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31 examples of problem solving performance review phrases

Jump to section

You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

Problem solving performance review phrases: you should think of improving

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

Performance review tips to improve problem solving

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

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Madeline Miles

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

How a performance review template improves the feedback process

25 performance review questions (and how to use them), agile performance management: how to improve an agile team, 5 tactics for managing managers effectively — and why it matters, 53 performance review examples to boost growth, managers have a strong effect on team performance, for better or worse, how stanford executive education embraces vulnerability as a form of resilience, awakening human potential: developing people and driving performance in the new world of work, uk leaders develop future-minded skills with betterup, similar articles, 10 problem-solving strategies to turn challenges on their head, teamwork skills self-appraisal comments: 40 example phrases, your complete guide to self-assessments (with examples), 30 communication feedback examples, finding your version of success: 29 tips to accomplish your goals, 30 customer service review examples to develop your team, 37 innovation and creativity appraisal comments, 8 creative solutions to your most challenging problems, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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60+ Performance Appraisal Comments: Constructive Feedback for Growth

What is performance appraisal, what are performance appraisal comments, types of performance appraisal comments, what not to say/write in performance appraisal comments.

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Performance Appraisal Comments for Quality of Work

• “Consistently produces high-quality work that meets or exceeds our standards.”
• “Attention to detail is exceptional; consistently delivers error-free reports.”
• “Demonstrates a commitment to delivering work of the utmost quality.”
• “Quality of output is consistently reliable and of a very high standard.”
• “Efforts in maintaining and improving work quality are commendable.”
• “Occasionally, work quality has fallen short of the expected standards.”
• “Needs to double-check work for accuracy to reduce errors.”
• “Could benefit from more thorough review and quality control measures.”
• “Has room for improvement in consistently meeting quality benchmarks.”
• “Quality standards need to be consistently maintained for all tasks.”

Performance Appraisal Comments for Leadership

• “Displays strong leadership skills by motivating and guiding team members.”
• “Leads by example, setting a positive tone and inspiring others.”
• “Effectively delegates tasks and empowers team members to excel.”
• “Provides clear direction and encourages collaboration among team members.”
• “Demonstrates the ability to make tough decisions and take ownership of outcomes.”
• “Could enhance leadership presence by communicating expectations more clearly.”
• “Opportunity to delegate more effectively to optimize team performance.”
• “Needs to actively seek and incorporate team members’ input and ideas.”
• “Should work on fostering a more inclusive and collaborative team environment.”
• “Could benefit from developing conflict resolution skills for team harmony.”

Performance Appraisal Comments for Communication Skills

• “Exceptional communicator who ensures clarity and understanding in all interactions.”
• “Active listener who values others’ perspectives and feedback.”
• “Effectively conveys complex ideas and information to diverse audiences.”
• “Clear and concise in both written and verbal communication.”
• “Facilitates open and constructive dialogue among team members.”
• “Occasionally, communication lacks clarity, leading to misunderstandings.”
• “Needs to work on active listening skills to better understand colleagues.”
• “Could improve written communication to make reports more reader-friendly.”
• “Struggles with conveying ideas concisely and often provides excessive detail.”
• “Should focus on improving feedback delivery to be more constructive and supportive.”

Performance Appraisal Comments for Teamwork

• “A strong team player who collaborates effectively with colleagues.”
• “Promotes a sense of unity and cooperation within the team.”
• “Shares knowledge and resources to help team members excel.”
• “Encourages and appreciates diverse contributions from team members.”
• “Plays a vital role in fostering a positive team atmosphere.”
• “Could work on more actively seeking input and ideas from team members.”
• “Occasionally, resists team decisions or appears disengaged during group discussions.”
• “Needs to be more open to others’ perspectives and feedback.”
• “Opportunity to enhance participation and engagement in team activities.”
• “Should focus on conflict resolution skills to address team conflicts more effectively.”

Performance Appraisal Comments for Goal Achievement

• “Consistently meets or exceeds performance goals and targets.”
• “Efforts have directly contributed to achieving team and organizational objectives.”
• “Reliably delivers on assigned tasks within specified timelines.”
• “Sets and pursues ambitious goals, inspiring others to do the same.”
• “Maintains a strong commitment to personal and professional growth.”
• “Occasionally, falls short of meeting established performance goals.”
• “Needs to prioritize tasks and manage time more effectively to meet deadlines consistently.”
• “Should focus on setting more specific and measurable goals.”
• “Could benefit from more proactive goal tracking and progress reporting.”
• “Opportunity to align personal goals more closely with team and organizational objectives.”

Performance Appraisal Comments for Ownership

• “Takes full ownership of assigned tasks and responsibilities, ensuring their completion.”
• “Demonstrates a strong sense of accountability for outcomes and results.”
• “Proactively seeks solutions and takes initiative to address challenges.”
• “Committed to the success of projects and the organization as a whole.”
• “Reliable and consistent in meeting commitments and deadlines.”
• “Occasionally, exhibits a lack of ownership, leading to delays or incomplete tasks.”
• “Needs to develop a stronger sense of responsibility for project outcomes.”
• “Could benefit from more proactive problem-solving when obstacles arise.”
• “Should focus on improving follow-through on commitments.”
• “Opportunity to take more initiative and contribute ideas for process improvements.”

Performance Appraisal Comments for Problem Solving

• “A creative problem solver who consistently finds innovative solutions to challenges.”
• “Analyzes complex issues thoroughly and generates effective problem-solving strategies.”
• “Demonstrates resilience and adaptability when faced with unexpected obstacles.”
• “A valuable resource for tackling complex and critical problems.”
• “Consistently contributes to process improvements and efficiency gains.”
• “Occasionally, struggles to identify effective solutions for complex problems.”
• “Needs to work on enhancing critical thinking skills to address challenges more effectively.”
• “Could benefit from seeking input and collaboration when encountering difficult issues.”
• “Should focus on maintaining composure and clarity when confronted with unexpected obstacles.”
• “Opportunity to enhance problem-solving skills by seeking training or mentorship.”
• Personal attacks:  Avoid derogatory or offensive language attacking an employee’s character or personality. Focus on behaviors and performance-related aspects.
• Bias or discrimination:  Do not base your comments on an employee’s gender, age, race, religion, or any other protected characteristic. Ensure that your feedback is fair and unbiased.
• Assumptions:  Do not make assumptions about an employee’s intentions or motivations. Stick to observable facts and behaviors.
• Legal risks:  Be cautious about making promises or commitments in writing that could have legal implications, such as job security guarantees or future promotions.
• Non-professional language:  Keep the language in appraisal comments professional and appropriate for the workplace. Avoid slang, jargon, or offensive language.

Ready to elevate your communication skills in performance appraisal comments?

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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 2024

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

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

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

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

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

Example Phrases for Employees When Responding to Feedback

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

Responses to Positive Feedback

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

Responses to Critical Feedback:

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

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Additional Considerations

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

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

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

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

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

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

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240 Essential Performance Review Phrases

Performance reviews are a precious opportunity to give feedback and coaching to improve the performance and engagement of your team member. Use these phrases as a jumping off point to help guide the conversation.

Performance reviews can be tricky to navigate for both the manager and employee. What you say, and how you say it, impacts a team member’s engagement and morale.

Performance review phrases in Human Resources (HR) serve as a foundational tool designed to facilitate clear, concise, and effective communication between managers and employees regarding job performance. These phrases are crafted to accurately reflect the individual's contributions, strengths, weaknesses, and areas for improvement.

Over the years, I’ve recognized performance appraisals as a chance for mutual constructive feedback. Performance management tools enhance this process, allowing for data-driven, specific feedback. This method clarifies achievements, motivates, and supports professional growth.

Using personalized feedback in reviews is crucial for effective communication and development, making appraisals more beneficial for all.

I’ve broken them down into the following key categories to focus on, with each divided into strengths and weaknesses. Use them as a starting point to get inspiration for your employee evaluation process:

• Communication
• Accountability
• Quality of Work
• Achievement
• Teamwork & Cooperation
• Training & Development
• Management Skills
• Productivity
• Dependability
• Taking Initiative
• Adaptability
• Process Improvement / Iteration
• Customer Service
• Professionalism
• Drive & Motivation
• Time Management

Use our compendium (don’t get to use that word often) of performance review example phrases to help you conduct an effective performance appraisal.

Example Phrases about Creative Problem Solving

• Displays the ability to come up with innovative solutions to complex problems.
• Applies creative thinking with creative solutions to specific tasks.
• Possesses interpersonal skills for solving problems with others.
• Is able to come up with multiple solutions when the opportunity arises.
• Is willing to think up creative ideas for not just their assigned tasks, but helping coworkers with challenges they’re tackling.
• Active participant in team meetings helping others work through problems.
• Shows hesitation in approaching complex problems with innovative solutions, could benefit from more creative risk-taking.
• Struggles to think outside the box when faced with challenging situations, leading to missed opportunities for innovation.
• Tends to rely on conventional methods rather than exploring new ideas or perspectives, which can limit problem-solving effectiveness.
• Has difficulty adapting to new problem-solving techniques, which can hinder team innovation efforts.
• Needs to develop a more proactive approach in seeking creative solutions to unforeseen challenges.

Example Phrases about Communication Skills

• Demonstrates strong communication skills with coworkers, managers, customers, and stakeholders.
• Demonstrates strong interpersonal skills while working with others.
• Provides constructive feedback to others.
• Can clearly articulate their thought processes in difficult situations.
• Is in constant communication with others regarding timelines and deliverables.
• Is able to deliver feedback to others in a concise manner.
• Can communicate clearly and calmly, even when handling difficult customers.
• Ensures questions and concerns are answered before working on a project.
• Can break down complex topics into simple, digestible explanations.
• Often misses key details in communication, leading to misunderstandings or incomplete tasks.
• Struggles with effectively expressing ideas clearly and concisely, impacting team alignment.
• Shows reluctance in actively listening to feedback or differing opinions, which can impede collaborative efforts.
• Has difficulty adapting communication style to different audiences, sometimes causing disengagement.
• Needs improvement in non-verbal communication cues, which can sometimes contradict verbal messages.

Example Phrases about Accountability

• Takes ownership and pride in their work.
• Takes ownership when something gets off track or mistakes are made.
• Shows a strong understanding of learning from their mistakes. 
• Gives credit to coworkers who helped them with a specific task or problem.
• Displays exceptional commitment to ethical standards, ensuring transparency and integrity in all actions
• Sometimes avoids taking responsibility for mistakes, hindering learning and growth opportunities.
• Has difficulty setting and meeting personal and team deadlines, affecting project timelines.
• Shows reluctance to provide updates on progress, leading to gaps in team communication.
• Can improve on proactively addressing issues before they escalate, ensuring smoother project execution.
• Needs to enhance follow-through on commitments to build trust and dependability within the team.

Example Phrases Related to Quality of Work

• Consistently delivers high-quality work in a timely manner.
• Seeks continuous feedback and constructive criticism to improve their job performance.
• Has demonstrated helping out a coworker or team with a problem to help deliver a quality end result.
• Is able to identify their weaknesses in their work and how to address them.
• Pays attention to detail and works hard to improve work quality.
• Develops sound strategies to achieve goals without sacrificing the quality of work.

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• Work often requires revision due to attention to detail lacking, impacting project timelines.
• Inconsistency in delivering work that meets the established quality standards.
• Struggles with maintaining a high level of precision in tasks, leading to errors.
• Needs improvement in organizing and prioritizing work to enhance overall quality.
• Shows difficulty in applying feedback to improve work quality consistently.

Example Phrases about Achievement

• Include specific examples of tasks that said employee has achieved since the last performance review.
• Has met or exceeded set performance goals.
• Motivated by achievement and strives to break records.
• Demonstrates remarkable progress in achieving complex objectives, contributing significantly to team and organizational goals
• Has shown difficulty in meeting set targets within the designated timelines.
• Occasionally sets goals that are not aligned with team or organizational objectives, leading to misdirected efforts.
• Struggles with maintaining focus on long-term achievements, often getting sidetracked by immediate tasks.
• Needs to develop a more strategic approach to goal-setting and achievement to maximize impact.
• Demonstrates a lack of initiative in seeking out opportunities for personal or professional growth, hindering progress and advancement.

Example Phrases Related to Teamwork and Cooperation

• Demonstrates strong interpersonal skills when working to come up with solutions. 
• Is quick to welcome new employees to the org and assist with onboarding.
• Has demonstrated initiative in improving teamwork with their team.
• Can handle difficult conversations with team members and is considerate of the feelings of others.
• Operates cross-functionally and looks to forge strong working relationships across the org.
• Is punctual when attending meetings and respects other’s time.
• Upholds core values and seeks to improve company culture.
• Appreciates the distinct work style of team members and honors their set boundaries.
• Considers the interests of the team and works to help the team succeed.
• Is comfortable sharing ideas, resources, and techniques with team members. 
• Regularly receives positive feedback from other team members

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• Shows reluctance in sharing knowledge or resources with team members, hindering collective success.
• Has difficulty accepting and incorporating diverse perspectives, limiting team innovation.
• Struggles with effective collaboration, often working in isolation which affects team cohesion.
• Needs improvement in supporting team decisions, which can impact unity and progress towards shared goals.
• Demonstrates a tendency to dominate team discussions or decision-making processes, overshadowing input from other team members and diminishing collaboration.

Example Phrases about Training and development

• Seeks out training in order to achieve greater understanding to help achieve performance goals.
• Actively seeks out new projects and assignments with a view to learning new skills.
• Is able to absorb feedback through training and coaching to improve at their role.
• Helps others through coaching to help them achieve better job performance.
• Struggles to stay engaged with ongoing professional development opportunities, impacting skill advancement.
• Hesitates to seek out additional training that could enhance job performance and career growth.
• Shows limited interest in applying new skills or knowledge gained from training sessions to daily tasks.
• Has difficulty identifying personal development areas that could benefit from targeted training.
• Rarely takes initiative to mentor or share newly acquired skills with team members, missing opportunities for collective growth.

Example Phrases about Management Skills

• Demonstrates a strong level of leadership.
• Has an understanding of what their team is working on and can delegate effectively.
• Gives flexibility to their team in how they want to tackle problems.
• Does not micromanage employees' tasks and provides them the space to do their best work.
• Is quick to help out their team with any issues that arise
• Demonstrates strong communication skills with their team and their own manager(s).
• Helps keep their team engaged in their work.
• Provides constructive feedback and elicit valuable feedback from direct reports.
• Leads by example and takes initiative to lead projects.
• Willing to support juniors and coworkers to get them up to speed.
• Gets in touch with team members to understand a project’s progress and lends their expertise wherever required.
• Fosters team building and encourages learning and development.
• Ensures team members are comfortable asking questions and listens attentively to their queries before responding.
• Sets clear and measurable performance expectations.
• Facilitates open communication between team members and the wider organization.
• Fosters a positive, collaborative work environment.

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• Challenges in effectively delegating tasks, leading to workload imbalances.
• Struggles with providing clear, constructive feedback to team members.
• Limited ability to motivate and inspire team towards common goals.
• Inconsistency in enforcing policies and procedures, affecting team discipline.
• Difficulty in managing team conflicts constructively, impacting team harmony.
• Shows hesitation in making decisive decisions, delaying project progress.
• Shows reluctance in adopting new management practices that could improve team efficiency.
• Needs improvement in strategic planning, affecting the team's ability to meet long-term objectives.
• Lacks consistency in following up on tasks, leading to issues with task completion and accountability.

Example Phrases about Productivity

• Demonstrates strong time management skills.
• Seeks to continuously improve in all areas of their work.
• Is able to complete their assigned tasks on time without sacrificing quality work.
• Is well-organized and formulates plans to use their time efficiently.
• Respects the time of coworkers and their project deadlines.
• Often misses deadlines, affecting overall project timelines.
• Struggles with prioritizing tasks, leading to inefficiencies in workflow.
• Frequently distracted by non-work-related issues, reducing focus on tasks.
• Limited use of productivity tools or techniques to streamline tasks.

Example Phrases related to Expertise

• Helps build out the team’s knowledge base by sharing their expertise.
• Explains subjects and tasks to coworkers in a way that they can easily understand.
• Has repeatedly demonstrated the ability to bring new solutions or a new outlook to prior problems.
• Keeps up to date with industry trends to ensure we’re leveraging the latest knowledge and ideas.
• Limited understanding of the latest industry trends and practices.
• Struggles to apply theoretical knowledge to practical work scenarios.
• Needs to enhance technical skills relevant to the job role.
• Shows difficulty in grasping complex concepts quickly.
• Lacks initiative in seeking out learning opportunities for professional growth.

Example Phrases about Dependability

• Can be trusted to complete tasks in a timely matter along with delivering quality work.
• Has demonstrated consistency with their work output, no matter the task or project.
• Has demonstrated that they are a reliable team member that others can go to and expect quality results from.
• Is always quick to follow up and answer correspondence.
• Is a loyal and valuable part of the team.
• Occasionally fails to meet deadlines, causing delays in project completion.
• Shows inconsistency in attendance or punctuality.
• Relies heavily on others to complete tasks, instead of taking ownership.
• Demonstrates difficulty in following through on commitments.
• Sometimes overlooks details critical to task completion, leading to errors or rework.

Example Phrases related to Taking Initiative

• Can work with minimal supervision.
• Shows initiative to seek out additional work or new tasks to tackle.
• Enthusiastically takes on new challenges outside their comfort zone.
• Has taken an entrepreneurial approach to providing new solutions to problems.
• Often waits for instructions rather than proactively identifying and addressing issues.
• Shows reluctance to volunteer for new projects or tasks outside of assigned responsibilities.
• Demonstrates hesitancy in proposing innovative ideas or solutions to challenges.
• Needs improvement in seizing opportunities for professional development and growth.
• Lacks initiative in seeking out ways to improve processes or enhance efficiency within the team or organization.

Example Phrases about Attitude

• Is willing to take on tasks outside their job description.
• Generally demonstrates a positive attitude towards work.
• Shows willingness to set goals and works hard to accomplish them.
• Approaches confrontation calmly and is willing to accept other’s point of view.
• Bounces back after failure with a positive mindset.
• Maintains a favorable approach to work and builds genuine relationships with team members.
• Doesn’t let difficult situations dampen their work ethic and can work well under pressure.
• Displays a negative attitude towards assigned tasks or colleagues, impacting team morale.
• Struggles to maintain a positive outlook during challenging situations, affecting team dynamics.
• Shows resistance to feedback or constructive criticism, hindering personal growth.
• Occasionally exhibits a lack of enthusiasm or motivation towards job responsibilities.
• Needs improvement in demonstrating a proactive and solution-oriented mindset in the workplace.

Example Phrases about Adaptability

• Can pivot between tasks and take on new assignments outside their remit.
• Receptive to trying new ideas and ways of working.
• Can handle shifting priorities and change focus quickly.
• Can admit when they’re wrong and are willing to learn from their mistakes.
• Is always calm in the face of adverse situations.
• Is happy to collaborate with other departments and take their advice and expertise into account whenever required.
• Is quick to adopt new technologies and HR software solutions .
• Has difficulty adjusting to changes in work processes or procedures.
• Shows resistance to new technologies or tools introduced in the workplace.
• Struggles to effectively navigate transitions in team dynamics or organizational structure.
• Demonstrates rigidity in mindset, making it challenging to embrace new ideas or perspectives.

Example Phrases about Attendance

• Reports to work on time every day and has a history of perfect attendance.
• Arrives early for meetings, seminars, and workshops.
• Meets the attendance policies of the organization without fail.
• Don't take leave without prior information.
• Reaches the workplace fully prepared for the day.
• Frequently arrives late to work or meetings without prior explanation.
• Shows inconsistency in adhering to scheduled breaks or lunch times.
• Demonstrates a pattern of unexcused absences, impacting team productivity.
• Struggles to maintain regular attendance due to personal reasons or external commitments.
• Tends to leave work early without prior authorization, disrupting workflow and impacting team productivity.

Example Phrases about Positivity / Fun

• Consistently maintains a positive and enthusiastic attitude.
• Actively contributes to a fun and inclusive team environment.
• Uses humor appropriately to enhance team spirit.
• Makes work enjoyable and engaging for others.
• Always encourages colleagues in a positive and uplifting manner.
• Occasionally overlooks opportunities to inject humor or light-heartedness into team interactions.
• Shows reluctance to participate in team-building activities or social events.
• Struggles to create a positive and enjoyable work environment for colleagues.
• Demonstrates a lack of creativity in organizing engaging and enjoyable activities for the team.
• Needs improvement in balancing fun with productivity, ensuring work objectives are still met effectively.

Example Phrases about Process Improvement / Iterations

• Continuously seeks ways to improve processes and outcome
• Actively seeks and incorporates feedback for betterment.
• Demonstrates a strong commitment to learning and growth.
• Quickly recovers and learns from setbacks.
• Consistently identifies inefficiencies and proposes innovative solutions for optimization.
• Tends to repeat the same mistakes without learning from past experiences.
• Struggles to adapt to changing circumstances or feedback, leading to stagnant progress.
• Demonstrates resistance to trying new approaches or methods, hindering innovation.
• Shows difficulty in accepting and incorporating diverse perspectives or ideas into iterative processes.
• Lacks consistency in seeking feedback and iterating on work or projects to improve outcomes.

Example Phrases about Planning

• Displays strong strategic planning abilities.
• Anticipates needs and plans accordingly.
• Pays close attention to details in planning.
• Can anticipate future trends and needs and incorporate them effectively into planning strategies.
• Excels in collaborating with team members and other departments, ensuring comprehensive and cohesive planning efforts.
• Often fails to develop comprehensive plans before starting projects, leading to disorganized execution.
• Struggles with prioritizing tasks effectively within planning frameworks, causing delays and missed deadlines.
• Shows inconsistency in reviewing and adjusting plans as needed, resulting in inefficient use of resources.

Example Phrases about Customer service 

• Consistently prioritizes customer satisfaction, resulting in positive feedback and repeat business.
• Shows outstanding problem-solving abilities to resolve customer issues efficiently and effectively.
• Exhibits a high level of empathy and understanding in dealing with customer concerns.
• Maintains a positive and helpful attitude, contributing to a pleasant customer experience.
• Pays close attention to customer needs and details, ensuring thorough and personalized service.
• Responds promptly and professionally to customer inquiries and requests
• Possesses extensive product knowledge, providing accurate and helpful information to customers.
• Demonstrates difficulty in empathizing with customer concerns or complaints, leading to dissatisfaction.
• Occasionally fails to follow up with customers promptly or adequately address their inquiries.
• Struggles to communicate effectively with customers, resulting in misunderstandings or frustration.
• Shows inconsistency in providing accurate information or solutions to customer queries.
• Needs improvement in handling difficult or irate customers calmly and professionally.
• Lacks initiative in proactively seeking feedback from customers to improve service quality.

Example Phrases about Professionalism

• Consistently upholds high ethical standards and demonstrates integrity in all aspects of work.
• Maintains a professional demeanor in all situations, setting a positive example for the team.
• Handles sensitive information and situations with discretion and professionalism.
• Strictly adheres to company policies and guidelines, promoting a culture of compliance and professionalism.
• Occasionally displays unprofessional behavior, such as inappropriate language or attire.
• Shows inconsistency in adhering to company policies and procedures, compromising professionalism.
• Demonstrates a lack of respect for colleagues or superiors, undermining a professional work environment.
• Struggles to maintain confidentiality or handle sensitive information with discretion, risking trust and integrity.

Example Phrases Related to Drive and motivation

• Shows exceptional self-motivation, consistently taking initiative and going above and beyond expectations.
• Demonstrates a strong focus on setting and achieving ambitious goals, driving positive outcomes for the team and organization.
• Exhibits persistence and determination in overcoming obstacles and challenges, maintaining momentum towards objectives.
• Displays a genuine passion for their work, inspiring others with their enthusiasm and commitment.
• Effectively motivates and energizes team members, fostering a high-performance work environment.
• Occasionally lacks enthusiasm or initiative in tackling challenging tasks or projects.
• Shows inconsistency in maintaining high levels of motivation over extended periods.
• Demonstrates reluctance to take on additional responsibilities or seek out opportunities for growth.
• Struggles to stay focused and engaged during periods of low interest or motivation, impacting productivity.

Example Phrases about Time management

Demonstrates exceptional ability to manage time efficiently, ensuring tasks are completed within deadlines.

Effectively prioritizes tasks, focusing on what is most important and impactful for timely completion.

Conducts meetings efficiently, respecting the time of all participants and ensuring productive use of allocated time.

Could benefit from more effective time management strategies to meet deadlines consistently.

• Often underestimates the time needed to complete tasks, leading to delays.
• Struggles to prioritize tasks effectively, resulting in inefficient use of time.
• Shows difficulty in adhering to deadlines, causing stress and rushed work.
• Demonstrates a tendency to get easily distracted, impacting focus and productivity.

How to write impactful performance review phrases

• Set Clear Goals : Start with the goals set at the review's outset, providing a clear focus.
• Use Real Examples : Specific examples add credibility and clarity, showing what works and what doesn’t.
• Balance Feedback : Highlight successes and pinpoint areas for growth, motivating employees towards improvement.
• Provide Actionable Steps : Offer clear, practical advice for development, including resources and goals.
• Encourage Dialogue : Make reviews a two-way conversation, valuing employee feedback .
• Check-in Regularly : Keep the momentum going with frequent updates and support.

Why it's important to give precise performance reviews

Precise performance reviews are essential for building a transparent, trustworthy workplace. Performance management aligns individual achievements with company goals, fostering a motivated, engaged team.

Remember, shoot for clear feedback that is concise in its delivery. This isn’t like the report cards you would get back in school which had those short little blurbs that didn’t really give much insight. Great feedback helps employees grow, boosting overall organizational health.

How to apply our performance review example phrases

To make performance review phrases genuinely impactful, here’s how to tailor them for a morale boost and constructive feedback:

• Make It Personal : Adapt phrases to fit the individual's specific achievements and growth areas. Show you recognize the employee's unique contributions and challenges.
• Emphasize Growth : Always link feedback to opportunities for development. Highlight how improvements can lead to personal and professional advancement.
• Stay Positive : Keep your tone uplifting. Begin with strengths, address improvements, and end on a high note to motivate and encourage.
• Be Clear and Objective : Use direct, specific examples to back up your points. Focus on behaviors and results, steering clear of personal judgments.
• Invite Dialogue : Ask for their input. This makes feedback feel more tailored and engages the employee in their development journey.
• Collaborate on Goals : Set clear, achievable goals together, ensuring they resonate with the employee's aspirations and the organization's objectives.
• Check In Regularly : Offer ongoing support and touch base often to discuss progress, showing your commitment to their growth.

Enhancing Feedback Quality Through Effective Employee Evaluations

If you’re still doing annual reviews, I strongly suggest you consider moving them to a more frequent basis, such as quarterly reviews . You’ll be able to deliver much more effective feedback with shorter timeframes and give less of a chance for things to fall in between the cracks. 

For further support on performance reviews and performance management, join the People Managing People Community , a supportive community of HR and business leaders sharing knowledge to help you grow in your career and make greater impact in your organization.

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100 Useful Performance Review Comments to Choose From!

by Emre Ok April 7, 2023, 10:51 pm updated May 28, 2024, 8:57 am 91.9k Views

Allow us to cut to the chase: We put together a hundred of the best performance review comments on some of the most important performance review question categories out there. Each manager has their own way of conducting performance reviews and their own performance review comments or classic performance review phrases that they like to make use of. We have no intention of messing with yours!

We wanted to put together a list of performance review comments that would serve as guiding examples for you to draft your own performance review comments around. That being said if you decide to knick these performance review comments; We promise; We won’t tell a soul!

At the end of the day, performance reviews are an extraordinary opportunity for the exchange of quality feedback, valuable insights, and just a healthy dose of anxiety. No matter which performance review comments you decide to go with and which performance review frequency you conduct your reviews with, just make sure your feedback is honest and from the heart!

Before we go any further, we should point out that no matter which performance review phrases you pick from this list, they won’t be effective if your review process is cumbersome.

Table of Contents

Are you conducting performance reviews manually?

HOW you conduct your performance reviews is equally as important as what you say in them. While we gave some pointers on streamlining performance reviews further down this list, we have special news for Microsoft Teams users.

You can conduct entire performance review cycles without ever leaving Microsoft Teams , using Teamflect’s customizable performance review templates . The best part is, that you can try this out for absolutely free! Click the button above and see just how much of a difference Teamflect makes in your performance appraisals.

Performance Review Comments Examples

1 . communication.

It’s no secret that communication is key to success in any job. Whether you’re writing emails, making phone calls, or having face-to-face conversations, it’s essential to be clear, concise, and confident in your communication. Of course, we all have our moments of stumbling over our words or getting tongue-tied. That’s why it’s important to work on improving our communication skills to ensure we’re always getting our message across effectively.

The feedback you give through performance reviews will be key in how the reviewee will be adjusting their communication strategies in the following review period. Here are some examples you can use:

• “Communicates clearly and effectively, making it easy for others to understand.”
• “Listens attentively and responds thoughtfully to others’ ideas and concerns.”
• “Uses appropriate tone and language to convey messages, building positive relationships with team members.”
• “Effectively summarizes information and provides relevant updates to stakeholders.”
• “Shares feedback constructively, motivating colleagues to improve performance.”

Needs improvement:

• “Opportunities exist for improvement in speaking with greater clarity and confidence.”
• “Encounters challenges when expressing thoughts and ideas in a clear and effective manner.”
• “Shows a tendency to interrupt or talk over others, which impairs communication.”
• “Displays a challenge in receiving feedback and responding constructively to it.”
• “Has room for improvement in active listening skills and demonstrating empathy towards colleagues.”

2. Time Management

Time management is something we all struggle with from time to time. There are only so many hours in the day, and it can be tough to juggle all our responsibilities and meet our deadlines. But fear not! With a bit of planning and some time-saving tricks up our sleeves, anyone can manage time the way Hermione Granger did in The Prisoner of Azkaban! Your performance review comments just might be the difference-maker in getting there!

• “Consistently meets deadlines and delivers high-quality work on time.”
• “Effectively prioritizes tasks and manages time to ensure productivity.”
• “Demonstrates excellent organizational skills, keeping on top of multiple projects and responsibilities.”
• “Uses time efficiently, avoiding unnecessary distractions or procrastination.”
• “Shows flexibility in adapting to changing priorities and deadlines.”
• “Has difficulty managing time effectively, leading to missed deadlines or rushed work.”
• “Struggles to prioritize tasks, sometimes working on less important projects instead of urgent ones.”
• “Tends to procrastinate, leading to work being rushed and potentially low quality.”
• “Could benefit from better organization and planning skills to improve productivity.”
• “May need to work on delegating tasks to others to better manage workload.”

3. Quality of Work

There are many different employee performance metrics to consider during performance appraisals. Employee engagement, attendance, and communicative skills can all be considered great metrics to track. However, when the chips are down, all anyone will care about is the quality of your work. The end result! Here are some performance review phrases on the quality of work.

• “Produces consistently high-quality work that meets or exceeds expectations.”
• “Pays attention to detail, catching errors or issues before they become problems.”
• “Shows pride in work, going above and beyond to ensure excellence.”
• “Demonstrates a strong understanding of requirements and produces work that aligns with them.”
• “Is committed to continuous improvement, regularly seeking feedback and making adjustments.”
• “Has a hard time consistently producing work that meets expectations and may require additional support or revisions.”
• “Has challenges in maintaining attention to detail, which can result in errors or oversights.”
• “Has a tendency to rush work, resulting in lower quality outcomes.”
• “Needs to take greater ownership of their work and ensure it aligns with the required standards.”
• “Could benefit from additional training or support to enhance skills and produce higher quality work.”

4. Dependability

Nothing is certain but death and taxes, right? Dependability is an extremely important performance review criterion. It is, however, a bit hard to pinpoint. How does one measure dependability? Is it taking initiative, showing a strong work ethic, or simply taking responsibility? Well, here are some sample performance evaluation phrases that cover all those bases!

• “Is a reliable team member, consistently meeting commitments and delivering high-quality work.”
• “Takes responsibility for tasks and projects, ensuring they are completed on time and to the required standard.”
• “Brings with them a strong work ethic, putting in extra effort when required to meet team goals.”
• “Shows initiative in taking on additional responsibilities and supporting team members.”
• “Is committed to continuous improvement, actively seeking feedback and making adjustments.”
• “Has trouble keeping commitments, occasionally needing more assistance or time extensions.”
• “Has difficulty accepting responsibility for jobs or projects, occasionally blaming others for mistakes or delays.”
• “Tends to miss deadlines or deliver work that is below the required standard.”
• “May need to improve time management and planning skills to better meet expectations.”
• “Could benefit from increased accountability and taking ownership of mistakes or challenges.”

5. Initiative

Taking initiative means being proactive, taking ownership of our work, and seeking out new opportunities. It’s what sets us apart and makes us stand out as top performers. Your performance review comments should definitely include performance appraisal phrases about taking initiative. So here are some performance review comments examples centered around initiative!

• “Takes initiative to identify and address challenges or opportunities without being prompted.”
• “Shows creativity and innovation in identifying new solutions or approaches to tasks and projects.”
• “Has the willingness to take on new challenges and responsibilities.”
• “Is proactive in identifying and addressing potential issues before they become problems.”
• “Seeks out opportunities to improve processes or procedures, contributing to overall team success.”
• “Often requires a nudge to take the reins and identify opportunities for improvement.”
• “Encounters roadblocks when it comes to brainstorming innovative solutions and thinking outside the box.”
• “May benefit from a confidence boost to take on new challenges and responsibilities with enthusiasm.”
• “Could leverage growth opportunities by seeking out challenges and embracing new experiences.”
• “Needs to take a more proactive approach to identify and tackle potential issues before they escalate.”

6. Teamwork

“Teamwork makes the dream work,” as they say. But let’s be honest, working in a team can be challenging at times. With so many different personalities and working styles, conflicts are bound to arise. However, when we work together effectively, we can achieve great things. In this section, we’ll take a look at some performance review comments related to teamwork and collaboration.

• “Is a supportive team member, working collaboratively to achieve team goals.”
• “Contributes positively to team dynamics, fostering a positive work environment.”
• “Interacts effectively with team members, building strong relationships and fostering a sense of camaraderie.”
• “Shows a willingness to help colleagues and offer support when needed.”
• “Respects and values diverse perspectives, contributing to an inclusive and welcoming team environment.”
• “Faces hurdles in working collaboratively with team members, at times operating in groups or generating discord.”
• “Has some room for growth in terms of communication skills to foster stronger connections with colleagues.”
• “Shows a tendency to prioritize individual objectives over team goals, which can hinder overall team success.”
• “Has potential to grow by demonstrating more empathy and support towards colleagues.”
• “Requires development in valuing diverse perspectives and creating an inclusive team environment.”

7. Leadership

Being a leader isn’t just about giving orders and bossing people around. It’s about inspiring and motivating others, setting goals, and guiding your team to success. Of course, it’s not always easy to be a great leader. It takes patience, empathy, and a willingness to learn and grow. So, why don’t we explore some performance review comments that relate to leadership skills?

• “Demonstrates strong leadership skills, inspiring and motivating team members towards success.”
• “Shows a commitment to developing team members, providing support and opportunities for growth.”
• “Leads by example, modeling positive behavior and work ethic for team members to follow.”
• “Delageates tasks clearly and effectively to team members, setting clear expectations and goals.”
• “Effectively manages conflicts and challenges, finding solutions that benefit the team as a whole.”
• “Has a difficult time leading effectively, sometimes causing confusion or conflict among team members.”
• “Has issues with communicating expectations or providing clear direction to team members.”
• “Needs to improve on supporting and developing team members, leading to a lack of motivation or engagement.”
• “Could benefit from developing stronger conflict resolution and problem-solving skills.”
• “Needs to work on modeling positive behavior and work ethic for team members to follow.”

8. Adaptability

No matter what line of work you’re in, it doesn’t take a sociologist to see that we are going through one of the most volatile times in human history. It feels like there is a new paradigm shift every single week! That is why adaptability is a great category of performance review comments. As a performance appraisal metric, the adaptability of an employee needs to be measured and given feedback upon! So here are some performance review comments on adaptability!

• “Is able to adapt quickly and effectively to changing priorities or circumstances.”
• “Shows flexibility in approach, willing to adjust plans or strategies as needed to achieve goals.”
• “Demonstrates resilience in the face of challenges, persevering to achieve success.”
• “Handles uncertainty and ambiguity with ease, remaining focused and productive.”
• “Thrives in a fast-paced environment, showing energy and enthusiasm for new opportunities.”
• “Fails to adjust to changing conditions or priorities, resulting in missed opportunities or inefficiencies.”
• “Can definitely use some work on being more flexible and open-minded in approach.”
• “Can become overwhelmed by uncertainty or ambiguity, leading to decreased productivity.”
• “Needs to improve resilience and persistence in the face of challenges or setbacks.”
• “Could benefit from developing strategies for managing stress and pressure in a fast-paced environment.”

9. Problem-Solving

When we encounter problems in the workplace, it can be easy to feel overwhelmed or unsure of how to proceed. But being able to think creatively and come up with innovative solutions is an essential skill for any employee. It can save time, increase productivity, and make us all look like superheroes. So, let’s dive into some performance review comments related to problem-solving skills.

• “Demonstrates excellent problem-solving skills, able to analyze complex problems and develop effective solutions.”
• “Approaches problems systematically and logically, using a variety of resources and tools to find solutions.”
• “Is able to identify root causes of problems, rather than just treating symptoms.”
• “Collaborates effectively with colleagues to find solutions to difficult problems.”
• “Is innovative and creative in finding new solutions to problems.”
• “Complex problem-solving can be a challenge, resulting in possible delays or inefficiencies.”
• “Usually treats symptoms instead of investigating the underlying causes of problems.”
• “Developing a more systematic and logical problem-solving approach could be beneficial.”
• “Collaborative skills may need improvement to effectively work with colleagues in problem-solving.”
• “Enhancing innovation and creativity in problem-solving is an area that requires attention.”

10. Creativity

Did we save the best for last? Yes, we did! The importance of creativity as a key performance metric is constantly growing. In fact, with the emergence of AI productivity software, true creativity is one skill the robots can’t seem to emulate just yet. So why shouldn’t you have a list of performance review comments focused solely on creativity? Of course, you should!

• Displays creativity that is inspiring and has had a significant impact on the success of the project.
• Demonstrates an ability to think outside the box and come up with innovative ideas that help the team overcome challenges and achieve goals.
• Consistently brings fresh perspectives to the table and takes risks in order to achieve great results.
• Applies a creative approach to problem-solving that leads to unique solutions, improving processes and saving time and resources.
• Shows enthusiasm for exploring new ideas and experimenting with different approaches, fostering a culture of innovation within the team.
• While technically sound, work lacks the creative flair that would make it stand out from the competition.
• Provides solutions to problems that are often formulaic and lack originality.
• Appears to be stuck in a rut and is not coming up with new ideas or approaches to address challenges.
• Resists change and is unwilling to experiment with new ideas, which holds the team back.
• Displays creativity that is limited to a particular style or medium, and does not demonstrate the ability to adapt to new situations and come up with fresh ideas.

Digitize Your Performance Reviews

Do you know what can be equally important as the performance review comments you use? How you actually conduct those performance reviews? If your team has a terrible time with performance reviews and they hate partaking in them, then your performance review comments won’t have any meaning. The best way to conduct your performance reviews today is to digitize them!

You can read our guide on digitizing your performance reviews right here!

Performance Review Software

A massive part of digitizing your performance reviews is to make use of performance review software . There are many incredible alternatives available to users worldwide and you’re never going to believe it… We made a list of the best of ’em! Just for you. Right here: Top 10 Performance Review Software of 2024 . If you’re old-fashioned, we also have something for you: Excel Performance Review Templates .

If you are a Microsoft Teams user, then you don’t need to look any further. Teamflect is the best performance review software for Microsoft Teams. Teamflect’s complete Microsoft Teams integration allows for everything to stay in the flow of work. You can conduct entire performance review cycles, without ever having to leave Teams.

One of the biggest problems with performance management in 2023, surprise surprise, isn’t performance review comments! It is the dreadful practice of juggling multiple software at the same time. Teamflect doesn’t just let you conduct performance reviews inside Microsoft Teams.

It also gives you access to a massive performance review template gallery , filled to the brim with customizable templates and performance review comments galore!

Conducting Performance Appraisals in Microsoft Teams

Integrating your performance appraisals into the best communication and collaboration hub there is always a safe bet. That is something you just can’t achieve through analog performance review methods.

Here is how you can use Teamflect to complete an entire performance review cycle in a matter of clicks!

Step 1: Go into Teamflect’s Reviews Module

Teamflect’s interface is incredibly easy to navigate. In order to start a review cycle, all you have to do is click “New Review” once you’re in the “Reviews” module.

This module is also home to all performance reviews conducted in your organization. It functions both as a central hub and an archive for performance appraisals.

Step 2: Choosing Your Performance Review Template

Teamflect has an extensive library of performance review templates for you to choose from. While they are ready to be used as is, you can always customize them to fit your organization’s needs.

Some of the ways you can customize Teamflect’s review templates include:

• Changing question types: Open-ended, Multiple Choice, Likert Scale, Rating, etc.
• Integrating goal completion rates.
• Integrating 360-degree feedback data.
• Including an employee development plan .
• Creating a custom evaluation criteria
• Adding the 9-Box Talent Grid.

Step 3: Complete The Review

Once you send out your performance review template of choice, all that is left to do is for both parties to fill out their ends of the performance review. That is how easy it is to conduct an entire performance review inside Microsoft Teams with Teamflect.

Automating Review Cycles

Teamflect users have the option to create custom automation scenarios for their performance reviews. While we opted to show you the manual process of conducting performance appraisals with Teamflect, you can also queue all of the steps shown above to a custom automation scenario and let those reviews be automatically sent to reviewees at your desired intervals!

How to write performance review comments?

When you’re writing performance review comments, there are some things you should make sure your performance review comments always are. Three key things to keep in mind as you’re writing your performance review comments are:

1. Start with positive feedback: Begin your comments with positive feedback to set a constructive tone and make the employee feel valued.

2. Focus on behavior: Focus on the employee’s behavior, rather than their personality. This helps the feedback feel less personal and more actionable.

3. Avoid vague language: Avoid using vague language like “good job” or “needs improvement.” Instead, be specific about what the employee did well or what they need to work on.

What Not to Say in Performance Reviews

Performance reviews are a crucial part of employee development and growth within any organization. They provide an opportunity for constructive feedback and goal-setting.

Delivering effective performance appraisal comments can be challenging, and using the wrong words or phrases can have a detrimental impact on your team’s morale and productivity.

So in this particular section, we’ll explore what you shouldn’t say in performance reviews and provide examples to steer clear of these pitfalls.

Negative Language

Avoid using harsh or negative language in your performance appraisal comments. Phrases like “You always” or “You never” can be demotivating and unproductive. Instead, focus on specific behaviors or incidents and provide constructive feedback.

Example: Instead of saying, “You always miss deadlines,” try, “I noticed a few instances where deadlines were not met. Let’s work together to improve your time management skills.”

Comparative Statements

Refrain from making direct comparisons between employees in your performance review examples. Using phrases like “You’re not as good as [colleague]” can create unhealthy competition and resentment among team members. Instead, concentrate on individual strengths and areas for improvement.

Example: Avoid saying, “You’re not as efficient as Sarah,” and opt for, “I believe you can further improve your efficiency by implementing time-saving techniques.”

Vague Feedback

Performance review phrases that lack specificity can be frustrating for employees. Avoid vague comments like, “You need to do better” or “Your work has room for improvement.” Instead, provide clear examples and suggest actionable steps for improvement.

Example: Say, “Your recent project lacked detailed documentation. To improve, please make sure to document all processes thoroughly for future projects.”

Personal Criticisms

Keep your performance appraisal comments focused on work-related matters. Avoid making personal criticisms or judgments about an employee’s character or personality.

Example: Don’t say “You’re too introverted for this role,” and opt for, “To excel in this role, consider taking on more proactive communication and teamwork initiatives.”

Unsubstantiated Claims

Ensure that your performance review examples are based on observable and documented behaviors. Avoid making unsupported claims or accusations.

Example: Instead of stating, “You’re always late,” provide evidence like, “I’ve noticed on three occasions this month that you arrived late to our team meetings.”

Ambiguous Praise

While praise is essential, ambiguous compliments can be ineffective. Avoid phrases like “You’re doing great” without specifying what the employee is excelling at. Instead, be specific and highlight their accomplishments.

Example: Say, “Your recent project presentation was outstanding. Your attention to detail and engaging delivery truly impressed the team.”

How to make supervisor comments and recommendations?

As a supervisor, it is your job to offer supervisor comments and recommendations to your direct reports. While this may seem like a mundane task at first, effective supervisor comments and recommendations can prove to be the most valuable out of all your performance review comments.

1. What is the point of your supervisor comments and recommendations?

Many leaders fall under the false impression that since they are a supervisor, they are under the obligation to offer comments and recommendations. Unless there is a distinct purpose behind your supervisor comments and recommendations, you should abstain from handing them out. Or you will start skirting the dangerous line into the micro-management territory!

2. Do your homework first!

To make sure your comments and recommendations as a supervisor are hitting the mark, you need to do your research and do it well! Some of the best ways to gather that information include:

• Pulse Surveys
• 360-Degree Feedback
• Anonymous Feedback
• Check-in Meetings

Here is a quick video tutorial on just how you can gather 360-degree feedback inside Microsoft Teams:

3. Focus on solutions instead of problems.

Instead of just pointing out problems, provide recommendations for improvement. Better yet, turn your feedback session into a discussion where you and your direct reports brainstorm on fixing any existing problems together. Supervisor comments and recommendations are opportunities to show your team that you’re in it together.

Related Posts:

Written by emre ok.

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

Best Performance Review Tips for Employees – 2024

6 Types of Employee Recognition: Best Practices + Examples

Performance review phrases for employee evaluation (with examples)

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

TABLE OF CONTENTS

Performance review comments example

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

PHRASES FOR PERFORMANCE EVALUATION

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

Performance review closing comments

• Do performance reviews with software ✅

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

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

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

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

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

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

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

Performance review strength

Example Phrases for addressing employee strengths:

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

Performance review weakness

Example Phrases for addressing employee weaknesses:

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

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

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

Performance review phrases collaboration

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

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

Meets or Exceeds Expectations

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

Below Expectations

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

Performance review teamwork phrases

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

Performance review phrases for teamwork

Meets expectations

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

Below expectations

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

Performance review phrases professionalism

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

Meets or exceeds expectations

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

Performance review phrases attendance

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

Attendance and punctuality performance review sample

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

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

Employee performance review phrases attendance

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

Performance review comments quality of work

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

Productivity and quality of work performance review examples

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

Performance review phrases adaptability

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

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

Performance review communication skills comments

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

Performance review phrases communication skills

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

Performance review phrases for innovation and creativity

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

Creativity performance review phrases

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

Accountability performance review phrases

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

Performance review accountability

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

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

Performance review customer focus

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

Performance review phrases for customer focus

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

Performance review phrases decision making

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

Performance review phrases problem solving

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

Performance review phrases for dependability

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

Performance review phrases reliability

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

Performance review phrases integrity

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

Performance appraisal phrases for integrity

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

Performance review phrases flexibility

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

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

Performance review for leadership

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

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

Performance review comments initiative

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

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

Employee performance review comments job knowledge

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

Performance review job knowledge phrases

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

Planning and organizing performance review phrases

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

Meets or exceed expectations

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

Performance review phrases time management

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

Performance review time management phrases

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

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

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50 Self-Appraisal Comments For Your Next Performance Review

Performance reviews can be jittering for anyone, particularly when it comes to self-appraisal or self-evaluation. It is often difficult to analyze what to say and what to omit while writing a self-evaluation.

This article will help you see how self-appraisal is essential to performance management and learn 50 phrases that you can use during your performance appraisal.

Self-appraisal is also known as self-assessment, and it is a popular tool used by managers to assess their employees’ performance. It is the opportunity for employees to shine and evaluate their own performance during the time of promotions or feedback. These performance appraisal processes act as a bridge between the expectations set and the performance.

These assessments create a medium for open communication, improved interpersonal skills , and opportunities and developments in the workplace. It provides employees the chance to discuss personal issues and their progress. Also, it helps an employee to showcase their skills with team members and show their managers their potential—a type of self-criticism an employee needs to maintain healthy work progress.

Now that you have known about self-appraisal comments let’s delve a little deeper into it.

Want to deliver a holistic and impactful appraisal to your employees?

Benefits of self appraisal.

Self-appraisal is a significant part of your performance review , because it reflects your self-awareness and professional development. As an employee, it is important to be self-aware because you become conscious about your strengths and weaknesses and how others perceive you. Higher the sense of awareness, higher the chances of having better self-confidence, stronger relationships, and enhanced decision-making and problem-solving skills .

Self-awareness helps you improve on an individual level and grow professionally which impacts the company’s growth as well. Research by Kerry Fong Institute shows that employees working in poor-performing organizations had 20 percent more blind spots than employees who work at financially equipped organizations.

50 Self Appraisal Comments to Use in Your Next Performance Review

First and foremost, when you are writing a self-appraisal for yourself, you must keep the following factors in mind.

What you must continue doing- Remember to mention your contributions towards the team, your accomplishments, time management, and work efficiency.

Recognize your blind spots- Understand what affects your peers or managers negatively with your specific doings.

What you must start doing- Now is the time to start doing new projects to come out of your comfort zone.

Once you've done this analysis, you are ready to write your self-evaluation comments.

Now, without further ado, let’s take a dig at 50 sample self-appraisal comments you can use on your next performance review.

Communication

• With strong communication skills , I communicate my expectations to my team without being imposing.
• I can communicate effectively on various levels in our company.
• I can take and give constructive feedback and deal well in sensitive situations.
• I convey my ideas and opinions effectively to different teams and individuals.
• I share information transparently with peers for team success.
• I can communicate with clients with a convincing speech.
• If my peers have done an excellent job, I never fail to appreciate them, either personally or publicly.

Job Performance

• I am proud of my job, and I value my responsibilities.
• I never hesitate to participate in challenging tasks and go above and beyond.
• I take my job responsibilities seriously and believe in working in a team-oriented work environment.
• With sheer dedication, I have exceeded my (mention your goal) performance goal by (mention the numbers).
• I have decreased (e.g. costs and customer churn) by (insert specific number here) percent.
• I always challenged myself to become a better performer every day.
• I gladly help my peers by collaborating and assisting them in difficult situations.

Reliability

• I never fail on my commitments and continuously keep them informed about the challenges I incur.
• I have completed (Add numbers) percent of my decided deadlines.
• I refrain from procrastination and possess good time management skills .
• I tend to plan and prioritize my meetings with clients and the team.
• I am always on time and always start my day with enthusiasm and positivity.
• I never hesitate to seek guidance from my leaders whenever necessary.
• I follow proper email etiquette while replying to customers and peers.

Customer Orientation

• I can very well handle irate and hostile customers by (explain your tactics).
• I actively listen to customers to decipher their point of view.’
• I never fail to update our customers about the recent ongoings and products.
• I have achieved a total of (specify numbers) on my customer service survey.
• I work continuously to enhance the customer experience (mention the examples)
• I always try to think from the customer’s point of view to understand their psyche and perspective towards us.

Would you like to send meaningful appreciation messages to your teammates?

Innovation and creativity.

• I keep looking forward to improving our work processes continually.
• If you noticed, my idea of (mention the idea) has been a success, showing my creativity.
• I have an eye-for-detail and always think out-of-the-box while looking for solutions.
• I still collaborate with the team while brainstorming and come up with new ideas.
• I faced multiple challenges like (mention the challenges), but I successfully tackled it by (mention the solution).
• I try to think from everyone’s perspective and find solutions that benefit everyone.
• I can adapt to new predicaments quickly and open to possibilities.

Growth and Development

• My personal goal is my priority, and I set my personal development.
• I keep myself updated with recent trends and apply them in my work regularly.
• My commitment to my work adds to my personal growth, and I believe in training to improve my skills.
• I continuously seek opportunities to connect with employees from various fields.
• I take progressive steps towards achieving my goals and visualize my long-term plans.
• I am a quick learner and can quickly adapt to changes.
• I am curious and always tend to learn new things.

Opportunities for Improvement

• Even though I am transparent, I have noticed my team doesn’t think I am, and I will work on it further.
• I have a knack for customer service, yet I need to follow up more often, and I am continually working on it.
• I always have positive thinking, yet some people find it difficult to hold a conversation with me, and I want to break this misconception.
• I have good communication skills, but I need to work on my public speaking skills as it gets difficult to interact with large groups sometimes.
• Sometimes, I tend to get stuck with only one task; I need to enhance my multi-tasking skills.
• I have many ideas to share, but sometimes I feel shy to share everything.
• I know my team’s needs, yet sometimes I fail to work according to the work calendar.
• Even though I am a happy-go-lucky person, people still mistake me for being arrogant and rude. Even though I value my peers, I can sometimes come across as unapproachable.
• Sometimes, I forget to probe and ask for suggestions and keep working solo; there, I need to improve and become more proactive.

Writing self-appraisal comments can sometimes become tedious and lengthy, but it holds immense importance in one’s personal growth and company growth. For your next performance review, remember to put some of these phrases into practice and let us know if it was helpful.

This article is written by Gautam Gayan . He works as a Content Marketer at Vantage Circle . Apart from being a passionate content creator for HR services and employee engagement, Gautam is a theatre enthusiast, an avid reader and an aspiring poet. For any related queries, contact [email protected]

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600 Helpful Examples of Performance Evaluation Comments

By Status.net Editorial Team on April 5, 2024 — 34 minutes to read

• Work Ethic Performance Review Comments Part 1
• Problem-Solving Skills Performance Evaluation Phrases Part 2
• Adaptability Performance Review Phrases Part 3
• Communication Skills Performance Review Phrases Part 4
• Teamwork and Collaboration Evaluation Comments Part 5
• Leadership Abilities Performance Review Phrases Part 6
• Technical Skills Performance Evaluation Comments Part 7
• Interpersonal Skills Performance Review Examples Part 8
• Self-Management Performance Review Examples Part 9
• Innovation and Creativity Performance Evaluation Examples Part 10
• Customer Service Performance Review Phrases Part 11

Performance reviews don’t have to be tough for managers or their teams. You can make them better and less stressful by knowing the right things to say, and this article gives you a list of simple comments you can use in reviews, sorted by the skills they relate to.

Part 1 Work Ethic Performance Review Comments

Consistency and reliability evaluation examples.

• You consistently meet deadlines and can be counted on to finish tasks.
• Your attendance record is impeccable, and you rarely take unexpected days off.
• You handle high-pressure situations with grace and remain productive.
• You deliver quality work consistently, which makes you a valuable team member.
• Your coworkers appreciate that they can rely on your steady performance.
• You maintain a high level of energy throughout the day.
• Your determination ensures that every task is completed to the best of your ability.
• You consistently exceed expectations with the quality of your work.
• Peers know that they can delegate tasks to you with confidence.
• You have a strong record of being prompt and ready to contribute when needed.

Weaknesses:

• Occasionally, your work may lack consistency when juggling multiple tasks.
• You could improve upon following up on tasks after initial completion.
• There are moments when your focus on details wanes, affecting reliability.
• You sometimes prioritize less important tasks, affecting overall productivity.
• Your performance occasionally drops under stressful circumstances.
• You’ve been known to require reminders on tasks you’ve committed to.
• Deadlines have been missed a few times, which has impacted team performance.
• You could work on maintaining steadiness in your attitude towards repetitive tasks.
• Reliance on team members for problem-solving could be reduced with more confidence.
• Balancing quality and speed is sometimes a challenge for you.

Time Management Performance Evaluation Examples

• You are skilled at prioritizing tasks and managing your time effectively.
• You rarely rush to complete tasks and consistently manage deliverables well before deadlines.
• Your planning skills are excellent, allowing you to allocate time for all tasks judiciously.
• You utilize time-saving strategies that increase your productivity without compromising quality.
• You make smart decisions on the fly that prevent wasted time.
• You balance multiple projects successfully and manage your time to accommodate all.
• Your efficient work pace sets a good example for your peers.
• You’ve mastered the skill of estimating how much time tasks will take.
• You delegate appropriately, which aids in effective time management.
• You have a talent for recovering lost time and getting back on schedule.
• You occasionally underestimate the time required for tasks, leading to delays.
• Procrastination has sometimes pushed you to complete tasks at the last minute.
• You could improve your ability to identify tasks that can be delegated.
• Time management during unexpected setbacks isn’t always effective.
• Balancing time between tasks and breaks has room for improvement.
• You sometimes spend too much time perfecting details on tasks that are less critical.
• Distractions can lead you off course and away from more immediate priorities.
• Overcommitting to tasks can sometimes jeopardize your time management.
• Prioritizing tasks based on importance rather than preference is an area for growth.
• You have been overly optimistic about how many tasks you can handle simultaneously.

Professionalism Evaluation Examples

• You consistently demonstrate respect and courtesy in all professional interactions.
• Your attire and demeanor are always appropriate for the workplace.
• You remain composed and professional, even in stressful situations.
• You show a deep respect for company policies and standards.
• You keep personal matters discreet and maintain a professional boundary at work.
• Your communication is clear, respectful, and appropriate for the audience.
• You handle criticism well and use it constructively to improve your work.
• You exhibit a positive attitude that lifts the mood of the entire team.
• Your behavior sets a positive example for new team members.
• You are adept at keeping non-work topics out of professional discussions.
• You occasionally allow personal calls or texts to interrupt your work.
• Attention to professional dress code could be more consistent.
• Maintaining professionalism during unexpected challenges needs attention.
• You sometimes forget to filter personal opinions in professional settings.
• There is a tendency to let stress affect your professional interactions.
• Balancing assertiveness and diplomacy is an area for growth.
• You could be more consistent in separating work and personal life.
• Let’s non-work topics provoke you more than they should.
• You could demonstrate more initiative in taking on professional development opportunities.
• Setting boundaries between personal and professional life could be improved.

Part 2 Problem-Solving Skills Performance Evaluation Phrases

Analytical thinking evaluation examples.

• You analyze issues systematically and come up with logical conclusions.
• You identify key components of a problem quickly and accurately.
• Your ability to break down complex issues into manageable parts is commendable.
• You employ a methodical approach to problem-solving that is effective.
• You consistently use relevant data to inform your problem-solving process.
• You excel at distinguishing between correlation and causation in complex scenarios.
• You adeptly prioritize issues to focus on the most critical problems first.
• You show an excellent capability for critical thinking and evaluating different viewpoints.
• You have a knack for identifying underlying problems that are not immediately apparent.
• You avoid jumping to conclusions and take the time to analyze the facts.
• You tend to over-analyze problems, which can lead to decision paralysis.
• You can be slow to identify the key components of complex issues.
• You sometimes miss the broader implications of a problem when focusing on details.
• You may rely too heavily on data, overlooking the need for gut-instinct decisions.
• You occasionally struggle to prioritize issues, which affects your efficiency.
• You are sometimes challenged by distinguishing relevant from irrelevant data.
• You might avoid making decisions due to fear of making the wrong choice.
• A tendency exists for you to overlook creative solutions when analytically solving problems.
• You can improve your critical thinking by considering a wider range of perspectives.
• At times, you might not communicate your analytical insights effectively to the team.

Creative Solutions Evaluation Examples

• You consistently devise innovative solutions to complex problems.
• You bring a fresh perspective to challenges, leading to unexpected breakthroughs.
• Your creativity often saves time and resources when addressing challenges.
• You have an innate talent for out-of-the-box thinking.
• You are adept at improvising when confronted with new issues.
• Your ability to see connections where others don’t leads to creative problem-solving.
• You are skilled at brainstorming sessions, contributing valuable ideas.
• You are not afraid to take calculated risks for the sake of innovative solutions.
• You handle ambiguity well, often turning it into an opportunity for creative solutions.
• You inspire your colleagues by showcasing how a creative approach can yield results.
• You sometimes focus too much on creativity and overlook the tried-and-tested solutions.
• There is a tendency for you to suggest ideas that are not practical for implementation.
• You occasionally prioritize novelty over functionality in problem-solving.
• You might rush to implement new ideas without fully considering their viability.
• You can improve on balancing creative thinking with practicality.
• You may benefit from focusing more on developing complete solutions rather than just imaginative ones.
• A pattern exists where you underestimate the time and effort needed to implement creative ideas.
• You might struggle to convince others of the value of your unconventional approaches.
• You could enhance your creativity by exposing yourself to more diverse viewpoints.
• At times, you might not follow through on innovative ideas, leaving them untested.

Part 3 Adaptability Performance Review Phrases

• You readily adjust your approach when faced with new challenges.
• You maintain composure and clarity of thought during unexpected changes.
• You quickly learn from setbacks and apply lessons to future problem-solving.
• Your flexibility allows for seamless transitions between tasks and roles.
• You skillfully juggle multiple tasks, adapting as priorities shift.
• You are always open to new methods and willing to abandon outdated practices.
• You demonstrate resilience when your initial problem-solving attempts are unsuccessful.
• You stay informed about industry trends, enabling you to anticipate and adapt to changes.
• You encourage others to embrace change and adapt their problem-solving strategies.
• You balance consistency with flexibility, understanding when each is needed.
• You can improve on how quickly you adapt to new situations.
• When plans change, you occasionally have difficulty adjusting your expectations.
• You sometimes resist new methodologies due to comfort with current practices.
• Learning from mistakes could be an area for your growth, to avoid repetition of errors.
• You may find it hard to balance multiple tasks when priorities shift.
• You could be more proactive in seeking new methods and strategies for problem-solving.
• Resilience in the face of unsuccessful attempts could be stronger.
• You might benefit from a greater awareness of industry trends to better anticipate changes.
• Encouraging others to adapt might not come naturally to you, but you can improve in this area.
• You can develop a clearer balance between when to be consistent and when to be flexible.

Part 4 Communication Skills Performance Review Phrases

Articulation and clarity evaluation examples.

• You articulate your thoughts clearly and confidently in meetings.
• You convey complex information in a way that’s easy to grasp.
• Your ability to explain is reflected by low instances of miscommunication.
• You use language effectively to persuade and inform your colleagues.
• Your presentation skills are polished, creating engaging and impactful sessions.
• You maintain a clear and concise style of communication.
• Your emails and reports are consistently well-structured.
• In discussions, you stay on topic and contribute insightful points.
• You are adept at translating technical jargon into everyday language.
• You possess a strong vocabulary that enriches your verbal and written communication.
• You sometimes struggle to make your point succinctly.
• Technical terms and jargon often cloud your message.
• You tend to provide more detail than necessary, leading to information overload.
• Your ability to articulate your thoughts under stress needs improvement.
• Non-verbal cues like facial expressions and gestures are sometimes inconsistent with your words.
• In writing, you struggle to maintain a clear flow of ideas.
• Your instructions sometimes lack clarity, causing confusion.
• During presentations, you occasionally go off-topic.
• You occasionally assume knowledge on the part of the listener, leading to misunderstandings.
• You have had instances of misinterpretation when explaining complex subjects.

Active Listening Evaluation Examples

• You give speakers your full attention, which encourages open communication.
• You’re skilled at picking up on non-verbal cues in conversations.
• You effectively summarize and reflect on what’s been said to ensure understanding.
• You patiently allow others to speak without interruption.
• You ask relevant questions that demonstrate your engagement in the conversation.
• Your eye contact with speakers is steady, showing your interest.
• You consistently provide feedback that acknowledges the speaker’s points.
• You recognize the importance of listening to all ideas before responding.
• You avoid getting distracted, maintaining a focus on the speaker.
• You encourage others to contribute, improving team communication.
• You occasionally interrupt others while they’re speaking.
• Sometimes you miss key details because of multitasking during conversations.
• Your body language at times shows a lack of interest in the discussion.
• You tend to give premature advice before hearing the full story.
• You struggle with jumping to conclusions before the speaker is finished.
• Your responses sometimes indicate a misunderstanding of the speaker’s points.
• You find it challenging to maintain attention in longer meetings.
• You rarely ask questions, which may suggest you’re not fully engaged.
• You might not always recall important details of previous discussions.
• You can sometimes focus too much on formulating a response rather than listening.

Constructive Feedback

• You offer feedback that is specific, helpful, and targeted towards growth.
• You can highlight strengths while also providing advice for improvement.
• Your comments are always respectful, regardless of the situation.
• You deliver feedback in a manner that is motivating rather than discouraging.
• You are receptive to feedback and use it to better your own communication.
• You facilitate an environment where feedback is seen as a tool for development.
• You ensure that your feedback is timely, enhancing its effectiveness.
• When giving feedback, you stay focused on behavior and actions rather than personal attributes.
• You demonstrate empathy when delivering potentially difficult feedback.
• You balance praise and constructive criticism well.
• Your feedback can sometimes lack specificity, making it hard to act on.
• You have a tendency to focus on negatives more than positive achievements.
• You might delay providing feedback, which reduces its impact.
• Your attempts at constructive criticism can occasionally be perceived as personal attacks.
• You are sometimes defensive when receiving feedback from others.
• You occasionally forget to follow up on feedback provided to ensure understanding.
• You might not always tailor your feedback to the individual’s style of receiving it.
• There are times when your feedback lacks clear actionable steps.
• When overwhelmed, you may provide cursory feedback that lacks depth.
• You rarely provide recognition for improvements following feedback.

Part 5 Teamwork and Collaboration Evaluation Comments

Conflict resolution evaluation examples.

• You tackle disagreements constructively to find mutually beneficial outcomes.
• Your diplomatic approach to conflicts fosters a respectful work environment.
• You actively listen to your team members’ concerns and facilitate a fair discussion.
• Your skills in mediation often turn potential conflicts into positive dialogues.
• You remain impartial during disputes, ensuring that all sides are considered.
• Your ability to stay calm under pressure prevents conflicts from escalating.
• You prioritize finding solutions over assigning blame when resolving team disputes.
• Your open-mindedness allows you to see conflicts from various perspectives.
• You possess strong negotiation abilities that help you resolve differences quickly.
• You encourage a culture of openness which helps prevent misunderstandings.
• Sometimes you avoid confrontations that can lead to unresolved team issues.
• You occasionally rush conflict resolution, which can leave some issues unaddressed.
• Your reluctance to give candid feedback may allow conflicts to recur.
• At times, you prioritize being liked over making the necessary tough decisions.
• You struggle with handling conflicts involving strong personalities.
• You may be too compromising, resulting in solutions that don’t satisfy everyone involved.
• Your discomfort with conflict can make you less effective in heated discussions.
• You sometimes take criticism personally, which can cloud your judgment in resolving conflicts.
• Your hesitation to step in early sometimes allows small issues to become bigger problems.
• At times, you focus too much on details and forget the bigger picture in conflict situations.

Contribution to Team Goals

• You consistently meet your individual targets, contributing positively to the team’s objectives.
• Your proactive attitude drives the team forward and motivates others to contribute.
• You clearly understand the team’s goals and align your efforts to achieve them.
• Your innovative ideas have a significant impact on the team’s success.
• You excel in identifying tasks that advance the team’s goals and work diligently to complete them.
• Your ability to align personal objectives with team targets enhances group unity.
• You frequently volunteer for assignments that support the team’s objectives.
• Your foresight in planning ensures that your contributions are timely and effective.
• You regularly set challenging yet achievable goals for yourself that benefit the teamwork.
• You understand and leverage your strengths to maximize your contributions to the team.
• You occasionally focus too much on individual tasks, neglecting the team’s broader objectives.
• Your tendency to work in isolation can sometimes hinder collaborative efforts.
• You may hesitate to take on tasks outside of your comfort zone that could aid in achieving team goals.
• At times, your contributions are limited by a lack of awareness of the team’s needs.
• Your reluctance to take on leadership roles can slow down team progress.
• You sometimes underestimate the time and effort required for tasks, impacting the team’s goals.
• You occasionally miss opportunities to offer help outside of your assigned tasks.
• Your difficulty in delegating can lead to personal overload and less contribution to the team.
• You may resist changing your approach, even when it’s not aligning with team objectives.
• You sometimes fail to prioritize tasks that would more directly contribute to the team’s success.

Supporting Team Members Evaluation Examples

• You are always available to help your colleagues, which strengthens team collaboration.
• Your mentorship of newer team members accelerates their integration and productivity.
• Your encouragement and recognition of others’ achievements boost team morale.
• You actively share your knowledge and expertise, which helps the entire team grow.
• Your positive and inclusive approach makes everyone feel valued and engaged.
• Your attentiveness to others’ needs ensures that support is given where it’s most effective.
• You adapt your working style to complement others, creating a more cohesive team.
• You are skilled at providing constructive feedback that nurtures your colleagues’ development.
• Your willingness to step in during others’ absences keeps the team running smoothly.
• You recognize the importance of celebrating team successes together.
• You are sometimes too focused on your own tasks to notice when colleagues need support.
• Your discomfort with giving feedback can lead to missed opportunities for team improvement.
• Your busy schedule may prevent you from offering the support your teammates need.
• You might struggle to balance your workload with the time required to assist others.
• You occasionally withhold information that could be beneficial to your team members.
• Your inconsistent availability makes it difficult for team members to rely on you for support.
• You may be overly critical, which can discourage team members rather than help them improve.
• Your reluctance to ask for help can set a tone that asking for support is a sign of weakness.
• You sometimes fail to recognize the achievements of your team members, affecting their motivation.
• You may not always be aware of the personal strengths and weaknesses of your teammates, which can lead to inefficient collaboration.

Part 6 Leadership Abilities Performance Review Phrases

Decision making performance evaluation examples.

• You analyze all available information before making an informed choice.
• You reliably make tough decisions under pressure, demonstrating your resolve.
• Your decisiveness is a catalyst for team progress and morale.
• You consider the long-term impact of your decisions, which benefits the whole team.
• You weigh the pros and cons effectively, leading to sound business choices.
• You gather diverse perspectives before finalizing a critical decision.
• Your ability to make strategic decisions contributes positively to our goals.
• You use a combination of data and intuition to guide your decision-making process.
• You show confidence in your decisions, which instills trust in your team.
• You are quick to make decisions, keeping projects moving forward efficiently.
• Sometimes you hesitate, which can delay decision-making processes.
• At times, you can make decisions without consulting others who will be affected.
• You tend to avoid making tough calls, which can create bottlenecks.
• Occasionally, you overlook important details that could affect outcomes.
• You might rush decisions without thoroughly considering all aspects.
• Your reluctance to take risks can hinder innovation and growth.
• You can be indecisive when faced with ambiguous situations.
• At times, you might prioritize your own perspective over collective input.
• You have shown a tendency to second-guess your decisions, creating uncertainty.
• You might not always adapt your decision-making to new information quickly enough.

Delegation and Empowerment

• You delegate tasks effectively, playing to each team member’s strengths.
• You empower your team by entrusting them with meaningful responsibilities.
• Your delegation skills bolster team confidence and skill-building.
• You ensure everyone has clarity on their roles and expectations after delegation.
• You’re adept at recognizing when to step in and when to let team members take the lead.
• Your approach to delegation increases overall team productivity.
• You foster independence in your team, which encourages professional growth.
• You use delegation to effectively balance your workload and focus on strategic planning.
• You support delegated tasks with appropriate resources and guidance.
• You provide constructive feedback that helps team members grow post-delegation.
• You sometimes delegate without providing clear directions, which can lead to confusion.
• You might hesitate to delegate key tasks, leading to overburdening yourself.
• You occasionally assign tasks to people who are not yet ready for them.
• You may overlook ensuring accessibility to needed resources for delegated tasks.
• You can micromanage, which discourages autonomy in your team.
• You might not delegate enough, limiting your team’s development opportunities.
• You avoid delegating high-stakes tasks, even when others are capable.
• You can delegate without considering individual team member workload.
• You tend to delegate without follow-up, which can lead to tasks falling through.
• You sometimes neglect to give credit for accomplishments on delegated tasks.

Vision and Goal Setting Performance Evaluation Examples

• You set clear, achievable goals that align with our overall vision.
• You articulate the vision in a way that motivates and inspires your team.
• Your goal-setting provides a road map that guides the team’s efforts effectively.
• You involve your team in the goal-setting process, fostering ownership and commitment.
• You set aspirational yet realistic targets that challenge and stretch the team’s capabilities.
• You reassess and adjust goals as needed to reflect changing circumstances.
• Your consistent communication ensures everyone is aligned with the team’s vision.
• You prioritize your goals and focus the team’s energy where it’s most impactful.
• You recognize and celebrate progress towards goals, which boosts morale.
• You provide the resources and support necessary to achieve set goals.
• You may set goals that are too ambitious, causing overwhelm and burnout.You sometimes lack clarity in your vision, which can confuse team priorities.
• Occasionally, your goals aren’t sufficiently aligned with broader company objectives.
• You might not communicate goals effectively to all team members.
• You can neglect to measure progress, which can lead to a lack of accountability.
• Your goals might sometimes reflect personal ambitions over team capacity.
• You sometimes fail to adjust goals when new information suggests a need for change.
• You may not involve the team in goal formulation, limiting their investment.
• You might overlook celebrating small wins, which can dampen enthusiasm.
• You occasionally set goals without a clear plan for achieving them, leading to uncertainty.

Part 7 Technical Skills Performance Evaluation Comments

Proficiency in required tools.

• You quickly master new software relevant to your job.
• Your typing speed exceeds the team average, boosting your productivity.
• You efficiently use advanced features of industry software.
• You display in-depth knowledge of the tools required for your role.
• You regularly use shortcuts and features in tools that save time.
• You have expert-level knowledge of essential programs.
• Your file organization enhances the accessibility for the team.
• You adapt swiftly to new tools introduced to your workflow.
• You demonstrate thorough understanding and efficient use of collaborative platforms.
• You assist colleagues with technical difficulties in software.
• You sometimes struggle with complex functions of standard software.
• Your hesitance to use new tools can delay your workflow.
• You frequently need help with technical issues.
• You avoid using software features that could improve your work.
• You tend to stick to known tools, missing out on more efficient alternatives.
• Your file management makes it difficult for others to navigate shared resources.
• You have yet to master the fundamental functions of some core programs.
• You are slow to adopt updates and new versions of existing software.
• You could improve your knowledge of productivity software used daily.
• You let technical issues hinder your work rather than seeking timely solutions.

Technical Problem Solving

• You systematically approach technical issues and resolve them efficiently.
• Your ability to troubleshoot software problems prevents downtime.
• You have an analytical mindset that helps in identifying technical glitches quickly.
• You often come up with innovative solutions to technical challenges.
• Your documentation of resolved issues aids in knowledge sharing.
• You take proactive steps in managing technical risks before they become an issue.
• Your critical thinking leads to fewer repeat issues.
• You research to enhance your problem-solving tactics.
• You practice patience when unraveling complex technical problems.
• Your teaching of problem-solving techniques to peers strengthens the team.
• You may become stressed when facing unexpected technical problems.
• Your approach to troubleshooting lacks a structured methodology.
• You are reluctant to ask for help when a technical issue is beyond your expertise.
• You tend to apply temporary fixes rather than searching for long-term solutions.
• Your documentation of technical solutions is sometimes incomplete.
• You avoid preemptive action on technical problems, leading to larger issues.
• You could enhance your critical evaluation skills to solve technical problems more effectively.
• You rely on others for information rather than conducting your own research.
• Your frustration with complicated issues can affect your efficiency.
• You hesitate to share successful problem-solving strategies with colleagues.

Up-to-Date With Industry Standards

• You actively follow industry news and apply relevant updates to your work.
• You attend workshops to stay informed about current technologies.
• Your knowledge of industry standards ensures compliance and efficiency.
• You are familiar with the latest trends and incorporate them into your projects.
• You maintain certifications crucial to your field.
• You advocate for practices that align with current standards.
• You subscribe to professional journals to keep your knowledge fresh.
• You often recommend new methods that enhance productivity and quality.
• You frequently mentor colleagues on industry best practices.
• Your understanding of cutting-edge technologies positions you as a team resource.
• You haven’t updated your technical certifications in several years.
• You are sometimes unaware of new regulations affecting your industry.
• You could benefit from more active participation in professional networks.
• You rarely read professional publications which can limit your industry insights.
• You’re hesitant to adopt industry standards that could improve work quality.
• You don’t always ensure your skills align with evolving industry requirements.
• You overlook opportunities for professional development related to industry changes.
• Your reluctance to embrace new technologies can leave you behind industry peers.
• You seldom engage with thought leaders and innovators in your field.
• You neglect to teach new standards and practices to your team.

Part 8 Interpersonal Skills Performance Review Examples

Effective interpersonal skills are pivotal in fostering a collaborative work environment. They enable you to interact harmoniously with colleagues and build strong professional relationships. These skills encompass empathy, relationship building, and cultural competence, which define how you communicate, understand, and respect the diverse perspectives within your team.

Empathy and Understanding Evaluation Examples

• You often recognize the feelings of others and respond with appropriate care.
• Your ability to listen actively makes your colleagues feel valued.
• You demonstrate patience when helping team members through challenges.
• Your keen sense of perception enables you to notice when someone is struggling.
• You always make time to assist others, even when your own workload is heavy.
• You communicate understanding even in high-pressure situations.
• Your supportive feedback helps improve team morale.
• You have a talent for de-escalating conflicts with your calm demeanor.
• You exhibit genuine interest in the well-being of your peers.
• Your tendency to give others the benefit of the doubt fosters a positive team dynamic.
• Sometimes you overlook the emotional cues of your colleagues.
• You find it challenging to balance empathy with objective decision-making.
• You might hesitate to provide direct feedback for fear of offending others.
• At times, you prioritize your own tasks over supporting your colleagues.
• Your response to others’ stress can occasionally come across as dismissive.
• You may struggle to manage your emotions during team conflicts.
• There’s room to develop a more approachable demeanor when under stress.
• You’ve been known to withdraw from team discussions when there is tension.
• Your comfort level with different personalities could use improvement.
• Sometimes you miss the opportunity to show empathy because of your focus on task efficiency.

Building Relationships Evaluation Examples

• You maintain open lines of communication with team members.
• Your friendly attitude contributes to a warm team environment.
• You consistently show appreciation for the efforts of your colleagues.
• Your efforts to include all voices in discussions do not go unnoticed.
• You’re often the one who initiates team-building activities.
• You have a knack for remembering and acknowledging your teammates’ milestones.
• Your willingness to share credit enhances team unity.
• Your positive and welcoming nature encourages new ideas.
• You have a reputation for being trustworthy and dependable.
• Your capacity to navigate interpersonal dynamics helps resolve conflicts.
• You tend to stick with familiar colleagues rather than reaching out to new team members.
• You occasionally let personal biases affect your professional relationships.
• You’ve struggled to maintain relationships through prolonged virtual work.
• You may avoid tough conversations that are necessary for relationship-building.
• Sometimes, your networking efforts might seem disingenuous.
• You can be too competitive, which might strain relationships with peers.
• Your interactions with others are sometimes too task-focused, missing personal touches.
• You might hesitate to share constructive criticism that can strengthen work relationships.
• Occasionally, you wait for others to reach out first, which can slow relationship development.
• You might focus on your department’s needs without considering cross-departmental relationships.

Cultural Competence Evaluation Examples

• You display an awareness of different cultural practices and respect their importance.
• You actively participate in diversity and inclusion training sessions.
• You encourage the inclusion of diverse traditions in team events.
• Your communication style is respectful of varied cultural backgrounds.
• You often step up to mediate when cultural misunderstandings arise.
• You’re adept at adapting your workstyle to fit a variety of cultural contexts.
• Your curiosity about different cultures enriches team knowledge.
• You champion initiatives that promote cultural awareness within the team.
• You recognize the contributions of all cultural perspectives in problem-solving.
• Your global mindset enhances collaboration across international teams.
• You may inadvertently use colloquialisms that not all cultures understand.
• You sometimes struggle with adjusting your communication style for different cultural norms.
• You may not always be up to date on cultural etiquette, leading to misunderstandings.
• You occasionally forget to account for cultural holidays when scheduling team activities.
• You might not always consider the cultural dimensions of team decisions.
• You sometimes miss opportunities to incorporate cultural considerations in your projects.
• You could benefit from more exposure to varied cultural perspectives.
• Your approach to cultural diversity in the workplace is sometimes too passive.
• You may rely too heavily on colleagues from certain backgrounds to educate others.
• You’ve experienced challenges when collaborating with teams from different cultural settings.

Part 9 Self-Management Performance Review Examples

Self-motivation evaluation examples.

• You consistently demonstrate an eagerness to tackle new challenges.
• You display a strong commitment to achieving personal and professional goals.
• You often take initiative without needing prompting from others.
• You have a history of surpassing targets through personal drive.
• You maintain high levels of energy and enthusiasm for your work.
• You are persistent, never giving up on tasks until they are completed.
• You actively seek out learning opportunities to enhance your skills.
• You set a positive example for others with your can-do attitude.
• You possess a strong inner drive that boosts your productivity.
• You exhibit ambition that motivates you to constantly improve.
• You sometimes struggle to find the drive to start new tasks.
• You occasionally require external motivation to engage with projects.
• You tend to procrastinate, especially on tasks that are less interesting.
• You have shown difficulties in sustaining motivation over long periods.
• You occasionally lack the initiative to tackle tasks without guidance.
• You rarely take the lead and wait to be assigned roles in team projects.
• You sometimes avoid challenging tasks outside your comfort zone.
• You can have a hard time setting and sticking to personal goals.
• You exhibit reliance on team encouragement to stay motivated.
• You have moments where you lack the drive to pursue professional development.

Stress Management Evaluation Examples

• You remain calm and effective, even under tight deadlines.
• You employ effective coping strategies to handle workplace stress.
• You maintain composure in high-pressure situations.
• Your ability to stay focused under stress is a valuable asset to your team.
• You manage stress without allowing it to affect your work quality.
• You resist burnout by balancing professional and personal life effectively.
• You keep a level head and make sound decisions in stressful circumstances.
• You prioritize tasks well, reducing stress by avoiding last-minute rushes.
• Your resilient attitude helps you bounce back from setbacks quickly.
• You channel stress into positive actions and outcomes.
• You tend to become overwhelmed when facing multiple deadlines.
• You occasionally let stress affect your interactions with colleagues.
• You find it hard to concentrate when stressed, affecting productivity.
• You sometimes overlook stress-coping methods, leading to burnout.
• You can improve on seeking support when feeling overburdened.
• You occasionally take on too much, which can increase stress levels.
• Under stress, you have lapses in attention to detail.
• You might benefit from better time management to alleviate stress.
• You tend to worry excessively about future tasks and responsibilities.
• Your physical health sometimes suffers as a result of workplace stress.

Independence Evaluation Examples

• You excel at working independently without the need for constant oversight.
• You are self-reliant, often solving problems on your own.
• You take ownership of your projects and see them through to completion.
• Your ability to work autonomously is a strength within your team.
• You efficiently manage your workload without supervision.
• You are proactive in finding resources you need for your tasks.
• You make well-considered decisions without relying heavily on others.
• You prioritize effectively, which bolsters your independent work.
• You confidently navigate through unexpected challenges on your own.
• You demonstrate self-sufficiency in meeting your responsibilities.
• You sometimes hesitate to make decisions without input from others.
• You could benefit from trusting your judgment more in independent settings.
• You tend to check in frequently, even for routine tasks.
• Your reluctance to take the lead on projects can slow progress.
• You occasionally depend on explicit instruction for routine tasks.
• You can improve on your ability to work without validation from superiors.
• You may rely on team input more than necessary.
• Your hesitancy to work independently can delay task completion.
• You sometimes lack confidence in your ability to manage tasks solo.
• You might be better off seeking opportunities to demonstrate your autonomy.

Part 10 Innovation and Creativity Performance Evaluation Examples

Originality evaluation examples.

• You frequently offer new perspectives that lead to project improvements.
• Your imaginative approaches often result in efficient problem-solving.
• You have a knack for thinking outside of the box that energizes your team.
• Your ideas are refreshing and contribute to the evolution of our work.
• You bring a creative flair that sets a high bar for innovation.
• You consistently come up with original ideas that advance our mission.
• Your ability to see things differently is an asset to the team.
• You are not afraid to challenge the status quo with inventive proposals.
• You effectively combine creativity with practicality.
• Your unique viewpoint helps us uncover hidden opportunities.
• You sometimes struggle to contribute original ideas during brainstorm sessions.
• Your suggestions tend to be safe and conventional rather than innovative.
• You may benefit from taking more risks with your creativity.
• You rarely venture beyond established ideas to suggest something novel.
• There’s a hesitance to voice unique ideas, possibly due to a lack of confidence.
• You could work on developing more distinctive solutions to common problems.
• At times, your thinking is aligned too closely with existing patterns.
• It would help if you cultivated confidence in your creative capacities.
• Encouraging self-expression could enhance your inventive output.
• There’s room to grow in showcasing your original thought processes.

Curiosity and Learning Evaluation Examples

• You display a genuine interest in learning new things that can be seen in your work.
• Your curiosity leads you to ask insightful questions that benefit project development.
• You have a commendable thirst for knowledge that keeps you well-informed.
• Your willingness to explore unfamiliar topics brings fresh insights.
• You consistently stay up-to-date with industry trends, improving our competitive edge.
• Your pursuit of learning has a positive ripple effect on your colleagues.
• You actively seek out educational opportunities to better your craft.
• You set a strong example for continual growth and knowledge expansion.
• Your ability to quickly learn and apply new concepts is impressive.
• You are always curious about how to innovate, which promotes growth.
• You might enhance your innovation by showing more eagerness to learn new skills.
• There’s a tendency to focus on what you already know rather than exploring new ideas.
• You sometimes appear reluctant to dive into unknown subjects.
• Expanding your professional knowledge could further your contribution to innovation.
• Greater openness to continual learning would positively impact your creative input.
• You could work on applying what you learn more effectively to your tasks.
• Encouraging yourself to step outside your comfort zone in learning could yield benefits.
• You may find additional inspiration by broadening your knowledge base.
• Taking more initiative in self-education could enhance your work.
• You could show more proactive interest in industry changes and learning opportunities.

Implementation of Ideas Performance Evaluation Examples

• You excel at executing ideas into successful projects that expand our capabilities.
• Your ability to transform concepts into practical applications is commendable.
• You actively work to bring your innovative ideas to life.
• Your skill in implementing plans contributes substantially to our progress.
• You have a strong record of turning brainstormed ideas into realities.
• Your creative solutions are not only unique but also executable.
• You see projects through from the idea phase to completion with finesse.
• The thoroughness of your planning ensures successful innovation implementation.
• Your follow-through on creative initiatives is an example for all team members.
• You collaborate effectively to make your ideas a tangible success.
• You could improve by translating more of your creative thoughts into action.
• Sometimes your ideas remain conceptual without moving towards execution.
• You may benefit from developing more detailed plans for your creative projects.
• Your ability to implement ideas could be enhanced with better project follow-through.
• There’s potential for growth in converting your creativity into practical outcomes.
• You could seek collaboration to boost the execution of your ideas.
• Refining your project management skills will help in actualizing your concepts.
• You might strive to balance ideation with the logistical aspects of implementation.
• While your ideas are innovative, they would benefit from more structured execution plans.
• Taking initiative in the early stages of implementation could strengthen your success rate.

Part 11 Customer Service Performance Review Phrases

Client satisfaction evaluation examples.

• Consistently receives high ratings on customer satisfaction surveys.
• You often recognize clients’ unspoken needs and go the extra mile to fulfill them.
• You create an inviting atmosphere that encourages customer loyalty.
• Recalls regular customers’ preferences, making them feel valued.
• You excel in providing personalized service that turns first-time buyers into regulars.
• You adapt to different customer personalities with ease and poise.
• You’re a keen listener, always fully attentive to the customer’s words.
• You’ve mastered the art of up-selling and cross-selling without being pushy.
• Your follow-up calls have significantly increased customer retention rates.
• Demonstrates patience and empathy, even with the most challenging customers.
• Tends to dismiss customer feedback which could be critical for service improvement.
• Sometimes you rush service, missing opportunities for deeper customer engagement.
• Embarrassment in acknowledging a company error, which may erode trust.
• Occasionally forgets to maintain efficient after-sales communication.
• Let’s frustration show when dealing with indecisive customers.
• You have been hesitant to ask probing questions that could enhance understanding.
• A few instances of miscommunicating product benefits to customers were noted.
• Your follow-ups could sometimes come off as too scripted or impersonal.
• Has received comments on being too technical in explanations, not customer-friendly language.
• At times, non-verbal cues from customers are overlooked, leading to misunderstands.

Service Efficiency Examples

• Your ability to multitask without compromising on quality is commendable.
• You consistently meet service response deadlines.
• Effectively manages peak times with prompt service and a calm demeanor.
• Your preparation and organization minimize customer waiting times.
• Demonstrates proficient use of company systems to expedite service.
• Strong problem-solving skills ensure quick and appropriate solutions.
• You record and update customer data meticulously, reducing future service delays.
• You provide clear and concise information that enhances service flow.
• Your swift handling of service tickets results in lowered waiting times for customers.
• You have a knack for prioritizing tasks for optimal service delivery.
• Occasionally allows back-to-back customer engagements to impact service quality.
• You could improve on cross-referencing resources to speed up response time.
• There have been instances of overlooking efficiency for the sake of small talk.
• Your preparation for peak service times needs improvement.
• You might over-promise on timing, creating customer disappointment.
• Sometimes forgets to log important customer interactions, leading to service gaps.
• Rare occasions of misusing company systems have caused delays.
• Needs to embrace more effective strategies to manage long queues.
• Not always up-to-date with product knowledge, which can slow down service.
• You may improve on delegating tasks to avoid service bottlenecks.

Handling Complaints Evaluation Examples

• You deftly turn customer complaints into constructive feedback.
• Handles difficult conversations with customers professionally and calmly.
• You take responsibility for mistakes and work diligently towards remedying them.
• You’ve shown adeptness in deescalating tense situations with customers.
• Employs active listening to fully understand the customer’s concerns.
• Your solution-oriented mindset has positively resolved numerous conflicts.
• You skillfully navigate company policies to accommodate customer grievances.
• Personal follow-ups on resolved complaints demonstrate your commitment to satisfaction.
• Your genuine apologies have often converted critics into advocates.
• Tailors communication to suit the emotional state of the customer, soothing frustrations.
• Sometimes, you take customer complaints personally, which can be counterproductive.
• Tendency to offer quick solutions without fully grasping the issue.
• You could show more empathy to better connect with upset customers.
• Your follow-up on resolved issues is sometimes inconsistent.
• Has shied away from assertively enforcing company policies when necessary.
• Misses opportunities to fully document complaint resolutions for the team’s learning.
• You struggle to maintain patience during prolonged complaint resolutions.
• Could use more training on conflict resolution techniques.
• Rarely, your language has been too formal, not aligning with customer emotions.
• You have been known to avoid confrontation, delaying the handling of complaints.
• Self Evaluation Examples [Complete Guide]
• 40 Examples of Leadership Self-Evaluation Comments
• 30 Examples of Teamwork Self Evaluation Comments
• 40 Competency Self-Evaluation Comments Examples
• Innovation and Creativity Self Evaluation Comments (30 Examples)
• 42 Adaptability Self Evaluation Comments Examples

Problem Solving Performance Review Phrases Examples

Related Evaluation Phrases

Problem Solving Sample Phrases To Write A Performance Appraisal Feedback

Top 13 Employee Appraisal Phrases For Problem Solving

Employee evaluation can bring a lot of problems if they are written in the wrong kind of tone. Most times, communication is made difficult by the words and the tone that we use whether on paper or face to face. Especially when it comes to the performance appraisal, it is very easy to say the wrong thing at the wrong time. Many are times when we are forbidden against using phrases that revolve around rumors, speculations, and personalities.

What are the right phrases to use?

You are doing great in communication

• You are great at communicating whatever changes that arise in your projects all the time. You always keep the managers and supervisors informed of any change or request that you need. Keep it up!
• You are useful in maintaining an actual dialogue with clients when they have technical problems. Through your bright and articulate efforts, you ensure customer's faults are sorted in a timely way.
• You're excellent at giving an honest and logical analysis. Keep it up!
• Your amazing ability to explain and lay down options and solutions in an efficient and effective way is excellent. Keep it up!

You are great at handling pressure

• You are always calm and collected even when things aren't going as planned or when there is pressure all around you. A great rare trait to possess. Well done!
• You always look beyond the obvious without stopping at the first answer you get. You explore alternatives. Well done!
• Your one strength is the fact that you are competent at diagnosing complex problems and deliver sustainable solutions. You have a unique skill that enables you to turn complex situations into simple ones. Well, Done!
• You often identify practical solutions to every roadblock. You're a real asset to the team! Great job!
• You are easily able to shift to other areas with ease and comfortably to ensure that every project runs smoothly. Great job!

You should think of improvement

• Avoiding conflicts with people is not helpful as it only builds up frustration deep within you with nothing being done to cure the problem. Facing people when problems are encountered and rectifying the problems immediately they occur is the actual treatment.
• Sometimes you are overwhelmed when faced with multiple challenges, think of simple ways to make your problems more manageable to help you solve them in a timely efficient manner.
• Do not allow demanding customers to ruin your day. If the customers are too, demanding to take a step back, collect yourself and address the matter afresh.
• Learn from your past mistakes; the same mistakes are not beneficial to the company.

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