for longtime employees
• “opportunities for improvement” performance review phrases

Here we go!

Performance review phrases for communication

Positive comments.

• Demonstrates excellent listening skills and actively engages in conversations.
• Communicates ideas clearly and concisely.
• Excels at fostering a cooperative environment and encouraging open dialogue.
• Responds promptly to emails, messages, and requests.
• Tailors communication style to suit the audience.
• Handles conflicts and disagreements professionally and finds resolutions.
• Delivers engaging, captivating, and impactful presentations.
• Contributes valuable insights and ideas in meetings while actively listening to others.
• Uses positive and constructive language when providing feedback or addressing issues.
• Facilitates smooth communication between different departments.

Constructive Feedback

• Should focus on breaking down complex concepts into more accessible language.
• Needs to improve follow-up communication to ensure that issues are addressed promptly.
• Should strive to create a more positive and inclusive environment in team communications.
• Needs to pay more attention to nonverbal cues to understand unspoken concerns or reactions.
• Should work on managing interruptions during discussions.
• Needs to develop better techniques for handling tense situations.
• Could benefit from practicing more concise email communication to increase clarity.
• Needs to recognize and acknowledge team members’ achievements and efforts.
• Should strive to use more inclusive language that respects diverse perspectives and backgrounds.
• Should work on finding a balance between listening actively and contributing ideas during team discussions.

Performance review phrases for quality of work

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• Seeks out opportunities to learn and improve work-related skills.
• Takes ownership of mistakes and proactively works to correct them.
• Displays a strong ability to assess and analyze work outcomes critically.
• Shows a commitment to meeting deadlines without compromising quality.
• Takes the initiative to suggest and implement improvements to work processes.
• Produces work that consistently receives positive feedback from peers, clients, or supervisors.
• Shows exceptional accuracy in completing tasks and assignments.
• Has a keen eye for identifying and resolving issues.
• Pays close attention to detail, resulting in error-free outputs.
• Consistently produces work that meets strict regulatory or compliance standards.
• Often produces work that contains errors, requiring frequent revisions.
• Struggles to meet quality standards and often requires additional supervision.
• Fails to take corrective action or learn from mistakes, leading to repeated errors.
• Does not demonstrate a commitment to producing work that meets established standards.
• Demonstrates poor organization and planning, resulting in rushed and substandard work.
• Shows a consistent disregard for feedback, leading to minimal improvement in work quality.
• Demonstrates a lack of attention to detail, leading to avoidable mistakes.
• Frequently misses deadlines since work often needs extensive revisions and corrections.
• Regularly overlooks critical information, impacting accuracy.
• Displays a lack of accountability for mistakes, often blaming others or external factors.

Performance review phrases for job knowledge

• Demonstrates a deep understanding of their role and responsibilities.
• Possesses a comprehensive knowledge of the industry and relevant trends.
• Shows a strong grasp of the organization’s products, services, and processes.
• Continuously seeks opportunities to expand their knowledge and skills.
• Quickly grasps new concepts and adapts well to changing situations.
• Shares knowledge willingly and contributes to the development of others.
• Regularly attends training sessions and workshops to stay up-to-date with industry developments.
• Displays a strong ability to explain complex concepts in a clear and understandable manner.
• Acts as a go-to resource for team members seeking guidance or information.
• Demonstrates a high level of expertise in their area of specialization.
• Struggles to grasp key concepts and frequently requires guidance to complete tasks.
• Demonstrates a lack of understanding of essential job responsibilities and requirements.
• Often provides inaccurate or outdated information, leading to mistakes and miscommunications.
• Displays a reluctance to learn new skills or stay updated in their field.
• Struggles to communicate complex concepts to others clearly.
• Demonstrates a lack of curiosity and initiative to expand their knowledge base.
• Relies heavily on others to provide information and does not take ownership of their learning.
• Demonstrates a limited understanding of the organization’s products, services, and processes.
• Shows a lack of awareness of the competitive landscape and industry benchmarks.
• Frequently makes decisions based on incomplete or inaccurate information.

Performance review phrases for teamwork

• Collaborates effectively with colleagues to achieve shared goals.
• Demonstrates a willingness to assist team members and readily offers support.
• Actively contributes to group discussions and brainstorming sessions.
• Builds positive working relationships and fosters a supportive team environment.
• Shows a strong sense of responsibility for team success and takes ownership of tasks.
• Respects diverse perspectives and actively seeks input from others.
• Recognizes and acknowledges the contributions of fellow team members.
• Demonstrates flexibility in adapting to different team dynamics and challenges.
• Offers constructive feedback in a considerate and helpful manner.
• Has a positive attitude, even during challenging team situations.
• Struggles to collaborate effectively with colleagues, often working in isolation.
• Frequently disrupts group discussions with unconstructive criticism or negativity.
• Shows a lack of commitment to team goals and often prioritizes individual objectives.
• Exhibits resistance to accepting feedback or incorporating suggestions from teammates.
• Struggles to respect diverse perspectives and dismisses input from others.
• Displays inflexibility in adapting to changing team dynamics or priorities.
• Exhibits a negative attitude that impacts team morale and motivation.
• Avoids addressing conflicts within the team, allowing issues to escalate.
• Demonstrates unreliability in fulfilling team commitments and deadlines.
• Is resistant to working with newcomers and fails to help them integrate into the team.

Performance review phrases for productivity

• Consistently exceeds productivity targets.
• Demonstrates excellent time management skills by delivering work on schedule.
• Strives for continuous improvement and finds innovative ways to enhance productivity.
• Takes on additional responsibilities without compromising the quality of work.
• Effectively prioritizes tasks and manages workload to maximize productivity.
• Demonstrates a strong focus on meeting deadlines, even in high-pressure situations.
• Proactively seeks opportunities to streamline processes and optimize workflow.
• Exhibits ability to multitask and maintain productivity across various projects.
• Tackles complex tasks in a resilient and timely manner.
• Inspires team members to enhance their own efficiency.
• Struggles to meet productivity targets, consistently falling behind schedule.
• Demonstrates poor time management skills, leading to missed deadlines and delays.
• Frequently fails to complete assigned tasks within the expected timeframe.
• Displays a lack of initiative in improving productivity or streamlining processes.
• Requires constant supervision to stay on track and meet productivity goals.
• Often overlooks important details, resulting in rework and reduced efficiency.
• Shows resistance to taking on additional responsibilities or tasks.
• Demonstrates a lack of focus and easily becomes distracted during work hours.
• Struggles to juggle multiple projects simultaneously.
• Frequently fails to prioritize tasks effectively, resulting in unfinished or delayed work.

Performance review phrases for initiative

• Consistently demonstrates a proactive approach to problem-solving.
• Shows a strong sense of ownership and accountability for their work.
• Actively seeks opportunities to take on additional responsibilities and contribute to projects outside their role.
• Takes the lead in implementing new ideas and innovations.
• Proactively identifies potential challenges and takes action to address them.
• Organizes team initiatives that improve efficiency and productivity.
• Demonstrates a willingness to learn new skills independently.
• Regularly volunteers for new projects and takes on challenging tasks.
• Displays enthusiasm and dedication when faced with new challenges or complex assignments.
• Acts as a role model for others by having a can-do attitude and motivating the team.
• Rarely takes the initiative to solve problems or address issues independently.
• Demonstrates a lack of proactivity in seeking out new opportunities or additional responsibilities.
• Struggles to show ownership of their work, often relying on others for direction.
• Shows little interest in contributing beyond their assigned tasks and responsibilities.
• Possesses a limited willingness to explore new ideas or approaches to improve efficiency.
• Displays resistance to change and is hesitant to adopt new ideas or approaches.
• Frequently requires close supervision and struggles to work independently.
• Demonstrates a passive attitude toward professional development and acquiring new skills.
• Fails to address potential challenges or obstacles, leading to avoidable issues.
• Often waits for instructions or direction from others instead of taking the initiative to lead.

Performance review phrases for accountability

• Demonstrates a strong sense of responsibility for their actions and outcomes.
• Takes ownership of mistakes and actively works to fix them promptly.
• Shows consistent reliability in meeting commitments and deadlines.
• Takes the initiative to communicate proactively when facing potential challenges.
• Holds themselves accountable for meeting performance targets and achieving goals.
• Accepts constructive feedback with an open mind and uses it to improve performance.
• Takes responsibility for the team’s success and actively contributes to its achievements.
• Showcases a high level of integrity and honesty in all professional interactions.
• Follows through on commitments, ensuring they keep all promises.
• Leads by example, inspiring others to take accountability for their actions and decisions.
• Demonstrates a lack of responsibility for their mistakes and tends to blame others instead.
• Struggles to meet commitments and frequently misses deadlines without a valid explanation.
• Shows a lack of ownership for their actions, often leaving tasks incomplete or unresolved.
• Avoids taking responsibility for errors or poor performance.
• Is frequently unresponsive or uncommunicative when facing challenges or setbacks.
• Demonstrates a lack of follow-through on commitments made to the team or stakeholders.
• Fails to accept constructive feedback or make necessary adjustments to improve performance.
• Avoids accountability, negatively impacting the team’s morale.
• Frequently shifts blame onto external factors rather than acknowledging personal contributions.
• Often overlooks the impact of their decisions on others, leading to unintended consequences.

Performance review phrases for growth

• Demonstrates a strong commitment to continuous learning and self-improvement.
• Shows enthusiasm for taking on new challenges.
• Actively seeks feedback and uses it constructively to enhance skills and performance.
• Embraces failures as learning opportunities and bounces back with resilience.
• Proactively engages in training and development opportunities to expand knowledge and expertise.
• Displays a strong desire to acquire new skills and take on additional responsibilities.
• Demonstrates adaptability and openness to change.
• Sets and achieves ambitious short- and long-term goals.
• Seeks out mentors or role models to support personal growth.
• Inspires others with their dedication to growth.
• Demonstrates resistance to change and is reluctant to embrace new ideas or approaches.
• Shows a lack of interest in seeking opportunities for professional development.
• Fails to take initiative in acquiring new skills or improving existing abilities.
• Displays a limited willingness to learn from feedback or take corrective action to enhance performance.
• Struggles to adapt to changing circumstances or demands within the organization.
• Demonstrates complacency in their current role, showing little ambition for advancement.
• Resists taking on new challenges or responsibilities outside of their comfort zone.
• Shows a lack of self-motivation to set and achieve meaningful goals.
• Sees failures as impossible obstacles rather than learning opportunities.
• Fails to take advantage of available resources and opportunities for personal and professional growth.

Performance review phrases for leadership

• Demonstrates strong leadership qualities by inspiring and motivating team members.
• Effectively communicates the organization’s vision and goals, setting the team up for success.
• Leads by example and sets high standards for professionalism and work ethic.
• Fosters a positive and collaborative team culture, encouraging open communication and feedback.
• Shows exceptional decision-making skills, considering diverse perspectives to make informed choices.
• Empowers team members by delegating responsibilities and trusting their abilities.
• Exhibits strong problem-solving skills, effectively addressing challenges and finding creative solutions.
• Provides constructive feedback and guidance to help team members improve their performance.
• Demonstrates effective conflict resolution and mediation skills to maintain a productive team environment.
• Inspires professional growth and development in team members through mentorship and coaching.
• Struggles to effectively communicate the organization’s vision and goals to the team.
• Demonstrates a lack of confidence in decision-making, leading to indecisiveness and delays.
• Fails to provide clear direction or set achievable objectives for the team.
• Exhibits poor communication skills, resulting in misunderstandings and misalignment among team members.
• Shows favoritism or bias towards certain team members, creating a divisive atmosphere.
• Displays a lack of accountability for mistakes or shortcomings, often blaming others for failures.
• Does not actively involve or seek input from team members when making important decisions.
• Struggles to handle conflicts within the team, leading to unresolved issues and tension.
• Exhibits a lack of empathy and understanding toward team members’ concerns and needs.
• Fails to recognize and appreciate the efforts and contributions of the team.

Performance review phrases for new employees

• Demonstrates a strong eagerness to learn and adapt to the company’s culture.
• Shows great enthusiasm for their role and responsibilities within the organization.
• Quickly grasps new concepts and is eager to apply their knowledge in practical situations.
• Proactively seeks feedback and guidance to improve performance.
• Establishes positive relationships with colleagues and fits well into the team dynamic.
• Takes ownership of tasks and responsibilities, delivering results with a positive attitude.
• Adapts well to changes and remains resilient in the face of challenges.
• Demonstrates a willingness to take on additional responsibilities and contribute beyond their role.
• Shows excellent collaboration skills and actively participates in team activities.
• Possesses a strong sense of initiative, finding opportunities to contribute to the organization’s success.
• Struggles to meet deadlines and frequently falls behind schedule.
• Demonstrates a lack of attention to detail, resulting in frequent errors and mistakes.
• Requires constant supervision and struggles to work independently.
• Displays a negative attitude that affects team morale and productivity.
• Fails to take responsibility for mistakes and tends to blame others.
• Shows resistance to feedback and is reluctant to make necessary improvements.
• Demonstrates poor time management skills and struggles to prioritize tasks effectively.
• Does not actively contribute to team discussions or participate in group activities.
• Exhibits a lack of motivation and enthusiasm for their role and responsibilities.
• Shows poor communication skills, leading to misunderstandings and miscommunication.

Performance review phrases for longtime employees

• Demonstrates deep knowledge and expertise in their role and the organization’s processes.
• Shows strong dedication and loyalty to the company, contributing to long-term organizational success.
• Consistently delivers high-quality work and maintains a strong work ethic.
• Serves as a valuable resource and mentor to newer employees, sharing knowledge and insights.
• Exhibits exceptional problem-solving skills and effectively handles complex challenges.
• Demonstrates adaptability and flexibility in response to organizational changes.
• Takes the initiative to improve processes and efficiency, drawing on years of experience.
• Builds strong working relationships across the organization, facilitating seamless collaboration.
• Consistently meets and exceeds performance goals, setting a positive example for others.
• Displays a long-term commitment to professional growth and development.
• Demonstrates resistance to change and struggles to adapt to new processes or technologies.
• Displays complacency in their role, showing a lack of initiative to take on new challenges.
• Has difficulty accepting feedback and tends to become defensive or dismissive.
• Shows a decline in performance compared to previous years.
• Fails to keep up with industry trends and best practices, resulting in outdated knowledge and skills.
• Exhibits resistance to collaboration and tends to work in isolation rather than as part of a team.
• Demonstrates a lack of flexibility and unwillingness to take on additional responsibilities.
• Has a negative attitude that impacts team morale and hinders productivity.
• Struggles to meet performance expectations and requires additional supervision.
• Shows a reluctance to mentor or support newer employees.

Writing performance reviews can be a daunting task. It is important to capture the essence of the employee’s performance while maintaining a positive attitude. These review phrases should help as a jumping-off point for managers and supervisors writing evaluations. Whether you are looking for positive reinforcement or “opportunities for improvement” phrases, this list should address your needs.

Depending on the context of the review, consider checking out our posts on having difficult conversations at work or the top job well done messages for your team.

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FAQ: Performance review phrases

Here are answers to common questions about performance review phrases.

What are performance review phrases?

Performance review phrases are short sentences that describe an employee’s workplace competence. These terms can either praise staff members for excelling or share information on where they have been falling short. Managers or employers can use these phrases while giving periodic reviews. Ultimately, these terms aim to help team members understand what behavior they should continue and what to work on.

What are some good performance review phrases?

The best performance review phrases are specific to each team member and their strengths and weaknesses.

Here are some examples of sentences that can help kickstart productive conversations:

Overall, it is important to tailor these terms to each employee.

How do you use performance review phrases?

When using performance review phrases, it is important to remember a few steps:

• Be empathetic : Getting a review can be a scary experience, even if the review is positive, so remember to approach the conversation gently. If the review is positive, then you can lighten the mood with some jokes at the start of the discussion. If the feedback is more negative, then you can ask the employee about their life and workload before getting into your comments. Using this tactic, you can understand what outside factors may contribute to the employee’s performance before addressing it.
• Provide specific examples : Offering feedback can be helpful, but it can feel hollow without specific examples. Staff members will be able to more easily identify what to improve or what to continue when you list detailed examples. For instance, if you are discussing how this team member helped their colleague understand a project, then you can bring a note from the colleague detailing their praise. Or, if you are reviewing an employee’s unclear writing style, then you can bring in a piece of their writing and show them how to make it more concise.
• Come prepared with solutions : Telling a staff member that their performance needs work will likely be upsetting. Especially if this employee believes that they have been working up to par, they may feel confused or blindsided by constructive criticism. Hence, it is essential to offer a detailed action plan to help the employee improve. For example, perhaps the staff member has been writing confusing emails. In this case, you could have this worker take a business writing course and install a grammar-checking program like Grammarly.

By keeping these steps in mind, your employee will leave the review feeling like a valued and respected team member. Additionally, this employee will be able to implement your comments in order to improve their performance.

Author: Grace He

People & Culture Director at teambuilding.com. Grace is the Director of People & Culture at TeamBuilding. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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Creativity: Performance Review Examples (Rating 1 – 5)

By Status.net Editorial Team on August 9, 2023 — 10 minutes to read

Creativity is the ability to generate and apply unique, innovative ideas, and solutions to problems or challenges in the workplace. This skill is essential for developing new products, improving processes, and fostering a culture of innovation within a company.

Related: Best Performance Review Examples for 48 Key Skills

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

Performance Review Questions: Creativity

1. Has the employee come up with any innovative ideas or solutions to problems that have positively impacted the company? 2. Does the employee regularly think outside the box and offer unique perspectives or approaches to tasks? 3. Has the employee demonstrated a willingness to take risks and try new things? 4. Has the employee shown an ability to adapt to changing circumstances and come up with creative solutions on the fly? 5. Does the employee regularly contribute to brainstorming sessions and offer valuable insights and ideas? 6. Has the employee demonstrated an ability to combine existing ideas in new and interesting ways? 7. Has the employee shown a passion for creativity and a desire to continuously improve their skills in this area? 8. Has the employee received positive feedback from colleagues or managers regarding their creativity or innovative thinking? 9. Has the employee taken on any projects or initiatives that required a high degree of creativity or outside-the-box thinking? 10. Has the employee demonstrated an ability to communicate their creative ideas effectively to others and garner support for them?

5 – Outstanding

When an employee demonstrates a high level of creativity, they go above and beyond to generate innovative ideas and solutions. Their creative thinking significantly contributes to the success of their team and organization. They embrace challenges and harness their imagination effectively, positively impacting the work environment and performance.

Phrases Examples:

• Consistently generates innovative ideas that directly contribute to the success of the team
• Excels at developing original solutions to complex problems
• Expertly adapts to new situations and embraces change with creative solutions
• Effectively encourages creative problem-solving among team members
• Displays a strong ability to think outside the box and create innovative strategies
• Consistently generates innovative ideas and solutions
• Actively seeks different perspectives and approaches
• Inspires others with their creativity
• Consistently introduces original ideas that bring significant value to the team
• Regularly evaluates processes and finds innovative ways to improve efficiency
• Exhibits exceptional problem-solving skills, resulting in creative solutions

Paragraph Examples:

“Jason consistently generates innovative ideas that directly contribute to the success of his team. His in-depth understanding of the company’s needs allows him to develop original solutions to complex problems. His adaptability and openness to change have resulted in creative solutions that improve the team’s performance. Jason skillfully encourages creative problem-solving among his peers, fostering a thriving environment for innovation.”

“Amanda excels at harnessing her creativity to find unique approaches to projects. She effectively adapts to new situations with a positive attitude, developing innovative strategies that consistently exceed expectations. Displaying a strong ability to think outside the box, Amanda’s continuous creative input has led to notable improvements in the team’s overall performance.”

“Michael demonstrates exceptional creative thinking skills in every task he undertakes. Embracing challenges, he constantly explores new avenues and generates innovative ideas that significantly contribute to the company’s overall growth. His ability to combine intuition and logic allows for effective problem-solving that consistently meets and exceeds the expectations of his team and supervisors.”

“Jennifer consistently demonstrates an impressive level of creativity in her work. Her innovative ideas have led to significant improvement in our department’s procedures, leading to increased efficiency. Jennifer thinks outside the box and isn’t afraid to propose bold solutions to unique problems. Her approach to brainstorming sessions is instrumental in extracting the best ideas, contributing significantly to team’s groundbreaking projects.”

“Jane consistently demonstrates outstanding creativity in her role as a Product Designer. Her ability to generate innovative ideas has led to the development of multiple unique products, which in turn have boosted company revenue. She actively seeks different perspectives and approaches, inspiring her team members to embrace their creative abilities.”

4 – Exceeds Expectations

• Frequently develops creative ideas and solutions
• Welcomes new challenges as opportunities for innovation
• Encourages colleagues to be creative and shares ideas openly
• Often contributes fresh, innovative ideas that positively impact the team
• Routinely experiments with alternative approaches to tasks and challenges
• Effectively adapts to change and is not afraid to take calculated risks

“Jane consistently goes beyond the requirements of her role by contributing innovative ideas and exploring alternative approaches to challenges. She effectively adapts to change and isn’t afraid to take calculated risks in search of creative solutions. Jane’s willingness to experiment has led to improved processes and positive outcomes for the team. With her receptiveness to feedback and ability to balance creativity with practicality, Jane continues to excel in her performance.”

“Michael consistently goes above and beyond in his creative efforts. He is always brimming with fresh new ideas that have made our projects stand out in the crowd. His approach to presenting novel concepts has inspired other team members to come up with their own innovative solutions. Michael’s active participation in brainstorming sessions has helped create a culture of creativity in the department.”

3 – Meets Expectations

In a performance review, the rating of “Meets Expectations” for creativity reflects an employee who consistently displays a good level of creativity in their role. They are able to come up with new ideas and approaches, and effectively implement them in their work.

• Regularly contributes creative ideas during brainstorming sessions
• Demonstrates a good understanding of creative problem-solving techniques
• Able to adapt existing methods or processes to improve efficiency
• Offers unique perspectives when analyzing problems or situations
• Displays a satisfactory level of creative thinking
• Adapts to new situations and finds ways to address challenges
• Willing to collaborate and contribute creative ideas
• Displays a willingness to explore new ideas and find creative solutions
• Receptive to feedback and implements suggestions to improve their creative output
• Balances creativity with practicality, considering project constraints

“During the development of our latest product, Jane consistently offered unique and innovative ideas that helped shape the final design. Her willingness to think outside the box was instrumental in enhancing the product’s functionality and aesthetic appeal, and her creative input played a major role in our success.”

“John’s ingenuity in identifying bottlenecks and offering creative solutions has significantly increased the efficiency of our production process. By implementing a new scheduling system and optimizing equipment usage, he has not only minimized downtime but also inspired his coworkers to adopt a more creative approach to problem-solving.”

“Lucy meets expectations in terms of creativity. She regularly contributes useful ideas during team discussions and is unafraid to think beyond conventional methods. Occasionally, she requires some guidance to fine-tune her ideas, but she demonstrates a willingness to adapt and learn from others. Lucy’s creative approach to solving problems has benefited the team on multiple occasions.”

“(Employee name) consistently displays a solid level of creativity in their work. They often participate in brainstorming sessions, contributing valuable and innovative ideas to the team. Their problem-solving skills are evident, as they are able to analyze complex issues and offer unique perspectives on how to address them.”

“In their role, (Employee name) meets expectations for creativity by regularly suggesting improvements to existing processes and methods. Their ability to adapt and modify these aspects of their work demonstrates a good understanding of creative problem-solving techniques. Their contributions positively impact the efficiency and productivity of the team.”

Employees who meet expectations in creativity bring new ideas, perspectives, and solutions to the table, helping to improve processes, solve problems, and drive innovation. Through effective performance review, managers can acknowledge and encourage the creative potential of their team members, supporting their growth and development in this essential skill.

2 – Needs Improvement

Creativity is a valuable skill that refers to the ability to generate original ideas, think outside the box, and find innovative solutions to complex problems. Employees with strong creativity skills are often able to develop fresh perspectives and contribute to the growth and success of the company. In this section, we will provide examples of performance review phrases and paragraphs for employees who need improvement in their creativity skills.

• Struggles to think creatively under pressure or faced with challenges
• Shows limited adaptability in new situations
• Reluctant to share ideas or cooperate with others
• Struggles to think outside the box and tends to rely on conventional methods
• Hesitant to take risks or step outside his/her comfort zone to find creative solutions
• Fails to consistently incorporate feedback into the creative process
• Struggles to approach tasks with a fresh perspective
• Reluctant to experiment with new ideas
• Has difficulty adapting to change
• Lacks imaginative problem-solving methods
• Unwilling to think outside the box

“While Tom has shown glimpses of creativity, he still needs to work on harnessing his imaginative potential consistently. He could benefit from seeking inspiration, participating more in brainstorming sessions, and collaborating with other team members to refine his ideas. Tom’s creativity has the potential to grow, and with proper guidance and encouragement, he can significantly contribute to the team’s innovation.”

“Jane is a hardworking employee, but her lack of creativity has limited her potential for growth within the company. Her performance review indicates that she is often reliant on conventional approaches to problem-solving, missing out on opportunities to discover innovative solutions and drive change. To enhance her creativity, Jane could benefit from participating in workshops or seeking out new resources to broaden her understanding of various techniques and methods. Additionally, collaborative efforts with her teammates could inspire new perspectives and encourage a more creative mindset in her work.”

“Marie is skilled in her job, but her limited creativity has hindered her ability to excel. Her performance review indicates that her work, although competent, is often lacking in originality. This repetition can result in a stagnation of ideas and stifle progress in her projects. To overcome this creativity barrier, it is essential for Marie to challenge herself by exploring different techniques, seeking out inspiration, and collaborating more closely with her colleagues. This could be achieved through brainstorming sessions and engagement in creative discussions. By embracing creativity and innovation, Marie will be better positioned to help the company achieve its long-term goals.”

To address the creativity gap for employees who have received a rating of 2 (Needs Improvement), managers should identify areas for development and provide resources or offer training opportunities to help them build their creative skills. Approaching these employees with support and encouragement can foster a more innovative mindset and enable them to better contribute to the company’s success.

1 – Unacceptable

• Rarely demonstrates creative thinking
• Unable to generate new ideas or approaches to solve problems
• Disinterested in seeking innovative opportunities or solutions
• Demonstrates a lack of effort to approach problems with creativity
• Repeatedly dismisses innovative ideas without consideration
• Resistant to change and becomes overly defensive when challenged on stagnant thinking
• Displays minimal creativity in her work
• Stagnates, showing no growth in creative thinking
• Rejects creative ideas without valid reasoning
• Does not contribute to brainstorming sessions
• Resistant to incorporating new techniques or methods

“Unfortunately, Sarah has consistently failed to demonstrate creativity in her work. Her reluctance to suggest new ideas and inability to think beyond traditional solutions have limited her potential for innovation. To improve, Sarah needs to actively participate in brainstorming sessions, be open to feedback, and embrace unconventional thinking to enhance her creative skills in the workplace.”

“John’s performance in the area of creativity has been lacking and is rated as unacceptable. He tends to approach tasks in the same way, with no variations or attempts to think outside the box. John seldom generates new ideas during team brainstorming sessions and relies heavily on existing methods. This hinders the team’s progress and stifles innovation.”

“Sophie’s creativity level has been consistently unsatisfactory this year. She is reluctant to embrace change and is often resistant to adapting her methods. Her projects lack originality and her unwillingness to experiment with new ideas and techniques has negatively affected the team’s overall performance. Sophie’s resistance to exploring and implementing fresh approaches is holding the team back from achieving its full potential.”

“Jason’s unwillingness to engage in creative problem-solving has become evident over this review period. He frequently dismisses his colleagues’ ideas without considering their merits and sticks to outdated methods. This greatly impacts the team’s ability to stay competitive in an ever-evolving market. Additionally, his lack of unique ideas has contributed to a decline in overall team morale.”

Employees who consistently demonstrate reluctance to develop or implement innovative ideas, dismiss new concepts without due consideration, or resist change can negatively impact their teams and hinder overall progress. Proper guidance and encouragement from supervisors can help foster an environment that promotes creative thinking and boosts employees’ performance in this area.

• Flexibility: Performance Review Examples (Rating 1 - 5)
• Initiative: Performance Review Examples (Rating 1 - 5)
• Decision Making Skills: Performance Review Examples (Rating 1 - 5)
• Productivity: Performance Review Examples (Rating 1 - 5)
• Listening Skills: Performance Review Examples (Rating 1 - 5)
• Supervision Skills: Performance Review Examples (Rating 1 - 5)