essay on performance reviews

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How to Conduct a Great Performance Review

• Frank V. Cespedes

What to do before, during, and after the meeting.

The purpose of performance reviews is two-fold: an accurate and actionable evaluation of performance, and then development of that person’s skills in line with job tasks. For recipients, feedback has intrinsic and extrinsic value. Across fields, research shows that people become high performers by identifying specific areas where they need to improve and then practicing those skills with performance feedback.

Dissatisfaction with performance appraisals is pervasive. They are seen as time-consuming, demotivating, inaccurate, biased, and unfair. A McKinsey survey indicates most CEOs don’t find the appraisal process in their companies helps to identify top performers, while over half of employees think their managers don’t get the performance review right. A Gallup study is more negative: Just one in five employees agreed that their company’s performance practices motivated them.

• Frank V. Cespedes is a senior lecturer at Harvard Business School and the author of Sales Management That Works: How to Sell in a World That Never Stops Changing (Harvard Business Review Press, 2021).

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How to Write a Performance Review That Inspires Growth (With Examples & Templates)

By Jessie Strongitharm , Jan 18, 2023

Newsflash: employee performance reviews don’t have to be stressful, tedious or boring. Once you learn how to write reviews that are inspiring, impactful and actionable, these goal-setting sessions are a great opportunity to realign and re-energize your team. 

So if you’re looking for tips to write effective performance reviews that motivate employees to reach their highest potential, look no further. In this article, I’ll show you how to write performance reviews that inspire meaningful growth, plus tons of examples and customizable performance review templates to get you started.

Click to jump ahead: 

What is a performance review.

• What is the purpose of writing a performance review
• How to write a performance review 

How to write a negative performance review

• Performance review FAQ

A performance review, also known as a performance appraisal or evaluation, is a formal assessment of an employee’s contributions within a certain time period. During an employee performance review, managers or team leads will evaluate an employee’s work, provide constructive feedback, identify strengths/weaknesses and help set goals. 

The review process typically involve filling in a document to keep record of the assessment and any expectations communicated, like so:

Employee performance reviews also give staff the opportunity to ask questions and share feedback with managers. 

The time and scope of the review process can vary depending on the company, company size and their goals for conducting the review. They may take place monthly, quarterly…

…annually, or at some other frequency decided upon by leadership. 

Prefer watching instead? Check out this video for a summary of our article  21 Engaging Performance Review Examples [+ Tips From an HR Manager]   for best practices, templates and more.

Return to Table of Contents

What is the purpose of a performance review?

Performance reviews are key for aligning team members and cultivating the continued success of a company. As a talent management tool , these formal processes give managers the opportunity to

• reflect on an individual’s performance and achievements
• communicate expectations
• increase employee engagement
• course-correct and find solutions for any issues
• provide reinforcement and assurance

On the administration side of things, performance reviews are used to… 

• offer employees advice on how they can improve
• decide bonuses or raises
• identify opportunities for internal promotions 
• justify letting employees go in the future

But remember: these reviews aren’t just a chance for managers to relay observations. When conducted effectively, they offer a space for conversation, consideration and collaboration from  both parties.

Employees should ask questions and share feedback with their manager. Filling out a self-evaluation may be part of the review process too. 

(Psst! If you like any of the templates you’ve seen so far, know that you can 100% customize their content to work for your evaluation needs. Just click the template and sign up for free to get started. Select any text box to change the words or the font — i.e. your brand font — or any other visual asset on the page.)

All in all, the more people are on the same page, the better the team alignment and output will be.

Now, I know what you’re thinking: with all these positive outcomes, how come performance reviews are so…scary?

Well, it all depends on the kind of feedback you provide. In fact, research shows traditional methods for giving feedback are received so poorly that one-third of employees’ performance actually gets worse! 

That’s why knowing how to write a performance review with impact, and one that pushes people to meaningfully improve, is so important.  

What to include in a performance review

While performance reviews may touch on a number of topics, virtually all involve assessing an employee’s…

• Areas of strength 
• Areas of improvement or development
• Contributions (or opportunities for contributing) to the team and company culture
• Alignment with a company’s core values or goals, as demonstrated through their actions 

Here’s a customizable performance evaluation template that provides some examples.

As you can see, common things taken into consideration include an employee’s communication, teamwork, punctuality, reliability, quality of work, work ethic and goal completions. During a performance review, everything from day-to-day behavior to big project outcomes are up for discussion.

Self-assessments can include space for the employee to comment on all the above. You may also want to ask what kinds of personal development goals they have, or learning areas they may be interested in. This is key for showing staff that you value them as people. 

Ready to write a performance review that truly paves the way for more good to come? Let’s get to it.

How to Write a Good Performance Review (+ Examples & Templates That Motivate) 

No matter whether this is your first time or your fiftieth, here are eight tips and performance review examples that’ll guide you through the process and empower your team.

Organize your thoughts and streamline the process 

Before you even begin to consider holding a formal review, it’s crucial you have a system in place to help you organize your approach. This helps you call up specific examples from their past performance and evaluate all actions that took place over the review period easily. That way, you don’t fall victim to recency bias — in other words, considering an employee’s recent behavior only.

Employee evaluation forms are a key piece of your performance management system . In addition to saving you time, these forms ensure everyone receives the same evaluation.

Without them, you may fall into an inconsistent method of evaluation, which isn’t exactly fair to your team. 

What’s more, these visual documents allow employees to reference everything said during a review. And when it comes time for promotions or firings, you have a track record to look back on.

(Psst! Once again, feel free to customize any of the templates you see to suit your own needs. It’s super easy!) 

Be honest, objective and empathetic

In order to build trust and respect with the employee — not to mention, maximizing their potential for growth — being honest, objective, and empathetic during the performance review is essential.

First, honesty is key in order to provide employees with an accurate assessment of their performance . All communications should be made in good faith, and staff shouldn’t have to feel like they need to read between the lines to understand what your feedback really means. 

Similarly, you should aim to be as objective as possible . If you don’t qualify statements with tangible examples, it’ll give the impression you either failed to pay attention, or worse, based your observations on personal opinion. 

This is where correct documentation comes into play!

Use performance checklists whenever possible prior to your review. A well thought-out list is your secret weapon for evaluating employees objectively and thinking critically about areas they can improve. The employee checklist templates below can easily be adjusted to reflect critical improvements and action steps. 

Treat these documents as an important part of your performance management systems for keeping employees engaged and motivated. 

Finally, it’s vital to be empathetic and open to conversation when delivering feedback. Only then will you get the full picture and insights into what might hindering their performance, so you can both find solutions that work.

Use specific examples to back up your points

Providing specific examples and observations you’ve made is integral to a productive performance review process. 

While the overarching theme of their work performance may seem clear to you, the only way you’ll be able to clearly demonstrate where employees hit or missed the mark is by providing concrete evidence. So do your very best to give employees an accurate representation of their performance by pointing out specific instances. 

(Hint: this is why organizing your thoughts is so important!) For added assurance, relay these instances in an editable performance review document that employee can reference easily, like the example below. (If you need more room, just use Venngage’s intuitive visual editor to apply changes in a flash).

By using specific examples, you provide them with a more tangible understanding of how their performance has been, rather than just general statements which might be hard for them to comprehend and correct. 

Additionally, concrete examples serve as a reference point for their future performance, as well as a means of measuring progress made. Ultimately, they allow the employee to have a better understanding of their performance and provide them with the motivation to do better in the future.

Choose your language carefully

When writing or communicating your observations during a performance review, it’s crucial you choose your words wisely. 

Of course, honesty is key. But you also want to frame the conversation so that employees feel inspired to improve. A Gallup survey found employees who feel inspired to do better after receiving feedback were nearly four times more engaged than employees who felt negatively.

Here are some best practices to follow while writing or delivering a performance review:

• Use action verbs to clearly articulate the behavior demonstrated: check out this appraisal action verbs list for inspiration. 
• Use specific examples to back up your assessments : discussed in #3.
• Don’t speak in absolutes , i.e. “He’s always late” or “She’s never a team player”: even if the behavior is repetitive, these statements demonstrate a black and white way of thinking about something (or someone!) and rarely reflect the truth. 
• Focus on solutions, not problems: when bringing up undesirable behavior, do your best to specify a path forward — you may want to create an action or development plan to delineate these steps clearly. 

As far as the last point goes, you can easily edit this template to record your plan effectively and set everything into action. Simply edit the sections and text content to create your ideal document.

Looking for concrete examples of what to write or say?

Here are a few adapted from the articles 13+ Constructive Performance Appraisal Examples & Phrases to Simplify Review Season and 21 Engaging Performance Review Examples [+ Tips From an HR Manager] :

• Highly organized and excellent at time management — responds to all communications in a timely manner (within 24 hours). 
• Collaborative with others and available to assist when needed.
• Maintains a culture of transparency and encourages knowledge-sharing across all teams in the department .
• Consistently provides reports the training and resources needed to meet their goals .
• Talented at thinking outside of the box and finding creative solutions to blockers .
• Actions constructive criticism and strives to improve performance .
• Not afraid to ask questions to clarify or resolve issues before they become major problems.
• Develops innovative solutions to problems and works proactively to avoid future issues .

Needs improvement

• Struggles to adapt to change and embrace new technology or processes .
• Struggles to deliver work on time .
• Shows a pattern of failing to communicate or ask for assistance when it’s needed .
• Hesitant to cooperate with requests from other departments .
• Shows bias when addressing team, openly favoring some employees over others. 
• Fosters disconnect by consistently communicating different messages to different reports .
• Excels when working alone, but has trouble working collaboratively with a team .

Pair critical feedback with positive observations

A phrase that’s always stuck with me is, “You catch more flies with honey than with vinegar”.

Now look, I know no one is in the business of catching flies. But the gist is: you get better results by treating people with kindness and respect than you do with condescension or disregard .

The same applies for performance reviews — it’s best to bolster any less-than-favorable observations with positive comments or constructive solutions.

Not only will team members feel their existing strengths are appreciated and remain open to your critiques, but they’re more likely to see the review as an opportunity to improve, rather than a stain on their tenure.

This editable template contains a few examples of ways you can frame these observations in your writing. Note the focus on solutions rather than problems!

Another way to action this advice is to comment something positive before giving a critique. For example, “ Jennay consistently produces high-quality work, however she often struggles to deliver work on time .” 

Then, follow up with ideas to mitigate this issue.

Encourage employee input at every level

The most valuable and productive performance reviews foster open dialogue between the employee and manager. And when it comes to writing them specifically, getting employees to fill out a self-assessment prior to the review is smart. By providing a robust employee evaluation form that poses thoughtful questions, you’ll tease out nuggets of important info and get a better understanding of their perspective — before you’ve even talked. 

Below is one such example:

As you can see, these forms provide employees the opportunity to reflect and share their thoughts on their responsibilities, goals, and any aspects of their role or environment they may be struggling with. It also prepares them for the review process at large. 

At Venngage, we ask our employees to fill out a self-assessment about their favorite projects and moments of discouragement, team contributions and requests for support. Employees then assess how well they’ve embodied Venngage’s core values out of five, and whether they’ve achieved their goals.

We also ask them to place themselves on a matrix, so everyone can visualize their growth as time goes on. Edit the template above to try this out with your team! All in all, we’ve found self-assessments are instrumental. They help employees know exactly what to expect from the performance review process, and encourage them to be proactive in figuring out how they can improve.

Visualize performance with a skills/values matrix

As mentioned, our own performance reviews involve placing an employee on a matrix. This is an incredibly effective way of visualizing progress, streamlining the performance review and making any development goals stick. 

As an evaluation tool, both parties can plot where they think the employee ranks for certain core values or skills. Since each quadrant corresponds with key learnings, you can find worthwhile discussion points and paths forward.

Read this post on performance analysis quadrants to learn more .

Here’s another take on a performance matrix that could work for your team. You could use one for each core competency and skill. Or, give your employee a bird’s eye view by creating a matrix that encapsulates their wholesale performance. 

End on a positive note

Last but not least, it’s a good idea to wrap things up in a way where mutual respect is apparent. 

Even if the review was more critical than complementary, use your final moments as an opportunity to set action plans into motion that address areas for improvement. And no matter their behavior and output, be sure to express good feelings about their future prospects at the company. 

Now with all that said, you might be looking for some advice specific to less-than-favorable performance reviews…

As a lead, it’s your job to deliver performance reviews that are both honest and constructive — no matter what kind of feedback you’re delivering. For a negative performance review this is especially important. 

Consider it a chance to show your own managerial strengths as someone who can drive change and inspire others. 

Begin on a positive note before providing any constructive feedback. Be sure to note a few things they’ve done well in the time period, so they’re more receptive to what you have to say. 

Afterwards, you may start identifying areas in which the employee has underperformed (e.g. missed deadlines, mistakes, poor communication). Provide specific examples that support your points so they know exactly what behavior you’re referring to. 

Make sure to provide clear and actionable feedback on how the employee can improve, and leave room to hear what they have to say. This will give you a better understanding of their mindset, and any blockers you may not have known about.

Offering support and resources can help them make progress too — it’s one way you can end a difficult conversation on a positive note. Here’s an HR infographic template with some ideas:

Above all else, remember to remain professional and courteous throughout the review. Focus on facts rather than personal opinions, and provide action steps rather than accusations. 

Instead of saying “You make careless mistakes constantly and everyone is frustrated”, try: “I encourage you to take some extra time once you’re done to review your work. This will help speed up our processes and make things much more efficient.” 

The bottom line: just because you’re giving a negative review doesn’t mean you have to deliver the news negatively. 

Performance review FAQ 

What should you say during a performance review.

When conducting a performance review, it’s important to give honest, fair and constructive feedback. Do your best to provide positive reinforcement for good behavior and use constructive criticism when explaining areas in which the employee can improve.

It’s also important to discuss the employee’s goals and the progress they have made towards those goals, and provide specific examples of how the employee has contributed to the success of the team or organization. Finally, make sure to provide clear and achievable steps the employee can do to improve in the future.

How do you start a performance review?

Before beginning a performance review, ensure the employee is comfortable and ready to engage in a productive, two-way conversation. Then, outline the purpose of the review, its format and how it will be conducted (providing a time range and setting expectations in advance is always helpful). 

It’s a good idea to outline the goals and objectives of the review, and how they relate to the employee’s career development. Finally, give them a chance to ask any questions prior.

Motivate meaningful progress with an effective performance review 

Conducting performance reviews can be a daunting task. But hopefully with the examples, tips and best practices I’ve outlined, you can feel confident writing performance reviews that leave employees determined — not disheartened. 

Venngage’s customizable performance review templates and intuitive visual editor make it a breeze to streamline the entire process. With these tools, you can organize, document and deliver motivational performance reviews that inspire employees to reach their goals. Start writing reviews that empower today!

What is the Essay Method for Performance Appraisals?

While some would label it as the “grandfather” of performance appraisal methods, the essay method is still a commonly used appraisal method in a variety of business models. The essay method, sometimes known as the “free-form method,” is a performance review system where a superior creates a written review of the employee’s performance.

These essays are meant to describe and record an employee’s strengths and weaknesses in job performance, identifying problem areas and creating a plan of action to remedy them. Whether the essay is written by the appraiser alone, or in collaboration with the appraisee, essays provide supervisors the opportunity to assess behaviors and performance with greater complexity and attention to detail.

There are many reasons that the essay method--which was one of the first methods used to evaluate performance--is still effective today.

One of the most noteworthy aspects of essay appraisals is their free-form approach to performance reviews. Whereas some employers can feel limited by rigid performance appraisal criteria, the essay method takes a far less structured stance than typical rating scale methods. In so doing, the appraiser is able to examine any relevant issue or attribute of performance that is pertinent to an employee’s job description or overall company growth.

The essay method assumes that not all employee traits and behaviors can be neatly analyzed, dissected, and rated--instead, it allows appraisers to place varied degrees of emphasis on certain qualities, issues, or attributes that are appropriate. Rather than being locked into a fixed system, this open-ended method gives supervisors the freedom of expression and critical thought. For appraisers, there exist special services such as StudyCrumb , which help in writing accurate essays.

When preparing an essay, a supervisor may consider any of the following factors of an employee as they relate to the company and employee relationship: potential and job knowledge, understanding of the company’s policies, relationships with peers and supervisors, planning and organization, and general attitudes and perceptions. This thorough, non-quantitative assessment provides a good deal more information about an employee than most other performance appraisal techniques.

However, as with all performance appraisal methods, there are a few limitations that the essay method suffers from that are worth examining.

One of the major drawbacks of the essay method is its highly subjective nature--they are often subject to bias, and it can be difficult to separate the assessment of the employee from the bias of the evaluator. While the essay can provide a good deal of information about the employee, it tends to tell more about the evaluator than the one being evaluated.

Another element that essays leave out (that other appraisal methods rely heavily on) is comparative results. Instead of utilizing standardized, numeric questions, these appraisals rely only on open-ended questions. While the essay method gives managers the ability to provide detailed and circumstantial information on a specific employee’s performance, it removes the component of comparing performance with other employees. This often makes it difficult for HR to distinguish top performers.

Overall, the appraisal method’s greatest advantage--the freedom of expression for the evaluator--can also serve as its greatest handicap. Even the actual writing of the reviews can upset or distort the process of employee appraisals, as the introduction of inconsistent, unorganized, or poor writing styles can distort and upset the review process. An employee may be unfairly helped or harmed by an evaluator’s writing ability. An evaluator can also find themselves lacking sufficient time to prepare the essay, and can write an essay hurriedly without accurately assessing an employee’s performance.

What is the essay method best used for?

Appraisal by essay is generally most effective in performance reviews for employees with atypical job descriptions or non-numerical goals. While other appraisals work well in analyzing performance for jobs that are subject to goals based on numbers, essays offer a more subjective analysis of performance for employees with managerial or customer service positions.

When analyzing production, the essay method is most effective in combination with another appraisal method. Using a graphic rating scale along with essay appraisals allows one method to focus solely on numbers, while the essay portion can be used to analyze other performance goals.

Doing essay appraisals right

Here are 3 things to strive for in order to set your company up for success in essay performance appraisals:

• Consistency.

Keeping a standard for style and length of essay appraisals can make the biggest difference in ensuring that your reviews are effective. Essays that are unstructured and unnecessarily complex can be detrimental to an employee’s rating, as well as using unspecific, flowery language that is not relevant to the employee’s performance. In order to remain efficient and effective, today’s evaluators should focus on making appraisal essays short and specific, ensuring that the entire review reflects the performance of the employee.

The appraiser should also ensure that they are making sufficient time in their schedule to prepare the essay. A busy evaluator may compromise an employee’s performance rating by writing a hurried essay, or running out of time to thoroughly assess employee performance. It’s important for all participants of essay appraisals to take enough time to write a consistent, accurate, and succinct review in order to set employees up for success.

2. Proficiency.

If you’ve chosen to use essay appraisals in your organization, it’s important to ensure that your appraisers possess the ability to write well. Even if an essay contains detailed, circumstantial information, it becomes difficult to extract valuable data from a poorly written essay. To ensure that nothing stands between an HR professional’s ability to assess an employee’s performance, evaluators should be trained as well-equipped writers.

Giving writing assistant tools or tips to supervisors can make all the difference in the accuracy and efficiency of an employee’s performance review.

2. Objectivity.

Subjectivity is both a strength and a weakness in essay appraisals. Not only are essays themselves often biased, but the misinterpretation of essays can even further distance the main evaluator from an accurate portrayal of an employee’s performance. Including objective standards in a performance review results in a more balanced and productive review process, and helps to eliminate the forming of incorrect conclusions about an employee’s behavior and performance.

Organizations often implement this goal by pairing essay appraisals with another appraisal method, such as graphic scale ratings, to draw more accurate conclusions and performance data. In so doing, evaluators can utilize all of the free expression and open-ended characteristics of an essay appraisal, while still maintaining accurate, easily translated results that are effective for the overall organization.

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What is a Performance Review [Definition]: Types of Performance Reviews

Todd Pernicek

January 26, 2021 | 5 minute read

To evaluate performance within your organization and determine what your employees need to succeed you need a tried-and-true process. Enter the performance review .

The annual performance review is one of the key pillars of a performance management program—and as performance strategies have evolved, so has the need and purpose of the performance review.

In this article, we’ll share our performance review definition and explore different types of performance reviews and their benefits.

What is a performance review?

Types of performance reviews.

Performance reviews are a foundational way to leverage talent, understand needs and opportunities, and gather intelligence for making connections with employees and larger organizational strategies. They also play a central role in empowering employees by helping reach their fullest potential.

Performance review definition

A performance review is a two-way, individualized conversation between a manager and an employee about performance impact, development, and growth. It’s a critical component of a continuous performance management approach to evaluate and propel success for the employee, team, and the organization.

There are many different types and approaches to performance reviews . To simplify, we can group into two general types: multi-rater and single-input.

Regardless of what you choose, your performance review process should fit your organizational culture and be relevant and meaningful for both the employee and manager. Let’s face it, no one wants to participate in a disengaging or invaluable process.

Here are a few types of performance reviews organized by:

• Number of voices
• Cadence or frequency
• Topic or focus

Multi-rater performance reviews

360 reviews have been around for quite some time. Today, they are still an integral part of a modern approach of reviewing performance. Why? 360s include multiple voices and perspectives as most work is done and evaluated via matrixed teams.

Here are a few examples of multi-rater performance reviews.

360 performance review

At the heart of a 360 performance review is evaluative feedback . Yet 360 reviews are the most effective when they are built on a broader foundation of trust. Employees should leave with clear, actionable forward steps for what to continue and what to improve for future impact.

360 reviews help with:

• Diversifying performance data and measurement
• Providing unique vantage points and perspectives
• Showing leaders where they can improve

Self-assessment

The purpose of a self-assessment is to improve shared accountability, buy-in, and alignment between manager and employee. The manager receives insight for how to better coach and guide the employee and the employee can discuss their performance with the perception of their manager.

A critical component of growth and change is reflection. The self-assessment is an important opportunity to evaluate past challenges and success, but also determine future goals and priorities for further action.

Peer review

Managers can’t be everywhere, all the time (nor should they). Successful organizations position managers as coaches or facilitators. When teams are strong peer feedback improves. Peer feedback is important because:

• Peers have a unique vantage point to share insights and ideas
• Recognition means more when it comes from peers
• Peers can often be trusted confidants or mentors
• Peers may know how to identify and share feedback so it’s well-received

Upward feedback

When employees and leaders approach feedback with a healthy mindset, upward feedback can help both parties realize they are in this together and help each other improve. This helps build a more trusting relationship between individuals where employees feel comfortable discussing what's going well and what's not.

Performance feedback can sometimes feel discouraging to employees, especially if they don't get the opportunity to provide feedback in return. It’s liberating and engaging to be asked to provide feedback to your manager or someone in charge. Upward feedback is important for continued ongoing dialogue about performance.

Team performance review

Team performance conversations help managers evaluate and coach to performance in the context of a team. A clear picture can be realized to help identify strengths, development opportunities, goal adjustments, and further potential.

Team performance reviews can help you:

• Understand what’s important to the team
• Set goals that align with individual needs and business needs
• Promote shared ownership and accountability of priorities and performance
• Demonstrate support to improve overall team performance and dynamics

Continuous performance conversations

Continuous performance conversations address what is happening in the current moment. Immediacy is important because it allows managers to coach to what matters now and employees space for agility and change. When employees adjust their performance before it’s too late they are more successful and so is your business.

Here are a few examples of continuous performance conversations by annual, mid-year, quarterly, and monthly cadences.

Annual performance review

There’s an important role for an annual performance review, but not in the traditional sense. Think—long forms, forced-rankings, and excessive scores. A modern approach provides the opportunity for managers and employees to look back and celebrate a year’s worth of contributions, challenges, growth, and accomplishments.

This conversation should always be summative and focus on the big picture. It’s also a great opportunity to reflect on where to focus long-term goals and priorities in the future. Fine-tune your agenda to review all goals and recognitions that have already taken place and avoid bringing up new information or behaviors that can’t be changed or adjusted.

Mid-year performance review

If monthly or quarterly performance conversations aren’t feasible for your organization, consider a mid-year cadence. Mid-year performance reviews still allow for adjustments and corrections for the remainder of the year, while also creating touch points to discuss key milestones and progress. This is also a time for light-weight performance ratings and performance look-backs.

Quarterly performance review

Having regular performance check-ins are ideal because it creates a mindset that development and progress is more important than perfection. At a minimum, a quarterly check-in is an ideal cadence for reviewing performance with a future-focused and continuous mindset.

Monthly performance conversations or GOODs

The G.O.O.D. framework is our monthly approach to continuous performance conversations. It provides a shared outline for both parties to build an agenda around goals, opportunities, obstacles and decisions. This facilitates clear, practical, and relevant discussion that is continuous and builds upon itself.

Performance conversations by topic

Performance conversations don’t have to be isolated and rigid. These conversations should be flexible and incorporate all aspects of overall employee performance .

Here are a few examples of performance conversations by topic.

Professional development

Professional development should be a regular part of performance conversations. Employees who develop and grow feel like they are moving forward, which helps fuel performance. This form of individual success is often aligned with further performance contributions for the organization. Development conversations should be aligned with individual wants and needs.

Behavior change

The old adage of doing the same thing and expecting a different result holds true when it comes to performance reviews. Outdated performance processes will not motivate, inspire, or drive performance (or engagement).

Organizations that are not agile, adaptable, or innovative will cease to exist—so employees must be comfortable and successful in that kind of environment. Any approach to reviewing performance must have behavior change and continuous forward momentum as a central tenant or objective. Employee performance should inform and positively influence:

• What should be changed
• What should be continued
• Where to focus next

Compensation check-in

Compensation check-ins are expectation-setting performance conversations. These types of discussions can be used as a motivator, however they should be approached in a healthy way. Compensation conversations should:

• Create transparency for employees, managers, and leaders
• Happen regularly (not just when employees are or aren’t receiving an increase in pay)
• Focus on pay, the understanding of it, and address any questions or concerns

Goal setting

Setting and discussing goals is important for creating focus, establishing priorities, and driving employee performance. Good goal conversations help employees progress and gain momentum. When setting and evaluating performance goals make sure they are:

• Set at the right level . Lofty goals can create too much burden and easy goals are uninspiring and may lead to decreased motivation.
• Measurable and meaningful. Purposeful goals help you (and your team) know if you’re on the right track. 
• A rallying point . Goal setting conversations create built-in moments for team and individual transparency, alignment, reflection and evaluation.

Performance reviews can take on a variety of shapes and sizes. Regardless of your strategy, conducting continuous performance conversations will help your employees, teams, and business succeed.

Conducting an effective performance review requires a solid foundation. Get started with our free Performance Review Templates for your most efficient conversations yet.

Published January 26, 2021 | Written By Todd Pernicek

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255 Insightful Performance Review Examples to Effectively Deliver Employee Feedback

Check out our performance review examples to help employees perform better and more efficiently....

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We're part of a candidate-focused talent market, where employees make the big decisions. Top talent individuals decide where they want to work and for how long.

As an employer, you need to take active measures that ensure your employees pick your company and stay for the long haul. This depends on building an engaged workforce where employees are recognized for their contributions.

The best way to accomplish this is through effective performance management .

In This Article

Why performance management matters.

Performance management statistics show that it matters. For example, companies providing consistent feedback have 14.9% lower turnover rates than companies that don’t give employees any feedback. This makes sense considering 92% of employees want performance reviews more than just once a year.

A performance review, or performance appraisal, is a formal assessment conducted by a manager regarding an employee’s work performance. It focuses on:

• Highlighting their strengths and weaknesses
• Providing actionable feedback that helps them improve and succeed in their roles
• Relaying praise and recognition for a job well done

This balance of acknowledgment and constructive criticism helps motivate employees to improve. It also opens the line of communication to create well-functioning professional relationships. Employee engagement software can also be a great help in organizing reviews and appraisals.

We’ve gone all out to create a comprehensive list of effective employee performance review examples you can use to enhance your organization’s performance review process. Whether you want to emphasize your employees’ outstanding, good, average, or below-average performance, you’ll find tons of effective performance review phrases and templates here.

Use this guide to provide the information your employees need to feel motivated and grow within their position.

Performance Review Examples by Attributes

Performance reviews typically focus on an employee’s fundamental and soft skills. These can include communication, accountability, interpersonal skills, and creative thinking. We have also categorized our performance review feedback examples based on an ideal employee’s 14 desirable traits.

Let's take a look.

1. Overall Performance Review Examples

Providing recognition to celebrate wins and constructive feedback on misses isn’t a new concept. An effective employee recognition program will help, but most important is to ensure you’re using effective phrases and wordings that drive the message home.

In fact, 72% of employees believe their performance would improve if their managers would provide more corrective feedback. Here are a few phrases to clearly communicate your findings and concerns during an employee’s performance appraisal:

Outstanding Overall Performance – Positive

• [Employee name], your exceptional performance helped our team achieve [Milestone] faster than we anticipated. Your [Employee action] and [Employee action] kept all tasks on track and resolved [Issue].
• It's amazing to see how well you've met all the responsibilities and requirements to help us crack this deal.
• You work effectively under pressure and it's a treat to see how effortlessly you handle multiple duties simultaneously.
• [Employee name] contributes positively to the work environment and builds a supportive team culture. They actively participate in presentations and follow up with other team members to help them when needed.

Good Overall Performance – Positive

• Thanks to you successfully completing [Project milestone], we achieved [Results]. Good job!
• [Employee name]'s penchant for comprehensive and detailed planning for improvement has contributed substantially to team performance time and again.
• You willingly work extra hours when urgent challenges arise, and try to resolve issues before they snowball into a bigger problem.

Average Overall Performance – Neutral

• [Employee name] shows initiative and has a flexible approach toward new tasks.
• You can prioritize short-term and long-term goals.
• Co-workers look up to [Employee name] as a positive influence.

Poor Overall Performance – Negative

• You're a very important part of this project, but I need you to buckle up. You have the capabilities but are lacking the dedication.
• Over the next [Time period], I’d like to see you step up and lead [Project name] with more enthusiasm.
• [Employee name] fails to show any real interest in his job and frequently attempts to leave the workplace early.

2. Communication

Clear communication paired with active listening skills makes employees comfortable sharing and exchanging ideas. A clear flow of communication bridges gaps between departments and facilitates cohesion and productivity. Improving your employees' communication skills should therefore be your top priority.

Outstanding Communication Performance – Positive

• You're a fearless communicator, [Employee name]! You’re never afraid to ask thoughtful questions, like during the [Example incident].
• The entire team benefits from your ability to [Communication skill], which was especially helpful when [Example incident].
• [Employee name], we're extremely happy with your excellent oral and written communication skills and how you always seek guidance when unsure of what to do.

Good Communication Performance – Positive

• You did a stellar job of keeping all of the necessary external and internal stakeholders in the loop regarding the [Project name].
• You display a natural ability to communicate at all levels—up, down, and across the organization.
• [Employee name] is an effective communicator, which is evident in how they handled [Example incident].

Average Communication Performance – Neutral

• You're respectful to our clients and can communicate professionally.
• You regularly participate and contribute to group discussions.
• [Employee name] has a sound ability to communicate and keep meetings moving toward pre-determined goals.

Poor Communication Performance – Negative

• I’ve noticed you struggle to voice your opinions on [Incident]. You're a knowledgeable employee of our company and we would like to hear more of your thoughts.
• We think your messages would be better received if you focused on [Improvement suggestion].
• You have a good knowledge of business but are failing to properly communicate your insight to other members of the team.

3. Accountability

When you give employees feedback on their deliverables, KPIs, and OKRs , they will know what they can do to improve and achieve new goals. Plus, employees who hold themselves accountable are more inclined to work toward a higher level of performance.

Use the following written performance review examples to applaud employees who deliver stellar results, own up to their mistakes, and course correct. We’ve also provided ways of inciting improvement from workers who don’t meet their goals.

Outstanding Accountability Performance – Positive

• You have excellent follow-through skills, [Employee name]! We appreciate how you're always on time with the deliverables.
• You're a model employee who accepts responsibility for your own actions and as a contributing team member.
• I like how quick you are to admit your mistakes and errors and inform your superiors when unable to keep a commitment.

Good Accountability Performance – Positive

• You're always trying to grow and improve your [Skill], which eventually contributes to your dedicated performance.
• [Employee name] uses their time efficiently consistently and is open to receiving feedback on their work.
• [Employee name] prepares project plans on time and in adequate detail.

Average Accountability Performance – Neutral

• You show awareness of the external organization environment and its needs.
• You keep track of [Duty] and [Duty] accurately.
• [Employee name] works harmoniously and cooperatively with their peers and team members.

Poor Accountability Performance – Negative

• You've underdelivered in [Specific goal] set in last year’s performance review by X%.
• [Employee name] habitually blames processes and policies for their shortcomings and errors.
• When you show [Problematic behavior] you prioritize your own needs and career aspirations over the team's well-being and success.

4. Reliability

Your employees' reliability performance includes consistently showing up to work on time, completing tasks by the deadline, and fulfilling promises made to co-workers and superiors.

Outstanding Reliability Performance – Positive

• You had no unscheduled absences, except for approved emergencies, proving you're one of our most reliable employees.
• You bring [Valuable skill] to our team, and we want to let you know we notice and appreciate your contributions.
• You make a point to come prepared for all company meetings and conferences. You also take the time to digest the information and make valuable contributions.

Good Reliability Performance – Positive

• You invest extra time in projects to ensure that all deliverables are of a high standard.
• [Employee name] never fails to impress; they're dependable and consistently deliver valuable work.
• If there's one employee I can count on to show solid performance in all aspects of their work, it's [Employee name].

Average Reliability Performance – Neutral

• [Employee name] maintains and monitors project progress to ensure timely completion.
• You show initiative on your own and need minimal supervision.
• [Employee name] can handle projects conscientiously when needed.

Poor Reliability Performance – Negative

• [Employee name] leaves the workplace to run personal errands without seeking approval.
• You fail to keep sensitive information confidential.
• [Employee name] is frequently unavailable for extended periods without prior notice.

5. Teamwork and Cooperation

Teamwork and cooperation are desirable elements for any thriving workplace. These are particularly important to improve internal communication and build a healthy company culture where everyone feels comfortable reaching out to others for help.

Fostering teamwork requires that leaders recognize employees who reach out. These are the people within the organization that make an effort to collaborate, share credit, and get along with colleagues.

Outstanding Teamwork Performance – Positive

• You did an excellent job collaborating with [Team member] to achieve [Result].
• [Employee name], you show a high level of team spirit and a great willingness to help your teammates. The fact that you're quick to cooperate with others to get the job done has really benefited the team to achieve [Goal].
• You display this amazing cooperative spirit at the workplace, especially when you perform [Task] to contribute to [Achieved goal]. Kudos to you!

Good Teamwork Performance – Positive

• I appreciate how quickly you adapt to changes when performing your duties.
• [Employee name] works well under pressure and takes the initiative to help other team members be successful.
• You showed a strong drive to collaborate during [Project], sharing your expertise with your colleagues to help improve their performance.

Average Teamwork Performance – Neutral

• [Employee name] has managed to blend in well with previously well-functioning teams.
• You respect and work well with your co-workers.
• [Employee name] supports the idea of improving the inclusiveness of our workplace culture.

Poor Teamwork Performance – Negative

• You need to demonstrate more of a team focus, helping others achieve tasks when needed to complete the overall project on time.
• You tend to not contribute to projects or team meetings, nor do you participate in team activities or bonding exercises.
• You tend to approach decisions with a one-track mindset—a “my way or the highway” kind of attitude.

6. Quality of Work and Job Knowledge

The best employees are those with comprehensive job knowledge and the desire to consistently deliver high-quality work. This includes having detailed knowledge about work practices, policies, procedures, resources, technical information, and applicable laws.

Outstanding Quality Performance – Positive

• [Employee name] brainstorms truly creative programs/strategies that have delivered stellar results time and again.
• You have a deep knowledge of the company's products and particular characteristics that make them stand out from our competition. The fact you demonstrate this at your job on a daily basis is very commendable.
• You maintain an up-to-date level of professional and technical knowledge, equipping your team with a rare advantage that has helped tremendously during [Project].
• We appreciate your continuous efforts to boost productivity and meet performance targets, which ultimately drove company revenue.

Good Quality Performance – Positive

• You stay focused on a task until finished and are always looking forward to future opportunities.
• You're taking on available opportunities to increase your knowledge of relevant job skills, and also applying the same to your work to achieve better outcomes like [Achieved milestone].
• [Employee name] possesses the appropriate expertise to consistently perform their daily duties at a highly professional level.

Average Quality Performance – Neutral

• [Employee name] is a great team player, but needs to improve their knowledge of products.
• You make a commendable contribution to the team’s productivity levels.
• Your efforts to acquire greater product knowledge and skills for advancement were evident in [Project].

Poor Quality Performance – Negative

• You don't show a sense of urgency in delivering work of a high standard on time.
• We're concerned that your work is often of poor quality, [Employee name]. We expect more and want to help you deliver on your quality and output goals.
• [Employee name] lacks knowledge about key fundamentals. This often causes them to rely on other people’s instructions to fulfill their duties.

7. Diversity and Inclusion

Building a diverse and inclusive workplace is a crucial element to ensuring your business survives and thrives. Inspire and encourage your employees to make everyone feel supported and respected within the workplace. Make sure they don't have biases based on who their co-workers are, where people come from, what position they hold, or performance bias .

Outstanding DEI Performance – Positive

• [Employee name] understands the diversity goals and vision of our organization, its connection to our end business goals, and how their role impacts the success of the diversity initiative.
• You do an excellent job at delegating tasks to other team members with clear responsibilities and expectations and without any personal bias.
• [Employee name] willingly offers support and guidance to all employees by [Example incident], regardless of their demographic and experience level.

Good DEI Performance – Positive

• We appreciate your equal treatment of everyone and how you communicate with your peers respectfully.
• Your efforts to tailor customer service to suit individual customers’ needs are noticeable. It has also inspired others to provide a diverse customer experience.
• You promote a positive and inclusive team environment that aligns with our organization’s culture and values.

Average DEI Performance – Neutral

• Even when disagreeing with others, [Employee name] maintains a respectful and graceful demeanor.
• [Employee name] actively engages in the diversity effort of the organization.
• [Employee name] is a spokesperson for diversity issues and is committed to continuous improvement and building a more inclusive workplace.

Poor DEI Performance – Negative

• [Employee name] prioritizes the ideas and feedback from team members they like over the other co-workers.
• You tend to communicate aggressively and through reprimands when speaking to junior-level employees.
• I have noticed you're unresponsive to employees’ concerns regarding unfair treatment. Many co-workers are concerned with your inappropriate behavior towards colleagues.​​

8. Innovation and Creativity

Innovation and creativity are important to gain a competitive edge. This is true whether you’re designing a new product or brainstorming business and employee engagement strategies .

Employees who foster a creative and innovative work environment by providing helpful suggestions should be recognized for their value.

Outstanding Innovation Performance – Positive

• You’re always contributing fresh ideas during our brainstorming sessions. Your suggestion to [Action] helped us achieve [Result].
• [Employee name] is unafraid of exploring new ideas and approaches to completing [Project or task].
• You're our team's idea generator, [Employee name]. Thank you for always coming up with innovative ways to accomplish tasks.

Good Innovation Performance – Positive

• [Employee name] thinks outside the box to find the best solutions to a particular problem and constantly searches for new ways to improve efficiency.
• You show curiosity over processes elsewhere in the business and are quick to suggest new ideas like [Example].
• We love how innovative you are under adverse conditions, which has also helped promote innovative thinking in other team members like [Example].

Average Innovation Performance – Neutral

• You suggest new ideas to team project discussions regularly.
• Actively contributes process improvement ideas during staff meetings.
• [Employee name] has been a part of several creative initiatives such as [Specific example].

Poor Innovation Performance – Negative

• Your team could benefit if you participate and contribute more actively to [Responsibility].
• You sometimes appear hesitant when making creative decisions.
• You avoid taking creative risks with your work, [Employee name].

Pro-tip: Because creativity and innovation are hard to measure, it often goes unacknowledged. Make sure to implement employee award titles specifically for recognizing creativity and innovation in your company as it happens.

9. Punctuality and Attendance

Discussing attendance and punctuality can quickly become a touchy subject if not done properly.

Regardless, you want your employees to arrive on time, take breaks at the designated times, and work productively and efficiently. Here are some effective ways of communicating the importance of attendance.

Outstanding Attendance Performance – Positive

• Your punctual behavior and motivated attitude are the qualities of a dream employee! In fact, other employees are feeling inspired to improve their attendance.
• Working from home can be challenging. But despite that, you've always been punctual and dependable. Thank you for your punctuality!
• [Employee name] has perfect attendance over [Time period]. It's commendable how well they manage their schedule.

Good Attendance Performance – Positive

• You have never been a no-call, no-show employee. We appreciate that we can count on you to show up and perform.
• I appreciate how you're prompt and on time for the start of each workday.
• You're always on time—even early—for meetings.

Average Attendance Performance – Neutral

• [Employee name], thank you for adhering to the schedule whenever possible. We appreciate it.
• You have never deviated from the attendance policy mentioned in our company policies.
• Thank you for respecting others' schedules and arriving at work and at meetings on time.

Poor Attendance Performance – Negative

• Your poor attendance is affecting coworkers and slowing down the pace of the project.
• I want to bring to your notice your sick leave and absence from work stand at X%, which is above the company average of Y%.
• [Employee name] has failed to meet attendance goals set at the previous performance review.

10. Behavior and Attitude

Employees with a negative attitude towards their work often feel disengaged. They’re also at a higher risk of quitting.

If you have employees with a bad attitude, you need to make them aware of how their attitude and behavior are affecting their work, colleagues, and the organization on the whole. At the same time, use the opportunity to praise employees with a positive mindset and who actively take the initiative to motivate and help their co-workers.

Outstanding Attitude Performance – Positive

• [Employee name] responds admirably to changing and sometimes challenging situations. They never lose hold of their professional demeanor and positive attitude.
• Clients like to work with [Employee name] because of their honest and helpful approach. They possess a commendable willingness to add value, and always strive to do more than what is required.
• You supported [Colleague] with [Task or project] by not only readily sharing your expertise but also constantly motivating them to get the task done.

Good Attitude Performance – Positive

• You don't let difficult circumstances get you—or your team members—down.
• [Employee name] shows empathy to people experiencing personal or professional challenges.
• You display enthusiastic and positive behavior and view individual success as imperative to group success.

Average Attitude Performance – Neutral

• You follow the company's dress code and have a friendly, helpful approach towards other employees.
• [Employee name] typically maintains a professional, competent demeanor when dealing with clients and co-workers.
• You're a courteous and knowledgeable employee of our organization.

Poor Attitude Performance – Negative

• Your inconsistent attitude is negatively affecting the team's performance and hurting team spirit.
• You tend to be disengaged when presented with opinions different from your own, like when [Example].
• You tend to work in isolation. As a result, you often fail to see the bigger picture and the role your team and department play in it.

11. Leadership (Team Leader)

It’s particularly important to recognize the efforts of employees holding managerial positions. They may look after other team members and guide them to succeed, but leaders also need guidance and encouragement.

Here are some performance review examples you can use to provide effective leadership feedback:

Outstanding Leadership Performance – Positive

• You've stepped up to the plate to lead [Project/Team] to achieve [Remarkable result].
• [Project] came with its share of challenging circumstances. But your direction and guidance ensured it was a roaring success.
• [Employee name] demonstrates several rare leadership qualities. They motivate peers during times of stress and are always ready to provide the necessary guidance.

Good Leadership Performance – Positive

• Your team members gave positive feedback about your approach to [Responsibility] and [Responsibility].
• [Employee name] played a pivotal role in bolstering administrative support systems through [Project name].
• You push and support your team members when it comes to solving job issues.

Average Leadership Performance – Neutral

• It's nice to see you're delegating responsibilities to match competency levels.
• The department you manage has been repeatedly recognized for its excellent performance.

Poor Leadership Performance – Negative

• You don't give adequate recognition to your team members for their effort and hard work.
• Your employees feel you aren't explaining the goals and objectives of a task clearly. We feel your team could benefit from more [Desired action] from you.
• You failed to ensure all subordinates remained productive at all times, which is your priority as a team leader.

12. Problem-solving and Proactiveness

Having problem-solvers on your team who can identify the root cause behind challenges and resolve them is the difference between a thriving workplace and a stagnant one. Combine this ability with a proactive approach, and you’ll have efficient employees who think outside of the box.

Outstanding Problem-solving Performance – Positive

• You have a natural knack to find super effective solutions to even the most challenging problems.
• [Employee name] can evaluate challenges from all angles and displays decisiveness in actioning a solution.
• You are persistent about solving problems fast and efficiently. The way you were able to [Solution provided by employee] when we struggled to [Challenge] is always appreciated.

Good Problem-solving Performance – Positive

• Thanks to your detail-oriented and proactive approach, we know we can rely on you to get things done.
• [Employee name] displays strong analytical skills, which helps them quickly identify the cause of problems and offer creative solutions.
• Your ability to think of new tactics and methods consistently is a huge asset for the team.

Average Problem-solving Performance – Neutral

• [Employee name] manages to get the most out of scarce resources.
• You're level-headed when assessing situations and suggesting appropriate solutions.
• You can collaborate with other team members to find practical solutions to problems.

Poor Problem-solving Performance – Negative

• You need to think independently and work on your capability to deal with unexpected occurrences.
• Your performance lacks improvement because you are not bringing innovation into your processes.
• [Employee name] tends to hurry in making decisions, sometimes without trying to know the full details of the issue.

13: Good Habits and Work Ethics

​​Discussing an employee's work ethic and good habits is an elaborate initiative. This can include everything from respecting authority and following instructions, to taking the lead when it’s appropriate. Working diligently and methodically to ensure steady output are also components of a good work ethic.

Use the following performance review phrases examples to provide feedback on your employees‘ ethics and morals:

Outstanding Work Ethic Performance – Positive

• [Employee name] resolves client/customer complaints professionally and timely. They are decisive in resolving issues so that the client’s grievance is dealt with swiftly.
• You have taken on more responsibilities this past [Time period], like when you [Achievement]. Despite being new to it, you've managed to achieve exceptional results.
• [Employee name] has demonstrated exemplary behavior in all aspects of their work, and is repeatedly regarded as highly credible by their co-workers.
• You're an effective team player. We love your willingness to help out and contribute whenever we need to meet a deadline.

Good Work Ethic Performance – Positive

• You have a strong understanding of your job responsibilities.
• [Employee name] continually asks questions to gain more knowledge, admits their mistakes, and takes responsibility for actions.
• You've set and demonstrated a high bar for ethical behavior in the workplace, [Employee name].

Average Work Ethic Performance – Neutral

• You're respectful and fair towards your team members.
• [Employee name] doesn't engage in illegal or unethical business practices.
• You can diplomatically handle difficult situations with peers and management.

Poor Work Ethic Performance – Negative

• You repeatedly [Unwanted behavior]. Not only is this interfering with your work, it has become a problem for your co-workers.
• You have let personal biases influence important decisions related to your work. This is highly undesirable and you need to work on this.
• Instead of accepting responsibility for your actions, you frequently look for excuses for failure.

14. Effort and Dedication

Managers are always looking for ways to inspire job dedication in employees.

It's no secret hard-working and dedicated employees get things done accurately and on time. These employees also inspire their colleagues to seek greater success, contributing indirectly to a more productive work environment.

Outstanding Effort Performance – Positive

• Not only do you deliver high volumes of work that often meet and exceed expectations, but you're also willing to complete work that falls outside your formal job description. You've contributed actively to accelerating our organization's growth.
• [Employee name] actively researches and provides meaningful information to decision-makers, helping them better implement projects.
• We respect how you managed our expectations for [Project]. We look forward to you fearlessly pushing back on anything you don’t feel sets our team up for success.

Good Effort Performance – Positive

• You're consistent in meeting monthly targets set at the performance appraisal and review checkpoints.
• [Employee name] keeps track of inventory levels accurately, which facilitates our supply chain.
• [Employee name] is available when needed and works hard to develop constructive working relationships with subordinates and stakeholders.

Average Effort Performance – Neutral

• [Employee name] is a goal-oriented person, who sets their own priorities to accomplish set quotas and daily goals.
• You show the initiative to find new tasks and require minimal supervision.
• You demonstrated initiative when you [Duty carried out] this quarter.

Poor Effort Performance – Negative

• I've noticed you're being frequently late to work and missing important deadlines. Is there something you need help with?
• You need to be more committed to your work. Currently, your performance is lacking and not at par with our expectations.
• You tend to get easily distracted and aren't focusing on achieving your set performance goals.

Performance Review Examples by Job Type

Below, we've listed some more performance review examples, this time categorized by the relevant job. Use these to highlight the strengths and weaknesses of your employees based on your industry and job expectations.

1. Performance Review Examples for Sales Teams

As a sales manager, you need to provide growth-oriented feedback to your team. The better and more relevant your feedback, the more likely your sales team will be to outperform the competition and meet their monthly targets. You can also use performance reviews to identify the root causes of underperforming salespeople and remove obstacles in the way of their success.

Outstanding Sales Performance – Positive

• [Employee name], you've exceeded the sales quota by a phenomenal X% this quarter. I'm very proud of you!
• Your [Initiative] turned out to be an excellent improvement that directly led to [Result].
• You're the chief closer of our sales department. You repeatedly close profitable deals and bring more leads to your sales pipeline.

Good Sales Performance – Positive

• We appreciate that you used your discretion and suggested [Initiative] which helped us overcome [Challenge] and [Challenge].
• You're a good collaborator and need little or no direction on how to communicate with clients or colleagues.
• We want to acknowledge your impact on our sales department's winnings last quarter. You've done a good job by closing X% of your leads.

Average Sales Performance – Neutral

• I think you can improve the way you run sales meetings by coming up with more focused agendas.
• [Employee name] is willing to participate in [Company]'s optional sales seminar to improve selling skills.
• [Employee name] stays consistent in hitting their quotas, helping fuel the sales department's overall results.

Poor Sales Performance – Negative

• You're frequently late to sales meetings and 1:1 meetings with the sales manager.
• [Employee name] has a passive approach to their development and doesn't start working on discovery before it's specifically assigned to them.
• I've found you giving the same sales pitch to every customer. This isn't going to help us close deals. How can we help you work on personalizing your sales messaging?

2. Performance Review Examples for Nursing Staff

Effective performance management is crucial to the professional success of any workplace, and healthcare is no different. Offer planned and structured feedback to your nurses to set a positive course for the future and ensure how they're faring at work.

Outstanding Nursing Performance – Positive

• Your expert medical knowledge and emotional investment in your job make you a huge asset to our hospital. We commend you for the lengths you go to in providing exceptional care for our patients.
• You consistently provide meaningful information to doctors, helping them treat the patient fast and more effectively.
• You were quick to work extra shifts to fill in for fellow nurses, even on short notice. This helped our hospital operate optimally.

Good Nursing Performance – Positive

• We commend your selfless dedication to helping others, especially your peers and your patients.
• [Employee name] shows sound judgment when evaluating patients, helping them get treated faster.
• You always go out of your way to provide emotional support and share your knowledge with your patients.

Average NursingPerformance – Neutral

• You maintain a pleasant and friendly demeanor, even under stress.
• You're prompt and on time for the start of each workday.
• Patients are looked after timely and empathetically.

Poor Nursing Performance – Negative

• Even after spending X months on the job, you require constant supervision, or else specific tasks don't get completed.
• [Employee name] has often misplaced or lost important documentation related to patients.
• You need to show more composure in stressful situations. We recommend practicing mindfulness to avoid feeling overwhelmed.

3. Performance Review Examples for Technicians

When providing feedback to technicians, focus on being helpful and specific. Use examples and instances to reinforce what these employees are doing right and where they can improve.

The following are a few performance review examples you can apply to highlight outstanding performance and lackluster results in the technical department.

Outstanding Technical Performance – Positive

• [Employee name] has exceeded the original goal of [Project] by X%. Congratulations to them!
• You don’t take a generic “off the shelf” approach to your work, helping you generate tremendous value from each event and service you undertake.
• Time and again, you've helped build the team’s knowledge base by sharing expertise on technical issues.

Good Technical Performance – Positive

• You can identify potential problem areas before they become major obstacles.
• [Employee name] ensures all forms and required paperwork are completed on time, with little to no errors.
• Your managers and co-workers have commented on high levels of accuracy and work productivity.

Average Technical Performance – Neutral

• We appreciate how you don't require constant supervision.
• You can grasp complex technical concepts and explain them to team members when needed.
• You can easily implement new technology with minimal supervision or support.

Poor Performance – Negative

• We think you should attend additional training sessions to perform better on the job. This will also help you improve your technical knowledge, which we think is something you'll benefit from.
• You tend to focus on lower-value work instead of high-level activities, which ultimately prevent the department from hitting our monthly goals.

4. Performance Review Examples for Restaurant Employees

A key aspect of reviewing the performance of restaurant employees is communicating how integral they are to your restaurant's success.

Reconnect them with your mission and show genuine appreciation when needed.

Outstanding Service Performance – Positive

• You've worked diligently to improve the overall service quality at our restaurant.
• [Employee name] makes our dining experience more delightful with their pleasant demeanor and care for the customer experience.
• Even though we've hired you as our hostess, you've helped serve tables when we needed an extra hand, even without us asking you.

Good Service Performance – Positive

• We appreciate you for enforcing our standards of cleanliness and sanitation at all times.
• You create an overwhelmingly supportive work environment by lifting others up instead of pushing them down.
• The fact you readily took sanitation and food handling training to become better at your job hasn't gone unnoticed.

Average Service Performance – Neutral

• You show courtesy and gentleness toward guests.
• You provide prompt customer service but must work on speed in [Job responsibility].
• [Employee name] performs their job optimally but needs guidance with time management.

Poor Service Performance – Negative

• You don't keep the manager informed of potential problems as they arise.
• You swore in front of a customer, which caused them to ask for another server.
• [Employee name] has an inappropriate lack of hygiene observance for food service.

5. Performance Review Examples for Writers

When doing a performance appraisal of writers, be sure to prioritize your comments.

Be considerate and thorough in your feedback, outlining how their writing endeavors are benefiting or hindering the organization.

Outstanding Writing Performance – Positive

• We can count on you to find the right approach with any content asset, even the most challenging ones, which has helped us build a stronger online presence.
• You repeatedly create exceptional content that addresses our target audience's issues and positions our products as the solution to their problems.
• You're a natural storyteller, [Writer name]! You've taken care to explain complicated concepts with exceptional ease while making them engaging.

Good Writing Performance – Positive

• You manage to hit all deadlines, even when faced with unexpected scope changes.
• You have a way with words, [Writer name]. Your content communicates well and follows the brief.
• On a daily basis, you surpass your work quotas without compromising the quality of your writing.

Average Writing Performance – Neutral

• [Writer] has a straightforward style of writing that's great for top-of-the-funnel blog posts.
• By meeting your deadlines, you've helped drive our content team’s success this quarter.
• [Writer name] can convey things literally in their assignments with very little input from editors.

Poor Writing Performance – Negative

• It will serve you well to read other people's work and get a fresh perspective on [Topic].
• You need to do more in-depth research and focus on the nitty-gritty before handing over an assignment.
• [Content asset] has an irregular flow, making it hard for the reader to engage with our message.

6. Performance Review Examples for Freelancers

Freelancers are generally masters of self-reviews, but that doesn’t mean you cannot hold a performance appraisal for them.

Give a clear and simple message that freelancers can easily implement. If you have more than one concern, keep it to less than three separate messages, each focusing on matters directly relevant to their job. For example, meeting deadlines, quality of work, and communication.

Outstanding Freelancer Performance – Positive

• You've built strong relationships with our in-house staff. No wonder everyone is eager to work with you!
• You managed to exceed expectations when it comes to [Duty], including the quality of work and delivery.
• You made an effective system to streamline [Work process] by doing [Action], which significantly helped improve [Result].

Good Freelancer Performance – Positive

• You treat our criticism as learning opportunities, which has empowered you to perform well and beyond.
• You positively contribute to the overall project execution, all thanks to your consistent and high-quality work.
• In addition to setting well-thought-out goals, [Freelancer name] continuously strives to achieve them.

Average Freelancer Performance – Neutral

• You complete the projects on time, which is great. But I feel there's a lot of latent potential in you.
• You take on each project with earnest effort, which we truly appreciate.

Poor Freelancer Performance – Negative

• [Freelancer name] often starts projects without thorough upfront planning, which causes them to miss out on important client instructions like [Example] and [Example].
• You need to work on your time management abilities so that projects and tasks are consistently delivered on time. If meeting a deadline is not feasible we expect you to communicate the delay as soon as possible.
• You tend to monopolize the conversation during team meetings, often disregarding ideas from other collaborators.

7. Performance Review Examples for Software Engineers

When doing a performance appraisal for software engineers, make sure you’re specific with your wording and phrases. This means avoiding statements like “Keep doing what you’re doing“ or “Kudos for a work well done.“ Acknowledge their achievements by going into detail.

If you want to provide negative feedback, avoid using one-sided or biased examples that miss key details or are misrepresented. Be fair in your approach and include suggestions you think will help them improve.

Outstanding Development Performance – Positive

• You have an error rate below 1% on the [Work product]. This is an extremely rare feat!
• With you spearheading [Project], the company saw great results in [Achieved goal].
• You know the technology we use like the back of your hand, and you keep informed about any updates or changes.

Good Development Performance – Positive

• We can rely on [Employee name] when we need to implement a new software program or app.
• You're quick to seek out ways or tools to automate manual tasks to accelerate the development process.
• The quantity of work you've produced is outstanding, [Employee name].

Average Development Performance – Neutral

• [Employee name]'s error rate is acceptable and all work is completed on time.
• [Employee name] regularly services equipment after use.
• The team [Employee name] heads performed well over their target in the last quarter.

Poor Development Performance – Negative

• You tend to miss small errors in the work product, which leads to undue delays in the overall delivery.
• Testers reported several bugs in the last app's beta version. You need to be more focused on your work and actively try to produce quality work.
• You're still facing difficulties working with our technology even though our systems have been used for a long time and are properly documented.

Prioritizing Your Employee’s Professional Development

Constructive, measurable feedback such as the examples of performance review comments we’ve given here can significantly enhance your performance evaluation and promote employee engagement. However, it’s also important to note that 85% of employees may quit if they feel they received an unfair performance review.

When giving a performance review, try to keep things civil and productive. You don’t want to give false praise or mislead employees into thinking they’re doing better than the reality. Inflated positive feedback can rob workers of the opportunity to improve. On the other hand, you don’t want to provide vague negative feedback that makes them feel defensive.

Be specific. Use instances and examples that back your statements and provide ideas for improvement to make the appraisal session truly productive and effective.

We also recommend setting up an employee rewards program using tools like Motivosity and Kazoo.

Rana has been creating expert HR Tech content for SelectSoftware Reviews and other publications for over five years. She uses her platform to help business leaders pick the appropriate tools and apply the right strategies to grow their businesses. When she isn't writing, you'll find her binge-watching or binge-reading.

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Competency: Performance Review Examples (Rating 1 – 5)

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

Performance Review Phrases and Paragraphs Examples: Competency

5 – outstanding.

Outstanding performance rating is reserved for those who consistently excel in their roles, going above and beyond the expectations of their position. They demonstrate a strong commitment to their work, are highly skilled in their area of expertise, and often serve as role models for their peers, taking their work to new levels and inspiring others with their dedication and expertise.

Phrases Examples:

• Consistently exceeds all goals and targets
• Displays exceptional problem-solving abilities
• Demonstrates excellent leadership skills

Paragraph Examples

“Jane consistently demonstrates exceptional skills and abilities in her role. Her problem-solving abilities have led to outstanding results, significantly improving overall team performance. She consistently exceeds expectations for time management, completing tasks well ahead of schedule without compromising quality. Jane’s communication is always clear and concise, making her a valuable team member with strong collaborative relationships.”

“John’s technical prowess and high level of competency allow him to excel in his role. He consistently displays a willingness to take on new challenges and adapt to changing technologies. He is an invaluable resource for the team, as his expertise is sought after by colleagues. John is known for his attention to detail, ensuring his work is completed with precision every time.”

“Susan displays an unwavering commitment to achieving the company’s goals and consistently performs at a level that exceeds expectations. She demonstrates strong analytical abilities, enabling her to make well-informed decisions that support organizational growth. Susan is a proactive and reliable employee, often suggesting new initiatives and volunteering for additional responsibilities.”

“Peter is an exceptional leader with the consistent ability to motivate his team members. His performance continuously stands out, thanks to his dedication to achieving and surpassing project objectives. He is attentive to his team’s needs and actively fosters an environment of collaboration and continuous improvement. Peter’s confident and knowledgeable demeanor is an asset to the organization.”

“Mary consistently exceeds all goals and targets. Her exceptional problem-solving abilities and excellent leadership skills have made her an invaluable asset to the team. She is always motivating her team members to push themselves to reach their full potential.”

4 – Exceeds Expectations

• Consistently meets and often surpasses objectives
• Develops and implements innovative solutions
• Proactively takes on additional responsibilities

“John consistently goes above and beyond in their role, taking on additional responsibilities and actively seeking ways to improve their performance. Their strong initiative and willingness to collaborate with colleagues have positively impacted the team’s productivity and morale. They have demonstrated excellent problem-solving skills and consistently deliver high-quality work on time. John’s proactive approach to professional development reflects their commitment to personal growth and the success of the company.”

“Sarah has displayed exceptional communication skills, fostering a positive atmosphere within the team and effectively engaging with clients. They have proven their ability to manage multiple high-priority projects without sacrificing attention to detail or quality. Sarah’s strong organizational skills and ability to anticipate potential issues have contributed to smooth project execution and successful outcomes. This individual’s performance significantly exceeds expectations, as evidenced by their impressive results and contributions to the team’s objectives.”

“David excels in stakeholder management and consistently fosters strong relationships with clients and colleagues. Their ability to navigate complex situations and negotiate effectively has resulted in numerous mutually beneficial collaborations. David demonstrates excellent leadership qualities, providing valuable guidance to team members and creating an inclusive and supportive environment. Their commitment to continuous improvement and willingness to embrace new challenges position them as a valuable asset to the organization.”

“Emily is a highly motivated individual who consistently seeks opportunities to enhance their skills and apply new learnings to their role. Their innovative thinking and creative problem-solving abilities have led to the implementation of more efficient processes and improved outcomes for the team. Emily sets an excellent example for peers, consistently demonstrating a positive attitude and a collaborative spirit. Their strong work ethic and commitment to quality are evident in the exceptional results they deliver, significantly exceeding expectations.”

“John consistently meets and often surpasses his objectives. His ability to develop and implement innovative solutions has significantly improved the team’s productivity. John proactively takes on additional responsibilities and is always eager to contribute to the success of the organization.”

3 – Meets Expectations

When an employee consistently delivers work that is of quality, accurate, and on time, it is considered that they are meeting expectations. The following phrases and examples provide a picture of what performance review phrases might look like for an employee who meets expectations.

• Generally achieves established goals
• Shows good problem-solving skills
• Effectively collaborates with team members

“John consistently demonstrates competence in his primary tasks. He completes projects on time and meets the quality standards set by the company. Although he may not always exceed expectations, his work is reliable, and he has a solid understanding of his role within the team. He maintains a positive attitude and cooperates well with his colleagues. To encourage continued growth, it would be beneficial for John to seek additional responsibilities or attend training to expand his skill set.”

“Sarah is an effective team member who meets expectations in her day-to-day tasks. She is proficient in her assigned duties, and her work is accurate and thorough. She has a good understanding of the company’s goals and always acts in accordance with established procedures. While she meets expectations, there may be opportunities for Sarah to go above and beyond by seeking out new challenges or offering input on process improvements.”

“Mike is a conscientious employee who consistently meets expectations. He is detail-oriented, ensuring that his work is of a high standard, and he consistently delivers results on time. His communication skills are effective both with clients and internal team members. Mike is also proactive in seeking feedback and implementing it, demonstrating his commitment to continuous improvement. Identifying areas where he can take on additional tasks or leadership roles will help further Mike’s career development.”

“Sarah generally achieves her established goals. She demonstrates good problem-solving skills and works effectively with her team members to overcome challenges. As a valuable contributor, Sarah helps keep projects on track and ensures team efficiency.”

2 – Needs Improvement

In this section, we will provide some examples of phrases and paragraphs that can be used when evaluating an employee’s performance in the “Needs Improvement” category.

• Struggles to achieve certain goals
• Needs guidance in problem-solving techniques
• Requires assistance with teamwork and communication

“John consistently puts forth an effort but may struggle to meet all their job requirements. They are often late on project deadlines and need assistance when facing challenges. In order to improve, John should seek guidance from colleagues and supervisors and prioritize tasks to better manage their time.”

“Samantha has shown improvement in their technical skills, but communication remains an area of concern. Their emails and reports may be unclear or lack essential information. Samantha should focus on enhancing their written communication skills by attending relevant training programs, proofreading their work, and asking for feedback from team members.”

“Alex has demonstrated initiative in several projects; however, their teamwork skills need improvement. They often work alone or are reluctant to share ideas and collaborate with others. This could hinder the team’s overall productivity. To address this, Alex should focus on building trust with team members and take part in team-building activities.”

“Emma has a satisfactory performance in accomplishing routine tasks but exhibits difficulty adapting to change or accepting new approaches. This resistance may have slowed progress in some projects. It is essential for Emma to develop an open mindset and embrace new tools, methods, and ideas to improve their adaptability.”

“David demonstrates a strong work ethic but struggles with time management, which sometimes leads to missed deadlines and lower-quality work. To improve their performance, David needs to prioritize tasks according to their urgency and allocate adequate time for completing them. Implementing strategies like time-blocking can help in better management and organization.”

“Mark struggles to achieve his goals and could use guidance in problem-solving techniques. His teamwork and communication skills require development to function optimally within the team. With additional support and coaching, Mark has the potential to make significant progress in his role.”

1 – Unacceptable

Employees rated as “Unacceptable” demonstrate a significant lack of competency in their job. They frequently need close supervision, and their actions might adversely impact the team’s productivity and the organization’s goals. It is crucial for managers to address these issues and provide support to help the employee improve and reach an acceptable level of performance.

• Lack of initiative: The employee consistently fails to take initiative and requires constant supervision to complete tasks. They do not show the needed motivation to improve their performance.
• Poor time management: The employee has not demonstrated an ability to manage their workload effectively, consistently missing deadlines and causing delays for their colleagues.
• Unreliable: The employee is often absent without notice and fails to meet their commitments, resulting in disruptions to the team’s operations and project timelines.
• Inadequate communication skills: The employee consistently struggles to express their ideas or understand instructions from their team members, causing confusion and miscommunications.
• Unwillingness to adapt: The employee resists change and does not make an effort to learn new skills or adapt to new situations, thereby hindering the progress of the team and the organization as a whole.
• Does not achieve established goals
• Fails to find solutions to problems independently
• Has difficulties collaborating with team members

“John consistently fails to meet deadlines, leading to increased pressure on fellow team members. His lack of time management and organizational skills has hindered the team’s overall progress. John needs to immediately address these issues and develop a plan to improve his performance.”

“Emily has shown an inability to work efficiently within the team environment. She demonstrates poor communication skills, often creating misunderstandings and conflicts among colleagues. It is crucial for Emily to seek professional development opportunities to enhance her communication abilities and become an effective team player.”

“Michael has not shown a willingness to take on new tasks or seek learning opportunities to increase his competencies. This lack of initiative results in limited contributions to the team’s overall performance. For Michael to improve, he must actively seek feedback and take responsibility for his personal growth to meet the required expectations.”

“Samantha is consistently unresponsive to feedback from peers and supervisors. She has not shown any effort to implement the suggested changes to her work habits, which has hindered her growth and performance. Samantha must become receptive to feedback and take the necessary steps to make improvements in her role.”

“David exhibits a negative attitude and regularly discourages team efforts to achieve project goals. This behavior affects the overall team morale and productivity. To move forward, David must adopt a collaborative approach and work on building positive relationships with his colleagues.”

“Mary fails to meet established goals and lacks the initiative to find solutions to problems independently. She is consistently falling behind and has difficulties collaborating with team members. Immediate intervention and support are necessary to improve Mary’s performance.”

Performance Review Questions: Competency

1. Did the employee meet the goals and objectives set for them during the review period? 2. Did the employee demonstrate the necessary skills and knowledge to perform their job effectively? 3. Did the employee show initiative and take on additional responsibilities beyond their job description? 4. Did the employee work collaboratively with their colleagues and contribute to a positive team environment? 5. Did the employee demonstrate a willingness to learn and grow professionally? 6. Did the employee consistently meet deadlines and produce high-quality work? 7. Did the employee handle challenges and setbacks effectively, and seek help when needed? 8. Did the employee adhere to company policies and procedures, and demonstrate ethical behavior? 9. Did the employee communicate effectively with their supervisor and colleagues, and seek feedback to improve their performance? 10. Did the employee demonstrate a strong work ethic and commitment to their job?

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

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• Essay on Management

Performance Review Essay Examples

Type of paper: Essay

Topic: Management , Workplace , Company , Employee , Goals , Employment , Time , Performance

Published: 02/26/2020

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Performance review is a constant process of evaluating employee performance over a particular duration of time. During the performance review, employees are told what their employer expects from them. The employees are also rated depending on the objectives of the company on how well they have achieved those objectives. Performance reviews are used by the human resource department to support their decisions that may include promotions, training, terminations, and those employees who deserve pay increases. Grote (1996) notes that here is always a thin line between receiving performance reviews and conducting a performance review on the employees as a manager. Often, managers question the need for performance reviews on them as they consider the performance reviews to be ineffective on them and sometimes perceive it as a waste of time, on the other hand; managers like giving performance reviews as the reviews provide a platform where the manager can evaluate an employee’s performance. As a manager, our company uses the top down performance review system. In this process, the manager monitors employee performance and development throughout the review period. The manager then uses a rating system after a particular time to rate the employee’s performance assessment. The manager then discusses these results with the employee. This review is usually done annually. According to Guerra-López (2008), performance reviews should be conducted in a manner that does not create a negative experience to the employees. The review method should not be a mere waste of time and for the review to be effective, it should be motivational in nature. Performance reviews are useful as it gives the manager a chance to give an employee feedback on their performance and inform the employee if the company’s objectives are being met. Finally the most useful comments that managers receive during performance reviews are that the managers are very hard working, do their job satisfactorily and that the managers create a good working environment. The worst comments that managers receive include being told that they are sloppy; their office is a mess and deadlines are not always met.

Grote, R. C. (1996). The complete guide to performance appraisal. New York: AMACOM. Guerra-López, I. (2008). Performance evaluation: Proven approaches for improving program and organizational performance. San Francisco: Jossey-Bass.

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Performance Review, Essay Example

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What exactly did you or s/he experience?

I have personally experienced handling the cashier’s register and this experience taught me how to effectively multitask in response to several pressures of time constraints that often occur at work especially during the peak hours. Due to time scheduling and perhaps the adjustment that I had to go through in relation to being alert at midnight, I have incurred inventory shortage amounting to $116 dollars during my third week of completing my duty.

What company were you or s/he working for?

I have been working for a mini-convenience store that operates 24 hours. My shift comprises of eight hours from 12 mn to 8am.

Did management act professionally?

Yes, the management had to investigate on the circumstances and when I was proven clean, I was simply asked to replace what was the lost through salary deduction proceedings.

How was the review delivered?

The investigation and review lasted for at least three days. The administrator looked through the cashier’s record and confirmed that I was the one on duty when the money was lost. To be fair to me, the administrator tried to investigate further and see to it that I am not pressed on for something that I did not do, although the need to be responsible for what was lost is a must, hence requiring me to provide a payback amount for what was lost during the said incident.

How did you or s/he feel about the review? Was the information honest, helpful, and encouraging?

The review on my performance was rather honest and impartial. The management was careful enough to make sure that nothing is overlooked and that I am treated fairly regarding the matter. Considering that I am new and that I am still adjusting, the management found that I am clean from any particular conditions of stealing as others might suspect. I was then given another chance to  prove my competence on the job.

Were goals established for the next performance period?

Yes. The administrator made it a point that he would look through my performance again through the next review and that if I fail to respond to my duties as a cashier which could cause profit loss, I would lose my position and be demoted.

Were you or s/he given an opportunity to express an opinion?

Yes, the administrator actually asked for my response to the matter before, during and even after the investigation. They basically made me feel that I am given the chance to stand for my own and defend myself if I feel that it was necessary.

After this experience did you or your friend feel positively about your job and employer or negatively?

Certainly, I felt that my administrators care about me as much as they care about the business. It was a rather moving experience that made me realize how I am supposed to improve my performance because an administration as good as my company has deserves high quality service in replacement of the goodness they show to employees like myself.

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• 15 types of employee performance review ...

15 types of employee performance reviews (with templates and examples)

An employee performance review is a meeting between a manager and their employee to discuss how the team member is pacing toward organizational goals. Though simple in design, there are many ways to create a more effective process that brings your reviews to life. See the top 15 performance review templates to measure success and improve your review skills.

Measuring success is a key piece to leading an effective team. After all, you can’t improve until you know what skills you need to build. 

You can measure success in different ways—from peer reviews to self reviews and different performance evaluations in between. To figure out the right review style for your team, we’ve put together 15 employee performance review templates to measure job performance effectively.

What is a performance review?

An employee performance review is an evaluation where managers, peers, or other stakeholders assess a team member’s job performance over time. While the performance review process differs depending on the period you evaluate and who is leading the review, there are a few key pieces to a successful review. 

Your performance review process should include:

Employee strengths: Always include feedback and praise regarding the team member’s strengths, such as effective problem solving and communication skills. This offers insight into what the employee is doing well.

Employee weaknesses: It’s also valuable to discuss any weaknesses or areas of opportunity for the team member. Areas of focus could include the ability to work in a team setting or when and how to share ideas more effectively. This is an opportunity for the team member to gain insight into where they have room to improve.  

Rating system: To determine areas of improvement, your performance review should include a rating scale to gauge each employee’s skill level in pre-set categories. A common example is rating employees based on standards such as: consistently exceeds expectations, often exceeds expectations, consistently meets expectations, needs development. You might use these ratings to evaluate the employee across different categories, like strategic mindset, communication skills, and team collaboration.

Review period: During the performance review process, you will measure an employee’s performance relative to a set period. Each organization does this slightly differently, but common periods include annually, bi-annually, or quarterly. 

Set goals: Clear SMART goals give employees a sense of where they can improve and what they should focus on in the future. SMART stands for specific, measurable, achievable, realistic, and time-bound. This helps to clearly define performance expectations for your employees. 

Every performance review will have the above elements, but there are other considerations to keep in mind—such as individual skills—that can’t be easily measured. These skills could include your ability to brainstorm in a team setting or support team members for the good of the organization.

Time-oriented performance review templates

Let’s take a look at the first type of employee performance review templates: time-oriented review periods.

1. Annual performance review

Review frequency : Once a year. 

An annual performance review measures a team member’s accomplishments over a year’s time. Overall performance may focus on core competencies as well as individual goals relative to performance management. 

An annual review is a great way to analyze performance history over the course of a year. Be sure to write the performance review down in a shared space. Documenting work in a central source of truth allows you and your employee to review what they did over the course of the year. This creates transparency around expectations and milestones . 

2. Mid-year performance review

Review frequency : Twice a year. 

A mid-year performance review measures a team member’s accomplishments bi-annually. This is a great option for teams who want to create transparency around performance.

That’s because giving team members an opportunity to see where their performance lands every six months allows them to gauge their performance and implement changes where needed. On the other hand, positive performance also gives team members a sense of what they’re excelling at. 

3. Quarterly performance review

Review frequency : Four times a year. 

Take transparent communication one step further with a quarterly performance review. A quarterly performance review evaluates a team member’s success four times a year, and gives your employee a more consistent opportunity to turn weaknesses into strengths. 

Just as other performance review styles, it’s also important to focus as much time and energy on positives as you do on constructive feedback. Both encourage good performance.

4. Year-end performance review

A year-end performance review measures a team member’s success against the financial success of the company. This review is commonly scheduled alongside the evaluation of long-term company goals and is used frequently for operations and marketing teams. This is because their work is closely aligned with financial revenue goals. 

While each company starts and ends their financial year on different timelines, it’s common for a year-end review to happen around the end of the calendar year.

5. 30-60-90 performance review

Review frequency : Once a month for the first three months of employment.

A 30-60-90 day performance review measures a new team member’s success. Often paired alongside a 30-60-90 day plan , this method reviews the new team member against job expectations after their first, second, and third months in the role. 

This review is a great way to give new team members a baseline of how they're meeting their role expectations. It also creates transparency around areas where they should focus more energy and time perfecting skills. Employee onboarding is tricky, and your team members may need to adjust their expectations, focus areas, and priorities as they learn more about the role. Without doing a 30-60-90 review, a new employee might not get a performance review for their first 6+ months working at a company—so they have very little understanding of how they're performing. 

As a manager, one of the most valuable things you can do for new team members is to provide multiple feedback sessions often to show that you're involved, engaged, and invested in your new team members' growth.

Team-oriented performance review templates

As a manager, you have a unique understanding of how your team member is performing in their role. But you can’t always see everything they’re doing. Employee performance review templates centered around team goals are a great way to gather feedback from other members of the team. Use these in combination with more traditional manager feedback to get a holistic review of an employee’s performance. 

6. Self evaluation review

Review frequency : Annually, bi-annually, or quarterly. 

A self-evaluation is where a team member evaluates their own performance. This gives you a better understanding of how each team member views their skills. It’s important to know that a self evaluation isn’t used to take work off your plate. Instead, it has its own benefits such as giving the team member a chance to communicate their viewpoint. 

Oftentimes you will then provide your employee feedback on the self-evaluation, using a physical or digital form. This creates balance between manager vs. employee viewpoints to ensure both are aligned. This is done during a one-on-one meeting where you’ll both chat about your feedback to perform a holistic performance review. 

7. Peer review

Review frequency : Annually or bi-annually.

Oftentimes, annual or biannual reviews will also have a peer review component. This gives peers an opportunity to answer questions and evaluate their coworkers—most commonly in written form. To use this feedback, collect the peer feedback, your feedback, and any self-review feedback during an annual or biannual review period. 

The main value of a peer review is giving team members an opportunity to see their value and areas of opportunity from other perspectives. Depending on the size of your team and your relationship with the team members, you may not have insight into everything each team member does. Peer reviews are an opportunity for team members to share that perspective with you, so you have a more holistic picture of the employee's performance.

8. Team performance review

A team performance review is where a group of individuals rate the performance of the team as a whole. Hearing multiple opinions from different individuals can help you understand the group’s needs, as well as identify where growth opportunities lie. This type of review is most valuable for managers. 

You can do this by asking each team member to fill out a self-assessment and answer questions about the team and the team’s goals. For example, you might ask:

How well did the team work together as a group?

Name one example of good team collaboration in the last period. 

Name one example where team collaboration was less effective in the last period.

How comfortable are you communicating feedback to your peers? What about your manager? 

What improvements could be made to enable better team collaboration?

Performance review templates

If none of the above performance review templates felt quite right, take a look at general employee performance review templates that work for most situations and teams. 

9. Simple performance review

A simple performance review focuses on performance phrases rather than numbers. This is because it’s crucial to give team members context about how they’re doing. Providing a rating without context can be confusing to team members and hinder their growth. 

A simple performance review helps keep expectations as clear as possible, without confusing the employee. Overall, it’s the best style when looking for a basic yet effective way to communicate performance.  

Center a performance review around goals and use examples to back up data. Without that, it can be challenging for team members to understand exactly how they can improve and meet expectations.

10. Goal setting review

Review frequency : Annually or bi-annually. 

Goals setting reviews focus on a team member's expected objectives. These goals can focus on an employee's professional objectives and how they align with the company's long-term strategy. For example, as a team lead , your goal over the next quarter might be to streamline cross-functional communication. This aligns with the company’s goal to create greater transparency across all departments.

Goal setting reviews should follow the SMART goal acronym to ensure they are specific and measurable enough to evaluate. SMART stands for s pecific, m easurable, a chievable, r ealistic, and t ime-bound. 

11. 360 performance review

A 360 performance review measures an employee’s performance from the perspective of all relevant team members. This includes self-feedback, peer feedback, manager feedback, and employee feedback about the manager if applicable. 

This type of review is particularly useful for managers who want feedback from their direct reports. Use this review template if you want insight from the people you work closely with, regardless of how their role relates to yours.

12. Professional development review

A professional development review measures a team member’s personal goals. This is important when you’re looking to evaluate a team member’s career trajectory. It ensures they’re meeting their role’s needs and developing personal objectives such as growing their leadership skills. 

By connecting job and personal goals, the employee can better understand how their role is supporting their career development. For example, imagine your employee shared that they eventually want to grow in a leadership position. Part of their professional development plan is to identify areas where they can get involved in a more strategic role. During your professional development feedback session, you can review the concrete steps they took towards that goal and outline additional next steps they can work towards.

13. Performance improvement review

Review frequency : Only when an employee is underperforming.  

Before using a performance improvement review, make sure you have an improvement plan in place. It’s important to communicate the expected performance goals ahead of time so the individual has a chance to meet their expectations. Once objectives are clear, you can use a performance improvement review to measure the team member’s success against previously defined expectations.

An improvement review measures your team member’s success based on a previously established performance plan. Use an improvement plan to clearly define expectations on how an employee can work to meet those objectives. Put a performance plan into place when an individual is underperforming based on their job description. 

14. Compensation check-in

A compensation check-in is a review of a team member’s performance to evaluate the merit of a raise. This type of review doesn’t guarantee a promotion, but it can  help create transparency around the expectations associated with an annual raise.

To do this effectively, be sure to provide examples of work where the employee went above and beyond their job description. This will create transparency around performance and promotion trajectory. 

15. Excelling feedback review

Review frequency : Only when an employee is excelling in their role.  

On the opposite end of the spectrum, use an excelling feedback review to measure and detail an individual’s successes. This review template gives the employee additional context about how their excellent work has positively impacted the team or company. This is why it’s commonly used in unison with a compensation check-in.

Taking a moment to acknowledge this performance can help boost employee morale , giving you both a moment to reflect on what went well.

Sample performance review example

Now that you understand the 15 most popular employee review templates, it’s time to craft one of your own. We created a sample performance review to give you an idea of what a general review template might look like. 

Employee name: Daniela Vargas

Review period: Q4

Date of review: January 1

Employee rating: Often exceeds expectations

Strengths: Daniela had an excellent quarter. She excelled in team collaboration by stepping up to help team members brainstorm solutions in order to meet deadlines. It’s clear that Daniela really cares about her work and her teammates and embodies Apollo Enterprises’ core values. 

Opportunity: While Daniela excelled in collaboration, I believe she could improve her thought leadership. There are opportunities for Daniela to learn new skills by attending workshops and keeping up with industry news which she can then bring back to the team. 

Learn one new industry skill a month in Q1. 

Lead two team meetings to share thought leadership by the end of Q2.

While you can use this sample as a starting point for your own effective performance review process, remember to put your own team flare into it. 

How to prepare for a performance appraisal

A performance review is a two-way conversation between an employee and their manager to discuss their strengths, quality of work, and future goals. Preparing for a performance appraisal, whether you're in human resources, a manager, or an employee, creates an evaluation process that helps to fairly evaluate and document employee progress and engagement.

For managers:

Thoroughly review the employee's past performance. Consider using an annual performance review template to assess employee development and any areas needing improvement.

Set clear, achievable long-term and short-term objectives for the next performance review cycle. These should match the company's goals and support both employee progress and organizational growth.

Have an open dialogue to boost employee engagement. Offer clear examples of past performance and provide constructive feedback to guide the conversation.

For employees:

Reflect on your performance. Identify strengths and areas for growth. Use the employee self evaluation form to organize your thoughts and achievements.

Think about your career goals. Set key performance indicators (KPIs) that support these goals, and prepare to discuss them with your manager.

Prepare specific examples of your work to discuss , including achievements, challenges, and the support you need moving forward to improve your performance rating and growth.

Employee performance evaluation follow-up

Both managers and employees should actively engage in follow-up actions after a performance evaluation. This ensures that feedback and action plans are effectively implemented, setting the stage for professional development. Here’s where employee development plans and performance improvement plans turn evaluation insights into actionable growth strategies.

Employee development plan

An employee development plan outlines a roadmap for an employee's professional growth and skill enhancement. Here are a few details to include:

Define specific goals based on appraisal insights to guide employee progress.

Identify essential skills and competencies for career development.

Set clear milestones, metrics, and timelines for achieving professional growth objectives.

Maintain ongoing communication and make necessary adjustments to the development plan as needed.

Employee performance improvement plan

When a performance review form identifies areas for improvement, an employee performance improvement plan specifies those areas and outlines specific, measurable goals for boosting performance.

To ensure accountability, establish realistic metrics and timelines for achieving each goal.

Conduct regular employee progress reviews to monitor advancements and tackle challenges.

Provide continuous support and adjust the plan as needed to ensure the employee's success.

How to give constructive feedback

Before you dive into the structure and style of various performance reviews, you must understand how to give constructive criticism effectively. Constructive criticism focuses on providing helpful feedback supported by specific examples. This gives team members the context they need to understand why they received the feedback they did.

To give effective and detailed feedback , be sure to do the following. 

Notify the employee before you meet

If you don't have a lot of experience giving feedback, it can be tempting to launch into a feedback session and get it over with as soon as possible. But in fact, the opposite is true. The more time you give your team member to prepare to receive the feedback, the more valuable the session will be. That’s because team members who are notified in advance can get into the right mindset to receive feedback openly without becoming defensive or passive. 

Be sure to let the employee know about the feedback session before you sit down for the official conversation. If possible, tell the employee what the feedback will be about. For example, you might say “During our quarterly performance review next week, I’d love for you to walk through your three proudest accomplishments from the last quarter and three things you want to focus on during the next quarter. Then, I’ll share the same thing. Together, we’ll come up with next steps and focus areas for you to dive into in the coming months.” This will give them time to prepare for the meeting and prep any relevant questions on their end.

Communicate in private

It’s easy for constructive feedback to accidentally turn into a negative experience if you share it in a group setting. No matter the type or style of performance review, make sure you’re communicating feedback in a private one-on-one setting. This ensures the employee doesn’t feel targeted in a group setting. 

If the type of performance review style you’re using includes feedback from more than one person—for example, peer reviews—it’s your responsibility as the team manager to aggregate that feedback and present it to your team member in private. Keeping the feedback session between you and your team member gives them a chance to process the feedback on their own time.

Offer actionable feedback

To ensure your feedback is constructive, always pair it with data-backed insights and actionable next steps. Doing so creates transparency around why the employee got a specific review based on their work. Offer specific feedback with details around what's been working well, what they can improve, and how to get there.

For example, imagine your team member has missed some important deadlines. You want to share that feedback with them so they can prioritize hitting their due dates in the coming months. In this example, it's significantly more valuable if you can include specific examples of due dates they missed. That way, you and your team members can refer to specific instances, work to figure out what went wrong, and then come up with concrete action items and processes they can implement in the future.

Document feedback in writing

Be sure to document constructive feedback in writing. You can do this in a feedback system or a tool like Asana . This way, you and the employee can look back on past performance and measure objectives accordingly.

This goes for positive as well as constructive feedback. Oftentimes, we overlook documenting positive feedback since, well, it’s positive. But keeping track of the team member’s major wins is a great way to increase team morale while reducing impostor syndrome and burnout .

Boost collaboration with performance review templates

A performance review is an excellent way to measure a team member’s performance. It offers transparency around expectations and serves as an opportunity to communicate honestly with your team. 

Making the process as transparent as possible is the best way to foster honest feedback and the desire to improve performance. Communication is at the center of an effective review process. 

From giving feedback with context to streamlining collaboration, Asana can help. Improve your communication not only during a performance review but every day with Asana’s team communication software.

Related resources

30-60-90 day plan: How to onboard new hires with ease

What is self-management? (7 skills to improve it)

Don’t like giving feedback? These 20 tips are for you

How to delegate effectively: 10 tips for managers

• Performance Management

Peer Review Examples: Powerful Phrases You Can Use

• October 30, 2023

The blog is tailored for HR professionals looking to set up and improve peer review feedback within their organization. Share the article with your employees as a guide to help them understand how to craft insightful peer review feedback.

Effective employee performance evaluation plays a pivotal role in both personal growth and the maintenance of a productive, harmonious work environment. When considering the comprehensive perspective of 360-degree evaluation, peer review feedback emerges as a crucial element. In this article, we’ll explore the importance of peer review feedback and equip you with powerful peer review examples to facilitate the process.

Peer review feedback is the practice of colleagues and co-workers assessing and providing meaningful feedback on each other’s performance. It is a valuable instrument that helps organizations foster professional development, teamwork, and continuous improvement.

Peoplebox lets you conduct effective peer reviews within minutes. You can customize feedback, use tailored surveys, and seamlessly integrate it with your collaboration tools. It’s a game-changer for boosting development and collaboration in your team.

Why are Peer Reviews Important?

Here are some compelling reasons why peer review feedback is so vital:

Broader Perspective: Peer feedback offers a well-rounded view of an employee’s performance. Colleagues witness their day-to-day efforts and interactions, providing a more comprehensive evaluation compared to just a supervisor’s perspective.

Skill Enhancement: It serves as a catalyst for skill enhancement. Constructive feedback from peers highlights areas of improvement and offers opportunities for skill development.

Encourages Accountability: Peer review fosters a culture of accountability . Knowing that one’s work is subject to review by peers can motivate individuals to perform at their best consistently.

Team Cohesion: It strengthens team cohesion by promoting open communication. and constructive communication. Teams that actively engage in peer feedback often develop a stronger sense of unity and shared purpose.

Fair and Unbiased Assessment: By involving colleagues, peer review helps ensure a fair and unbiased assessment. It mitigates the potential for supervisor bias and personal favoritism in performance evaluations.

Identifying Blind Spots: Peers can identify blind spots that supervisors may overlook. This means addressing issues at an early stage, preventing them from escalating.

Motivation and Recognition: Positive peer feedback can motivate employees and offer well-deserved recognition for their efforts. Acknowledgment from colleagues can be equally, if not more, rewarding than praise from higher-ups.

Now, let us look at the best practices for giving peer feedback in order to leverage its benefits effectively.

30 Positive Peer Feedback Examples

Now that we’ve established the importance of peer review feedback, the next step is understanding how to use powerful phrases to make the most of this evaluation process.  In this section, we’ll equip you with various examples of phrases to use during peer reviews, making the journey more confident and effective for you and your team .

Must Read: 60+ Self-Evaluation Examples That Can Make You Shine

Peer Review Example on Work Quality

When it comes to recognizing excellence, quality work is often the first on the list. Here are some peer review examples highlighting the work quality:

• “Kudos to Sarah for consistently delivering high-quality reports that never fail to impress both clients and colleagues. Her meticulous attention to detail and creative problem-solving truly set the bar high.”
• “John’s attention to detail and unwavering commitment to excellence make his work a gold standard for the entire team. His consistently high-quality contributions ensure our projects shine.”
• “Alexandra’s dedication to maintaining the project’s quality standards sets a commendable benchmark for the entire department. Her willingness to go the extra mile is a testament to her work ethic and quality focus.”
• “Patrick’s dedication to producing error-free code is a testament to his commitment to work quality. His precise coding and knack for bug spotting make his work truly outstanding.”

Peer Review Examples on Competency and Job-Related Skills

Competency and job-related skills set the stage for excellence. Here’s how you can write a peer review highlighting this particular skill set:

• “Michael’s extensive knowledge and problem-solving skills have been instrumental in overcoming some of our most challenging technical hurdles. His ability to analyze complex issues and find creative solutions is remarkable. Great job, Michael!”
• “Emily’s ability to quickly grasp complex concepts and apply them to her work is truly commendable. Her knack for simplifying the intricate is a gift that benefits our entire team.”
• “Daniel’s expertise in data analysis has significantly improved the efficiency of our decision-making processes. His ability to turn data into actionable insights is an invaluable asset to the team.”
• “Sophie’s proficiency in graphic design has consistently elevated the visual appeal of our projects. Her creative skills and artistic touch add a unique, compelling dimension to our work.”

Peer Review Sample on Leadership Skills

Leadership ability extends beyond a mere title; it’s a living embodiment of vision and guidance, as seen through these exceptional examples:

• “Under Lisa’s leadership, our team’s morale and productivity have soared, a testament to her exceptional leadership skills and hard work. Her ability to inspire, guide, and unite the team in the right direction is truly outstanding.”
• “James’s ability to inspire and lead by example makes him a role model for anyone aspiring to be a great leader. His approachability and strong sense of ethics create an ideal leadership model.”
• “Rebecca’s effective delegation and strategic vision have been the driving force behind our project’s success. Her ability to set clear objectives, give valuable feedback, and empower team members is truly commendable.”
• “Victoria’s leadership style fosters an environment of trust and innovation, enabling our team to flourish in a great way. Her encouragement of creativity and openness to diverse ideas is truly inspiring.”

Feedback on Teamwork and Collaboration Skills

Teamwork is where individual brilliance becomes collective success. Here are some peer review examples highlighting teamwork:

• “Mark’s ability to foster a collaborative environment is infectious; his team-building skills unite us all. His open-mindedness and willingness to listen to new ideas create a harmonious workspace.”
• “Charles’s commitment to teamwork has a ripple effect on the entire department, promoting cooperation and synergy. His ability to bring out the best in the rest of the team is truly remarkable.”
• “David’s talent for bringing diverse perspectives together enhances the creativity and effectiveness of our group projects. His ability to unite us under a common goal fosters a sense of belonging.”

Peer Review Examples on Professionalism and Work Ethics

Professionalism and ethical conduct define a thriving work culture. Here’s how you can write a peer review highlighting work ethics:

• “Rachel’s unwavering commitment to deadlines and ethical work practices is a model for us all. Her dedication to punctuality and ethics contributes to a culture of accountability.”
• “Timothy consistently exhibits the highest level of professionalism, ensuring our clients receive impeccable service. His courtesy and reliability set a standard of excellence.”
• “Daniel’s punctuality and commitment to deadlines set a standard of professionalism we should all aspire to. His sense of responsibility is an example to us all.”
• “Olivia’s unwavering dedication to ethical business practices makes her a trustworthy and reliable colleague. Her ethical principles create an atmosphere of trust and respect within our team, leading to a more positive work environment.”

Feedback on Mentoring and Support

Mentoring and support pave the way for future success. Check out these peer review examples focusing on mentoring:

• “Ben’s dedication to mentoring new team members is commendable; his guidance is invaluable to our junior colleagues. His approachability and patience create an environment where learning flourishes.”
• “David’s mentorship has been pivotal in nurturing the talents of several team members beyond his direct report, fostering a culture of continuous improvement. His ability to transfer knowledge is truly outstanding.”
• “Laura’s patient mentorship and continuous support for her colleagues have helped elevate our team’s performance. Her constructive feedback and guidance have made a remarkable difference.”
• “William’s dedication to knowledge sharing and mentoring is a driving force behind our team’s constant learning and growth. His commitment to others’ development is inspiring.”

Peer Review Examples on Communication Skills

Effective communication is the linchpin of harmonious collaboration. Here are some peer review examples to highlight your peer’s communication skills:

• “Grace’s exceptional communication skills ensure clarity and cohesion in our team’s objectives. Her ability to articulate complex ideas in a straightforward manner is invaluable.”
• “Oliver’s ability to convey complex ideas with simplicity greatly enhances our project’s success. His effective communication style fosters a productive exchange of ideas.”
• “Aiden’s proficiency in cross-team communication ensures that our projects move forward efficiently. His ability to bridge gaps in understanding is truly commendable.”

Peer Review Examples on Time Management and Productivity

Time management and productivity are the engines that drive accomplishments. Here are some peer review examples highlighting time management:

• “Ella’s time management is nothing short of exemplary; it sets a benchmark for us all. Her efficient task organization keeps our projects on track.”
• “Robert’s ability to meet deadlines and manage time efficiently significantly contributes to our team’s overall productivity. His time management skills are truly remarkable.”
• “Sophie’s time management skills are a cornerstone of her impressive productivity, inspiring us all to be more efficient. Her ability to juggle multiple tasks is impressive.”
• “Liam’s time management skills are key to his consistently high productivity levels. His ability to organize work efficiently is an example for all of us to follow.”

Though these positive feedback examples are valuable, it’s important to recognize that there will be instances when your team needs to convey constructive or negative feedback. In the upcoming section, we’ll present 40 examples of constructive peer review feedback. Keep reading!

40 Constructive Peer Review Feedback

Receiving peer review feedback, whether positive or negative, presents a valuable chance for personal and professional development. Let’s explore some examples your team can employ to provide constructive feedback , even in situations where criticism is necessary, with a focus on maintaining a supportive and growth-oriented atmosphere.

Constructive Peer Review Feedback on Work Quality

• “I appreciate John’s meticulous attention to detail, which enhances our projects. However, I noticed a few minor typos in his recent report. To maintain an impeccable standard, I’d suggest dedicating more effort to proofreading.”
• “Sarah’s research is comprehensive, and her insights are invaluable. Nevertheless, for the sake of clarity and brevity, I recommend distilling her conclusions to their most essential points.”
• “Michael’s coding skills are robust, but for the sake of team collaboration, I’d suggest that he provides more detailed comments within the code to enhance readability and consistency.”
• “Emma’s creative design concepts are inspiring, yet consistency in her chosen color schemes across projects could further bolster brand recognition.”
• “David’s analytical skills are thorough and robust, but it might be beneficial to present data in a more reader-friendly format to enhance overall comprehension.”
• “I’ve observed Megan’s solid technical skills, which are highly proficient. To further her growth, I recommend taking on more challenging projects to expand her expertise.”
• “Robert’s industry knowledge is extensive and impressive. To become a more well-rounded professional, I’d suggest he focuses on honing his client relationship and communication skills.”
• “Alice’s project management abilities are impressive, and she’s demonstrated an aptitude for handling complexity. I’d recommend she refines her risk assessment skills to excel further in mitigating potential issues.”
• “Daniel’s presentation skills are excellent, and his reports are consistently informative. Nevertheless, there is room for improvement in terms of interpreting data and distilling it into actionable insights.”
• “Laura’s sales techniques are effective, and she consistently meets her targets. I encourage her to invest time in honing her negotiation skills for even greater success in securing deals and partnerships.”

Peer Review Examples on Leadership Skills

• “I’ve noticed James’s commendable decision-making skills. However, to foster a more inclusive and collaborative environment, I’d suggest he be more open to input from team members during the decision-making process.”
• “Sophia’s delegation is efficient, and her team trusts her leadership. To further inspire the team, I’d suggest she share credit more generously and acknowledge the collective effort.”
• “Nathan’s vision and strategic thinking are clear and commendable. Enhancing his conflict resolution skills is suggested to promote a harmonious work environment and maintain team focus.”
• “Olivia’s accountability is much appreciated. I’d encourage her to strengthen her mentoring approach to develop the team’s potential even further and secure a strong professional legacy.”
• “Ethan’s adaptability is an asset that brings agility to the team. Cultivating a more motivational leadership style is recommended to uplift team morale and foster a dynamic work environment.”

Peer Review Examples on Teamwork and Collaboration

• “Ava’s collaboration is essential to the team’s success. She should consider engaging more actively in group discussions to contribute her valuable insights.”
• “Liam’s teamwork is exemplary, but he could motivate peers further by sharing credit more openly and recognizing their contributions.”
• “Chloe’s flexibility in teamwork is invaluable. To become an even more effective team player, she might invest in honing her active listening skills.”
• “William’s contributions to group projects are consistently valuable. To maximize his impact, I suggest participating in inter-departmental collaborations and fostering cross-functional teamwork.”
• “Zoe’s conflict resolution abilities create a harmonious work environment. Expanding her ability to mediate conflicts and find mutually beneficial solutions is advised to enhance team cohesion.”
• “Noah’s punctuality is an asset to the team. To maintain professionalism consistently, he should adhere to deadlines with unwavering dedication, setting a model example for peers.”
• “Grace’s integrity and ethical standards are admirable. To enhance professionalism further, I’d recommend that she maintain a higher level of discretion in discussing sensitive matters.”
• “Logan’s work ethics are strong, and his commitment is evident. Striving for better communication with colleagues regarding project updates is suggested, ensuring everyone remains well-informed.”
• “Sophie’s reliability is appreciated. Maintaining a high level of attention to confidentiality when handling sensitive information would enhance her professionalism.”
• “Jackson’s organizational skills are top-notch. Upholding professionalism by maintaining a tidy and organized workspace is recommended.”

Peer Review Feedback Examples on Mentoring and Support

• “Aiden provides invaluable mentoring to junior team members. He should consider investing even more time in offering guidance and support to help them navigate their professional journeys effectively.”
• “Harper’s commendable support to peers is noteworthy. She should develop coaching skills to maximize their growth, ensuring their development matches their potential.”
• “Samuel’s patience in teaching is a valuable asset. He should tailor support to individual learning styles to enhance their understanding and retention of key concepts.”
• “Ella’s mentorship plays a pivotal role in the growth of colleagues. She should expand her role in offering guidance for long-term career development, helping them set and achieve their professional goals.”
• “Benjamin’s exceptional helpfulness fosters a more supportive atmosphere where everyone can thrive. He should encourage team members to seek assistance when needed.”
• “Mia’s communication skills are clear and effective. To cater to different audience types, she should use more varied communication channels to convey her message more comprehensively.”
• “Lucas’s ability to articulate ideas is commendable, and his verbal communication is strong. He should polish non-verbal communication to ensure that his body language aligns with his spoken message.”
• “Evelyn’s appreciated active listening skills create strong relationships with colleagues. She should foster stronger negotiation skills for client interactions, ensuring both parties are satisfied with the outcomes.”
• “Jack’s presentation skills are excellent. He should elevate written communication to match the quality of verbal presentations, offering more comprehensive and well-structured documentation.”
• “Avery’s clarity in explaining complex concepts is valued by colleagues. She should develop persuasive communication skills to enhance her ability to secure project proposals and buy-in from stakeholders.”

Feedback on Time Management and Productivity

• “Isabella’s efficient time management skills contribute to the team’s success. She should explore time-tracking tools to further optimize her workflow and maximize her efficiency.”
• “Henry’s remarkable productivity sets a high standard. He should maintain a balanced approach to tasks to prevent burnout and ensure sustainable long-term performance.”
• “Luna’s impressive task prioritization and strategic time allocation should be fine-tuned with goal-setting techniques to ensure consistent productivity aligned with objectives.”
• “Leo’s great deadline adherence is commendable. He should incorporate short breaks into the schedule to enhance productivity and focus, allowing for the consistent meeting of high standards.”
• “Mila’s multitasking abilities are a valuable skill. She should strive to implement regular time-blocking sessions into the daily routine to further enhance time management capabilities.”

Do’s and Don’t of Peer Review Feedback

Peer review feedback can be extremely helpful for intellectual growth and professional development. Engaging in this process with thoughtfulness and precision can have a profound impact on both the reviewer and the individual seeking feedback.

However, there are certain do’s and don’ts that must be observed to ensure that the feedback is not only constructive but also conducive to a positive and productive learning environment.

The Do’s of Peer Review Feedback:

Empathize and Relate : Put yourself in the shoes of the person receiving the feedback. Recognize the effort and intention behind their work, and frame your comments with sensitivity.

Ground Feedback in Data : Base your feedback on concrete evidence and specific examples from the work being reviewed. This not only adds credibility to your comments but also helps the recipient understand precisely where improvements are needed.

Clear and Concise Writing : Express your thoughts in a clear and straightforward manner. Avoid jargon or ambiguous language that may lead to misinterpretation.

Offer Constructive Criticism : Focus on providing feedback that can guide improvement. Instead of simply pointing out flaws, suggest potential solutions or alternatives.

Highlight Strength s: Acknowledge and commend the strengths in the work. Recognizing what’s done well can motivate the individual to build on their existing skills.

The Don’ts of Peer Review Feedback:

Avoid Ambiguity : Vague or overly general comments such as “It’s not good” do not provide actionable guidance. Be specific in your observations.

Refrain from Personal Attacks : Avoid making the feedback personal or overly critical. Concentrate on the work and its improvement, not on the individual.

Steer Clear of Subjective Opinions : Base your feedback on objective criteria and avoid opinions that may not be universally applicable.

Resist Overloading with Suggestions : While offering suggestions for improvement is important, overwhelming the recipient with a laundry list of changes can be counterproductive.

Don’t Skip Follow-Up : Once you’ve provided feedback, don’t leave the process incomplete. Follow up and engage in a constructive dialogue to ensure that the feedback is understood and applied effectively.

Remember that the art of giving peer review feedback is a valuable skill, and when done right, it can foster professional growth, foster collaboration, and inspire continuous improvement. This is where performance management software like Peoplebox come into play.

Start Collecting Peer Review Feedback On Peoplebox 

In a world where the continuous improvement of your workforce is paramount, harnessing the potential of peer review feedback is a game-changer. Peoplebox offers a suite of powerful features that revolutionize performance management, simplifying the alignment of people with business goals and driving success. Want to experience it first hand? Take a quick tour of our product.

Through Peoplebox, you can effortlessly establish peer reviews, customizing key aspects such as:

• Allowing the reviewee to select their peers
• Seeking managerial approval for chosen peers to mitigate bias
• Determining the number of peers eligible for review, and more.

And the best part? Peoplebox lets you do all this from right within Slack.

Peer Review Feedback Template That You Can Use Right Away

Still on the fence about using software for performance reviews? Here’s a quick ready-to-use peer review template you can use to kickstart the peer review process.

Download the Free Peer Review Feedback Form here.

If you ever reconsider and are looking for a more streamlined approach to handle 360 feedback, give Peoplebox a shot!

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