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

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

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

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Critical Thinking Comments for Performance Review

Critical thinking comments for students, conceptual thinking comments for performance reviews, checklist for measuring critical thinking, why is critical thinking important for businesses.

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

Performance Review for Critical Thinking.

Positive Performance Review Comments about Critical Thinking

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

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

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

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

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

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

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

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

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

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

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

Your best filter.

Met Expectations Examples

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Did Not Meet Expectations Samples

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

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

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

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

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

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

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

Businesses that prioritize critical thinking are better equipped to adapt, innovate, and thrive in a rapidly changing environment.

Prioritizing critical thinking in a rapidly changing environment.

Excellent Critical Thinking Sample Phrases

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

Critical Thinking Meets Expectations Examples

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

Poor Critical Thinking Skills

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

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

Excellent Conceptual Thinking Feedback

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

The cornerstone of informed decision-making.

Meets Expectations Conceptual Thinking Feedback

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

Needs Improvement Feedback

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

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

For All Employees:

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

Specific to Restaurant Industry Roles:

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

The bridge that connects information to action.

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

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

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

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

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

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

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Performance Review Phrases

Performance Review Phrases finding the right words

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Core Competency Listing

Performance Review Phrases for Critical Thinking

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

Critical thinking is defined as having the ability to:

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

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

Some positive performance review phrases for Critical Thinking could be:

Terry always thinks through the resolution before recommending a solution

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

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

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

Some negative performance review phrases for Critical Thinking might be:

Terry makes rash decisions when faced with a problem

Terry doesn’t balance the consequences when providing a recommendation

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

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

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

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

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

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

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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.

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94 Example Performance Review Phrases and Comments for Skills and Competencies

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

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

What to Include in your Performance Evaluation

• positives and negatives.

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

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

• Goals and outlooks

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

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

• Good constructive feedback

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

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

• Sample Performance Review Phrases

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

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

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

• Communication Skills

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

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

• Achievements

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

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

• Coaching/Training Abilities

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

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

• Interpersonal Skills

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

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

• Administrative Abilities

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

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

• Innovation Skills

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

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

• Collaboration Skills

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

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

• Delegation Abilities of Employees at a Senior Level

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

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

• Attendance

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

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

• Process Improvement Skills

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

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

• Customer Experience

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

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

• Learning Skills

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

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

• Creative Abilities

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

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

• Management and Supervisory Skills

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

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

• Critical Thinking and Problem Solving Skills

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

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

• Productivity and Time Management Abilities

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

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

• Potential of an Employee

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

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

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

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

Byron Conway

Content Coordinator at EmployeeConnect

Performance review phrases for employee evaluation (with examples)

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

TABLE OF CONTENTS

Performance review comments example

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

PHRASES FOR PERFORMANCE EVALUATION

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

Performance review closing comments

Do performance reviews with software ✅

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

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

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

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

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

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

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

Performance review strength

Example Phrases for addressing employee strengths:

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

Performance review weakness

Example Phrases for addressing employee weaknesses:

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

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

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

Performance review phrases collaboration

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

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

Meets or Exceeds Expectations

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

Below Expectations

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

Performance review teamwork phrases

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

Performance review phrases for teamwork

Meets expectations

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

Below expectations

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

Performance review phrases professionalism

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

Meets or exceeds expectations

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

Performance review phrases attendance

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

Attendance and punctuality performance review sample

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

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

Employee performance review phrases attendance

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

Performance review comments quality of work

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

Productivity and quality of work performance review examples

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

Performance review phrases adaptability

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

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

Performance review communication skills comments

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

Performance review phrases communication skills

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

Performance review phrases for innovation and creativity

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

Creativity performance review phrases

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

Accountability performance review phrases

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

Performance review accountability

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

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

Performance review customer focus

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

Performance review phrases for customer focus

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

Performance review phrases decision making

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

Performance review phrases problem solving

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

Performance review phrases for dependability

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

Performance review phrases reliability

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

Performance review phrases integrity

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

Performance appraisal phrases for integrity

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

Performance review phrases flexibility

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

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

Performance review for leadership

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

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

Performance review comments initiative

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

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

Employee performance review comments job knowledge

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

Performance review job knowledge phrases

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

Planning and organizing performance review phrases

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

Meets or exceed expectations

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

Performance review phrases time management

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

Performance review time management phrases

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

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

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100 Performance Review Example Phrases & Comments for 2023

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

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

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

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

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

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

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

Communication and interpersonal skills
Creativity
Dependability
Flexibility
Quality of work

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

Example Phrases about Aptitude

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

Example Phrases about Employee Attendance

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

Example Phrases about Communication and Interpersonal Skills

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

Example Phrases about Creativity

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

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Example Phrases about Dependability

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

Example Phrases about Efficiency and Time Management

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

Example Phrases about Flexibility

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

Example Phrases about Leadership

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

Example Phrases about Quality of Work

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

Overall performance summary comments

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

Job knowledge comments

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

Development comments

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

Technical expertise comments

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

Compliance comments

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

Teamwork comments

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

Integrity comments

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

Self-appraisal comments

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

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

Example Phrases for Employees When Responding to Feedback

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

Responses to Positive Feedback

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

Responses to Critical Feedback:

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

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Additional Considerations

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

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

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

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

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

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

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100 Performance Appraisal Comments For Your Next Performance Review

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

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

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

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

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

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

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

Examples Of Performance Appraisal Comments

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

1) Attendance

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

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

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

NEED FOR IMPROVEMENT

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

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2) innovation and creativity.

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

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

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

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

3) Leadership

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

Here are some critical appraisal comments for leaders and managers.

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

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

4) Communication Skills

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

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

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

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

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

5) Collaboration and Teamwork

collaboration-and-teamwork-appraisal-comments

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

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

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

6) Time Management

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

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

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

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7) customer experience.

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

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

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

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

8) Problem Solving

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

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

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

9) Work-Ethics

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

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

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

10) Productivity

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

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

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

11) Interpersonal Skills

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

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

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

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TED talk comments to enhance critical thinking skills in an undergraduate reading and writing course

Published: 18 November 2020
Volume 26 , pages 2941–2960, ( 2021 )

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Besma Allagui ORCID: orcid.org/0000-0001-8445-5456 1

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Commenting, liking and reacting on the Internet have become ubiquitous. In almost every online interaction, people have the opportunity to show their approval of comments. It has also become common to express several other feelings such as anger, love, and compassion through emojis. Previous research suggests that “online spaces represent a cultural turn towards new democratic discourse” (Suhr 2014 , p.77) requiring readers to be critical thinkers so that they do not fall prey to readily available information. Critical thinking is an indispensable skill to teach to our students today who are also frequent users of online spaces. Unfortunately, there is little research on how “liking” a comment can be used to promote critical thinking and deep learning. This article discusses the use of a simple guided critique of online comments to encourage students to think critically about what they are reading or viewing. Data included students’ written analyses of comments posted in response to a TED talk, students’ pretest and posttest critical thinking performance scores, and students’ answers about the effectiveness of the analysis activity. Findings demonstrated that students applied four criteria to judge the plausibility of online comments (informativeness, consistency with prior belief and current context, objectivity, and format/appropriateness). Pretest and posttest comparison showed that evaluating online comments provided students with several alternatives to consider which had a positive impact on their critical thinking skills. Using comment sections is a promising instructional tool to improve critical thinking skills.

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To resist it or to embrace it? Examining ChatGPT’s potential to support teacher feedback in EFL writing

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Allagui, B. TED talk comments to enhance critical thinking skills in an undergraduate reading and writing course. Educ Inf Technol 26 , 2941–2960 (2021). https://doi.org/10.1007/s10639-020-10388-w

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Accepted : 12 November 2020

Published : 18 November 2020

Issue Date : May 2021

DOI : https://doi.org/10.1007/s10639-020-10388-w

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31 examples of problem solving performance review phrases

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You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

problem-solving-performance-review-phrases-person-at-work-talking-to-boss

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.

problem-solving-performance-review-phrases-person-talking-at-work

Performance review tips to improve problem solving

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

Madeline Miles

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

How a performance review template improves the feedback process

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Thinking Skills Self-Appraisal Phrases Examples To Examine Yourself

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Supplement to Critical Thinking

How can one assess, for purposes of instruction or research, the degree to which a person possesses the dispositions, skills and knowledge of a critical thinker?

In psychometrics, assessment instruments are judged according to their validity and reliability.

Roughly speaking, an instrument is valid if it measures accurately what it purports to measure, given standard conditions. More precisely, the degree of validity is “the degree to which evidence and theory support the interpretations of test scores for proposed uses of tests” (American Educational Research Association 2014: 11). In other words, a test is not valid or invalid in itself. Rather, validity is a property of an interpretation of a given score on a given test for a specified use. Determining the degree of validity of such an interpretation requires collection and integration of the relevant evidence, which may be based on test content, test takers’ response processes, a test’s internal structure, relationship of test scores to other variables, and consequences of the interpretation (American Educational Research Association 2014: 13–21). Criterion-related evidence consists of correlations between scores on the test and performance on another test of the same construct; its weight depends on how well supported is the assumption that the other test can be used as a criterion. Content-related evidence is evidence that the test covers the full range of abilities that it claims to test. Construct-related evidence is evidence that a correct answer reflects good performance of the kind being measured and an incorrect answer reflects poor performance.

An instrument is reliable if it consistently produces the same result, whether across different forms of the same test (parallel-forms reliability), across different items (internal consistency), across different administrations to the same person (test-retest reliability), or across ratings of the same answer by different people (inter-rater reliability). Internal consistency should be expected only if the instrument purports to measure a single undifferentiated construct, and thus should not be expected of a test that measures a suite of critical thinking dispositions or critical thinking abilities, assuming that some people are better in some of the respects measured than in others (for example, very willing to inquire but rather closed-minded). Otherwise, reliability is a necessary but not a sufficient condition of validity; a standard example of a reliable instrument that is not valid is a bathroom scale that consistently under-reports a person’s weight.

Assessing dispositions is difficult if one uses a multiple-choice format with known adverse consequences of a low score. It is pretty easy to tell what answer to the question “How open-minded are you?” will get the highest score and to give that answer, even if one knows that the answer is incorrect. If an item probes less directly for a critical thinking disposition, for example by asking how often the test taker pays close attention to views with which the test taker disagrees, the answer may differ from reality because of self-deception or simple lack of awareness of one’s personal thinking style, and its interpretation is problematic, even if factor analysis enables one to identify a distinct factor measured by a group of questions that includes this one (Ennis 1996). Nevertheless, Facione, Sánchez, and Facione (1994) used this approach to develop the California Critical Thinking Dispositions Inventory (CCTDI). They began with 225 statements expressive of a disposition towards or away from critical thinking (using the long list of dispositions in Facione 1990a), validated the statements with talk-aloud and conversational strategies in focus groups to determine whether people in the target population understood the items in the way intended, administered a pilot version of the test with 150 items, and eliminated items that failed to discriminate among test takers or were inversely correlated with overall results or added little refinement to overall scores (Facione 2000). They used item analysis and factor analysis to group the measured dispositions into seven broad constructs: open-mindedness, analyticity, cognitive maturity, truth-seeking, systematicity, inquisitiveness, and self-confidence (Facione, Sánchez, and Facione 1994). The resulting test consists of 75 agree-disagree statements and takes 20 minutes to administer. A repeated disturbing finding is that North American students taking the test tend to score low on the truth-seeking sub-scale (on which a low score results from agreeing to such statements as the following: “To get people to agree with me I would give any reason that worked”. “Everyone always argues from their own self-interest, including me”. “If there are four reasons in favor and one against, I’ll go with the four”.) Development of the CCTDI made it possible to test whether good critical thinking abilities and good critical thinking dispositions go together, in which case it might be enough to teach one without the other. Facione (2000) reports that administration of the CCTDI and the California Critical Thinking Skills Test (CCTST) to almost 8,000 post-secondary students in the United States revealed a statistically significant but weak correlation between total scores on the two tests, and also between paired sub-scores from the two tests. The implication is that both abilities and dispositions need to be taught, that one cannot expect improvement in one to bring with it improvement in the other.

A more direct way of assessing critical thinking dispositions would be to see what people do when put in a situation where the dispositions would reveal themselves. Ennis (1996) reports promising initial work with guided open-ended opportunities to give evidence of dispositions, but no standardized test seems to have emerged from this work. There are however standardized aspect-specific tests of critical thinking dispositions. The Critical Problem Solving Scale (Berman et al. 2001: 518) takes as a measure of the disposition to suspend judgment the number of distinct good aspects attributed to an option judged to be the worst among those generated by the test taker. Stanovich, West and Toplak (2011: 800–810) list tests developed by cognitive psychologists of the following dispositions: resistance to miserly information processing, resistance to myside thinking, absence of irrelevant context effects in decision-making, actively open-minded thinking, valuing reason and truth, tendency to seek information, objective reasoning style, tendency to seek consistency, sense of self-efficacy, prudent discounting of the future, self-control skills, and emotional regulation.

It is easier to measure critical thinking skills or abilities than to measure dispositions. The following eight currently available standardized tests purport to measure them: the Watson-Glaser Critical Thinking Appraisal (Watson & Glaser 1980a, 1980b, 1994), the Cornell Critical Thinking Tests Level X and Level Z (Ennis & Millman 1971; Ennis, Millman, & Tomko 1985, 2005), the Ennis-Weir Critical Thinking Essay Test (Ennis & Weir 1985), the California Critical Thinking Skills Test (Facione 1990b, 1992), the Halpern Critical Thinking Assessment (Halpern 2016), the Critical Thinking Assessment Test (Center for Assessment & Improvement of Learning 2017), the Collegiate Learning Assessment (Council for Aid to Education 2017), the HEIghten Critical Thinking Assessment (https://territorium.com/heighten/), and a suite of critical thinking assessments for different groups and purposes offered by Insight Assessment (https://www.insightassessment.com/products). The Critical Thinking Assessment Test (CAT) is unique among them in being designed for use by college faculty to help them improve their development of students’ critical thinking skills (Haynes et al. 2015; Haynes & Stein 2021). Also, for some years the United Kingdom body OCR (Oxford Cambridge and RSA Examinations) awarded AS and A Level certificates in critical thinking on the basis of an examination (OCR 2011). Many of these standardized tests have received scholarly evaluations at the hands of, among others, Ennis (1958), McPeck (1981), Norris and Ennis (1989), Fisher and Scriven (1997), Possin (2008, 2013a, 2013b, 2013c, 2014, 2020) and Hatcher and Possin (2021). Their evaluations provide a useful set of criteria that such tests ideally should meet, as does the description by Ennis (1984) of problems in testing for competence in critical thinking: the soundness of multiple-choice items, the clarity and soundness of instructions to test takers, the information and mental processing used in selecting an answer to a multiple-choice item, the role of background beliefs and ideological commitments in selecting an answer to a multiple-choice item, the tenability of a test’s underlying conception of critical thinking and its component abilities, the set of abilities that the test manual claims are covered by the test, the extent to which the test actually covers these abilities, the appropriateness of the weighting given to various abilities in the scoring system, the accuracy and intellectual honesty of the test manual, the interest of the test to the target population of test takers, the scope for guessing, the scope for choosing a keyed answer by being test-wise, precautions against cheating in the administration of the test, clarity and soundness of materials for training essay graders, inter-rater reliability in grading essays, and clarity and soundness of advance guidance to test takers on what is required in an essay. Rear (2019) has challenged the use of standardized tests of critical thinking as a way to measure educational outcomes, on the grounds that they (1) fail to take into account disputes about conceptions of critical thinking, (2) are not completely valid or reliable, and (3) fail to evaluate skills used in real academic tasks. He proposes instead assessments based on discipline-specific content.

There are also aspect-specific standardized tests of critical thinking abilities. Stanovich, West and Toplak (2011: 800–810) list tests of probabilistic reasoning, insights into qualitative decision theory, knowledge of scientific reasoning, knowledge of rules of logical consistency and validity, and economic thinking. They also list instruments that probe for irrational thinking, such as superstitious thinking, belief in the superiority of intuition, over-reliance on folk wisdom and folk psychology, belief in “special” expertise, financial misconceptions, overestimation of one’s introspective powers, dysfunctional beliefs, and a notion of self that encourages egocentric processing. They regard these tests along with the previously mentioned tests of critical thinking dispositions as the building blocks for a comprehensive test of rationality, whose development (they write) may be logistically difficult and would require millions of dollars.

A superb example of assessment of an aspect of critical thinking ability is the Test on Appraising Observations (Norris & King 1983, 1985, 1990a, 1990b), which was designed for classroom administration to senior high school students. The test focuses entirely on the ability to appraise observation statements and in particular on the ability to determine in a specified context which of two statements there is more reason to believe. According to the test manual (Norris & King 1985, 1990b), a person’s score on the multiple-choice version of the test, which is the number of items that are answered correctly, can justifiably be given either a criterion-referenced or a norm-referenced interpretation.

On a criterion-referenced interpretation, those who do well on the test have a firm grasp of the principles for appraising observation statements, and those who do poorly have a weak grasp of them. This interpretation can be justified by the content of the test and the way it was developed, which incorporated a method of controlling for background beliefs articulated and defended by Norris (1985). Norris and King synthesized from judicial practice, psychological research and common-sense psychology 31 principles for appraising observation statements, in the form of empirical generalizations about tendencies, such as the principle that observation statements tend to be more believable than inferences based on them (Norris & King 1984). They constructed items in which exactly one of the 31 principles determined which of two statements was more believable. Using a carefully constructed protocol, they interviewed about 100 students who responded to these items in order to determine the thinking that led them to choose the answers they did (Norris & King 1984). In several iterations of the test, they adjusted items so that selection of the correct answer generally reflected good thinking and selection of an incorrect answer reflected poor thinking. Thus they have good evidence that good performance on the test is due to good thinking about observation statements and that poor performance is due to poor thinking about observation statements. Collectively, the 50 items on the final version of the test require application of 29 of the 31 principles for appraising observation statements, with 13 principles tested by one item, 12 by two items, three by three items, and one by four items. Thus there is comprehensive coverage of the principles for appraising observation statements. Fisher and Scriven (1997: 135–136) judge the items to be well worked and sound, with one exception. The test is clearly written at a grade 6 reading level, meaning that poor performance cannot be attributed to difficulties in reading comprehension by the intended adolescent test takers. The stories that frame the items are realistic, and are engaging enough to stimulate test takers’ interest. Thus the most plausible explanation of a given score on the test is that it reflects roughly the degree to which the test taker can apply principles for appraising observations in real situations. In other words, there is good justification of the proposed interpretation that those who do well on the test have a firm grasp of the principles for appraising observation statements and those who do poorly have a weak grasp of them.

To get norms for performance on the test, Norris and King arranged for seven groups of high school students in different types of communities and with different levels of academic ability to take the test. The test manual includes percentiles, means, and standard deviations for each of these seven groups. These norms allow teachers to compare the performance of their class on the test to that of a similar group of students.

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Problem Solving: 40 Useful Performance Feedback Phrases

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

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

Problem Solving: Exceeds Expectations Phrases

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

Problem Solving: Meets Expectations Phrases

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

Problem Solving: Needs Improvement Phrases

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

Problem Solving: Self Evaluation Questions

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

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Self Evaluation Comments for Problem Solving (30 Examples)

By Status.net Editorial Team on May 19, 2023 — 9 minutes to read

Self-evaluation is an essential aspect of professional development. It helps you to identify areas of improvement and measure your progress towards achieving your goals. By evaluating your problem-solving skills, you can identify your strengths and weaknesses and take steps to improve your performance.

Problem Solving Self-Evaluation Comments Examples

I was able to identify the root cause of the problem and develop a solution that addressed it effectively.
I was able to think outside the box and come up with a creative solution to a complex problem.
I was able to collaborate effectively with my team members to solve a challenging problem.
I was able to prioritize tasks and allocate resources efficiently to solve a problem within a tight deadline.
I was able to remain calm and composed under pressure while solving a critical problem.
I was able to analyze data and information to identify patterns and trends that helped me solve a problem.
I was able to communicate clearly and effectively with stakeholders to understand their needs and solve their problems.
I was able to adapt to changing circumstances and adjust my problem-solving approach accordingly.
I was able to learn from my mistakes and apply those lessons to future problem-solving situations.
I was able to use critical thinking skills to evaluate multiple options and select the best solution to a problem.
I was able to break down a complex problem into smaller, more manageable parts and solve each part individually.
I was able to identify potential obstacles and develop contingency plans to overcome them while solving a problem.
I was able to leverage my technical expertise to solve a problem that required specialized knowledge.
I was able to use my creativity and innovation to develop a unique solution to a problem.
I was able to gather and analyze feedback from stakeholders to continuously improve my problem-solving approach.
I was able to use my leadership skills to motivate and guide my team members towards a successful problem-solving outcome.
I was able to effectively manage competing priorities and still solve a problem within the given timeline.
I was able to use my communication skills to explain complex technical solutions to non-technical stakeholders.
I was able to use my analytical skills to identify patterns and trends that helped me solve a problem more efficiently.
I was able to use my problem-solving skills to identify opportunities for process improvements and implement them successfully.
I was able to use my research skills to gather information that helped me solve a problem more effectively.
I was able to use my project management skills to break down a large-scale problem into smaller, more manageable tasks.
I was able to use my negotiation skills to reach a mutually beneficial solution to a problem.
I was able to remain objective and unbiased while evaluating potential solutions to a problem.
I was able to use my attention to detail to identify small but critical issues that were contributing to a larger problem.
I was able to use my interpersonal skills to build strong relationships with stakeholders and work collaboratively towards a solution.
I was able to use my problem-solving skills to find a solution that balanced the needs of multiple stakeholders.
I was able to use my persistence and determination to keep working towards a solution even when faced with obstacles.
I was able to use my time management skills to prioritize tasks and allocate my time efficiently while solving a problem.
I was able to use my empathy and understanding of others’ perspectives to develop a solution that met everyone’s needs.

Improving Problem Solving Skills

To become a better problem solver, you need to develop critical thinking skills, effective communication skills, prioritize tasks, and use brainstorming techniques. Here are some tips to help you improve your problem-solving skills:

Developing Critical Thinking Skills

Critical thinking is the ability to analyze a situation, identify problems, and come up with creative solutions. To develop critical thinking skills, you need to:

Ask questions: Don’t be afraid to ask questions to clarify the problem or gather more information.
Challenge assumptions: Don’t accept things at face value. Question assumptions and look for evidence to support them.
Evaluate evidence: Look for evidence that supports or contradicts your assumptions. Evaluate the quality and reliability of the evidence.
Consider alternative perspectives: Try to see the problem from different angles and consider alternative solutions.

Effective Communication Skills

Effective communication is essential for problem-solving because it helps you:

Understand the problem: Good communication skills help you clarify the problem and understand what is expected of you.
Collaborate with others: Effective communication skills help you work with others to find solutions.
Express your ideas clearly: Clear communication helps you convey your ideas and solutions to others.

To improve your communication skills, you need to:

Listen actively: Listen to others and try to understand their perspective.
Speak clearly: Speak clearly and concisely to avoid confusion.
Use nonverbal cues: Pay attention to body language and other nonverbal cues to understand what others are saying.

Prioritizing Tasks

Prioritizing tasks is essential for effective problem-solving because it helps you:

Focus on the most important tasks: Prioritizing helps you focus on the tasks that will have the most significant impact.
Manage your time: Prioritizing helps you manage your time more effectively.
Avoid procrastination: Prioritizing helps you avoid procrastination by breaking down large tasks into smaller, more manageable ones.

To prioritize tasks effectively, you need to:

Identify the most important tasks: Identify the tasks that will have the most significant impact.
Break down large tasks: Break large tasks into smaller, more manageable ones.
Set deadlines: Set deadlines for each task to help you stay on track.

Brainstorming Techniques

Brainstorming is a technique used to generate creative ideas and solutions. To brainstorm effectively, you need to:

Generate a lot of ideas: Don’t be afraid to come up with as many ideas as possible, even if they seem silly or unrealistic.
Encourage creativity: Encourage creative thinking by allowing everyone to contribute ideas.
Avoid criticism: Don’t criticize or judge ideas during the brainstorming process.

To brainstorm effectively, you can use techniques like mind mapping, free writing, or group brainstorming sessions.

Time Management and Productivity

Managing time effectively.

One of the biggest challenges when it comes to problem-solving is managing your time effectively. It’s easy to get bogged down in the details and lose track of the big picture. To avoid this, set specific goals and deadlines for yourself. Make a to-do list and prioritize your tasks based on their importance and urgency. Use a timer or a stopwatch to keep track of how much time you spend on each task, and try to minimize distractions as much as possible.

For example, if you’re working on a project that requires a lot of research, set a goal to finish the research phase by the end of the day. Break the research down into smaller tasks, such as reading a certain number of articles or books, and set deadlines for each task. This will help you stay on track and ensure that you’re making progress towards your goal.

Overcoming Overwhelm

Feeling overwhelmed is a common problem when it comes to problem-solving. When you’re faced with a complex problem, it’s easy to feel like you don’t know where to start. To overcome this, break the problem down into smaller, more manageable parts. Identify the key issues or questions that need to be addressed, and focus on one at a time.

For example, if you’re trying to solve a problem with a product or service, start by identifying the key issues that are causing the problem. Once you’ve identified these issues, break them down into smaller, more manageable parts. Focus on one issue at a time, and come up with a plan to address it. Once you’ve addressed all of the key issues, you’ll have a better understanding of the problem as a whole, and you’ll be better equipped to come up with a solution.

Being Proactive

Being proactive is an important part of problem-solving. Instead of waiting for problems to arise, take a proactive approach and try to anticipate potential problems before they occur. This will help you stay ahead of the curve and avoid potential roadblocks.

For example, if you’re working on a project with a tight deadline, don’t wait until the last minute to start working on it. Instead, start working on it as soon as possible, and set specific goals and deadlines for yourself. This will help you stay on track and ensure that you’re making progress towards your goal. Additionally, be proactive in identifying potential roadblocks or issues that could arise, and come up with a plan to address them before they become a problem.

Performance Review and Goal Setting

Setting objectives.

When preparing for a performance review, it’s important to set specific objectives that will guide the conversation. Start by reflecting on your current role and responsibilities, and consider areas where you could improve or grow. These objectives should be measurable and achievable, and should align with your personal and professional goals.

For example, one objective might be to improve your communication skills by attending a workshop or taking an online course. Another objective might be to take on more leadership responsibilities within your team or department.

Measuring Performance

During the performance review, your manager will likely evaluate your progress towards meeting your objectives. It’s important to come prepared with concrete examples of how you’ve worked towards your goals, as well as any challenges or obstacles you’ve faced.

For example, if your objective was to improve your project management skills, you might share how you’ve successfully led a project from start to finish, or how you’ve implemented new tools or processes to streamline your workflow. If you’ve faced challenges, be honest about what went wrong and what you learned from the experience.

Creating an Action Plan

After reviewing your performance, you and your manager should work together to create an action plan for the next review period. This plan should include specific goals and objectives, as well as a timeline for achieving them. It’s also important to identify any resources or support you may need to reach your goals.

For example, if your objective is to improve your technical skills, you might discuss opportunities for additional training or mentorship. If your goal is to take on more leadership responsibilities, you might discuss ways to gain experience through shadowing or cross-functional projects.

Overall, the performance review and goal setting process is an important opportunity to reflect on your progress and set a course for future growth and development. By setting specific, measurable objectives and working collaboratively with your manager, you can ensure that you’re on track to achieve your personal and professional goals.

When writing self-evaluation comments, it is important to be honest and objective. Avoid making exaggerated or false claims about your abilities or achievements. Instead, focus on specific examples that demonstrate your skills and accomplishments.

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COMMENTS

Critical Thinking: 40 Useful Performance Feedback Phrases
Does not show enough willingness to try to improve the critical thinking skills. Does not present ideas and points in a logical order or outline. Looks at issues in a biased and unfair way by not evaluating all factors. Not willing and inflexible to change tact or strategy when the initial plan fails to achieve the desired effect.
Critical Thinking: Performance Review Examples (Rating 1
Critical Thinking: Performance Review Examples (Rating 1 - 5) Critical thinking skills are an essential aspect of an employee's evaluation: the ability to solve problems, analyze situations, and make informed decisions is crucial for the success of any organization. Questions that can help you determine an employee's rating for critical ...
Critical Thinking: 43+ (Good & Bad) Performance Review Phrases
Positive Performance Review Comments about Critical Thinking Over the past year, your exceptional critical thinking skills have been a driving force behind our restaurant's success. Your strategic decision-making has not only enhanced operational efficiency but also significantly boosted our bottom line.
Critical Thinking Performance Review Phrases Examples
John showed skills and abilities on numerous levels, such as multitasking, critical thinking, attentive listening and strong communication skills. His critical thinking, research and analysis of the problem domain and practical approach towards solving those problems, were invaluable contributions to the team.
100+ Performance Evaluation Comments for Attitude, Training Ability
Attitude The performance review evaluates one's attitude, work ethic, motivation, and engagement. It looks at aspects like enthusiasm, positivity, adaptability, and receptiveness to feedback. Critical Thinking The performance review evaluates the ability to analyze issues objectively, troubleshoot problems logically, challenge assumptions ...
Effective Performance Review Examples for 48 Key Skills
100+ Performance Evaluation Comments for Attitude, Training Ability, Critical Thinking. Part 37 Critical Thinking Examples. Critical thinking is the ability to analyze and evaluate information in a logical and systematic manner. It involves not only understanding the facts but also the underlying meaning and significance of the presented ...
55 Effective Performance Review Phrases to Use
Positive Feedback Examples for Creativity, Problem-Solving, and Critical Thinking. Identifies new approaches to complex problems or obstacles. Translates creative ideas into practical application to solve everyday issues. Analyzes possible barriers and bottlenecks to reduce delays. Resolved long-standing X problem with the creative workaround of Y.
Performance Review Phrases for Critical Thinking
Some positive performance review phrases for Critical Thinking could be: Terry always thinks through the resolution before recommending a solution. Terry uses adequate reasoning skills when determining the solution to a problem. Terry always appropriately weighs the pros with the cons of a given solution. Terry is able to think quickly about ...
60+ Performance Appraisal Comments: Constructive Feedback for Growth
Performance Appraisal Comments for Leadership. Positive Comments:: "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 ...
94 Example Performance Review Phrases and Comments for Skills and
Example performance review and evaluation phrases,comments and constructive feedback examples as ideas for common employee skills and competencies. ... • Critical Thinking and Problem Solving Skills. Here are a couple of phrases which you can use while describing the problem solving abilities of an employee:
Performance review phrases (1000+ examples)
Performance review phrases communication skills. Meets or exceeds expectations. 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.
Analytical Skills: 40 Useful Performance Feedback Phrases
Demonstrates willingness to learn how to work with graphical information. Makes enough effort to search for the best sources of information. Relies on technical tools to understand trends when analyzing data. Shows willingness to learn how to use critical thinking skills when evaluating information. Encourages others to think out of the box ...
100 Performance Review Phrases & Comments for 2023
Example Phrases about Communication and Interpersonal Skills. Positive. "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."
Decision Making: 40 Useful Performance Feedback Phrases
Decision Making: Needs Improvement Phrases. Relies on past experiences and expected results and is unwilling to take the initiative, gather additional input or confirm assumptions. Gets excited about a decision one is making but never takes the time to actually consider what might go wrong. Is afraid of making decisions due to the fear that one ...
50 Performance Review Phrases (With Examples)
Related: Critical Thinking Skills: Definition and Examples 13. Leadership A person who possesses leadership skills is able to lead others with empathy and can make difficult decisions. In your performance review, consider these phrases that speak about leadership: "Displays the ability to lead others with compassion and firmness"
100 Performance Appraisal Comments For Your Next Performance Review
Here are a few employee performance appraisal comments to stir innovation and creativity: POSITIVE. a. "You often find new and innovative solutions to a problem.". b. "She has a knack for thinking outside the box.". c. "His creative skills are an asset to the team.". d.
37 Analytical Skills Self Evaluation Comments Examples
Analytical skills require both the ability to analyze data and information, as well as the ability to think outside the box and find new solutions to problems. Evaluate your ability to identify patterns, make connections between seemingly unrelated information, and generate new ideas. Also consider your communication skills.
PDF TED talk comments to enhance critical thinking skills in an
2 Literature review Critical thinking is an important outcome of higher education. It enables leaners to develop judgement, ability to criticize, questioning, problem-solving and reflecting. Prior research indicated that high levels of critical thinking can lead to academic 2942 Education and Information Technologies (2021) 26:2941-2960
31 examples of problem solving performance review phrases
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 ...
Thinking Skills Self-Appraisal Comments Examples
The thinking skills self-appraisal comments examples can help you to sum up performance review in your current job position. Self-evaluation phrases for thinking skills highlighting your areas of improvement and give you opportunity to pave the way for future growth. All employees can assess their strengths and weaknesses, evaluate themselves ...
Analytical Skills: Performance Review Examples (Rating 1
An employee who exceeds expectations in analytical skills demonstrates a high level of aptitude in identifying and solving problems. They have a keen sense of which factors should be prioritized, and they can synthesize information from various sources to arrive at sound conclusions. Strategic Thinking: Performance Review Examples (Rating 1 - 5)
Critical Thinking
The Critical Thinking Assessment Test (CAT) is unique among them in being designed for use by college faculty to help them improve their development of students' critical thinking skills (Haynes et al. 2015; Haynes & Stein 2021). Also, for some years the United Kingdom body OCR (Oxford Cambridge and RSA Examinations) awarded AS and A Level ...
Problem Solving: 40 Useful Performance Feedback Phrases
Problem Solving: Meets Expectations Phrases. Is always open-minded and readily accepts what others have to contribute. Has an inquisitive nature and tries to analyze all that is happening around. Always asks the right questions and raises any relevant issue when necessary. Keeps things calm even when required to make quick decisions under high ...
Self Evaluation Comments for Problem Solving (30 Examples)
Avoid making exaggerated or false claims about your abilities or achievements. Instead, focus on specific examples that demonstrate your skills and accomplishments. Innovation and Creativity Self Evaluation Comments (30 Examples) Self Evaluation Sample Answers: Strengths and Weaknesses.