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31 examples of problem solving performance review phrases

Jump to section

You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

Problem solving performance review phrases: you should think of improving

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

Performance review tips to improve problem solving

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

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Madeline Miles

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

How a performance review template improves the feedback process

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Performance review phrases for employee evaluation (with examples)

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

TABLE OF CONTENTS

Performance review comments example

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

PHRASES FOR PERFORMANCE EVALUATION

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

Performance review closing comments

• Do performance reviews with software ✅

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

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

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

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

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

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

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

Performance review strength

Example Phrases for addressing employee strengths:

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

Performance review weakness

Example Phrases for addressing employee weaknesses:

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

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

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

Performance review phrases collaboration

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

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

Meets or Exceeds Expectations

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

Below Expectations

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

Performance review teamwork phrases

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

Performance review phrases for teamwork

Meets expectations

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

Below expectations

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

Performance review phrases professionalism

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

Meets or exceeds expectations

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

Performance review phrases attendance

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

Attendance and punctuality performance review sample

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

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

Employee performance review phrases attendance

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

Performance review comments quality of work

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

Productivity and quality of work performance review examples

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

Performance review phrases adaptability

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

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

Performance review communication skills comments

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

Performance review phrases communication skills

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

Performance review phrases for innovation and creativity

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

Creativity performance review phrases

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

Accountability performance review phrases

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

Performance review accountability

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

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

Performance review customer focus

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

Performance review phrases for customer focus

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

Performance review phrases decision making

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

Performance review phrases problem solving

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

Performance review phrases for dependability

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

Performance review phrases reliability

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

Performance review phrases integrity

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

Performance appraisal phrases for integrity

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

Performance review phrases flexibility

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

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

Performance review for leadership

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

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

Performance review comments initiative

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

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

Employee performance review comments job knowledge

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

Performance review job knowledge phrases

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

Planning and organizing performance review phrases

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

Meets or exceed expectations

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

Performance review phrases time management

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

Performance review time management phrases

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

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

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•  Guest Posts

150 Performance Review Examples and Phrases for Giving Effective Feedback

A performance review is an opportunity for your employees to grow. Discover 150 employee performance review examples to help you give constructive feedback.

Table of Contents

Employee performance reviews are crucial for all businesses. They let managers or supervisors assess their staff members' work and offer them insightful, constructive, and honest employee feedback on their:

• Areas of improvement

Employee engagement is also largely dependent on performance reviews. Therefore, you should know the appropriate words or phrases or employee performance review examples to use during a performance evaluation.

Complicated and wordy messages can confuse both the reviewer and the reviewee and, thus, detract from clarity.

However, if you go about it appropriately, performance reviews can promote your employees' professional growth by reinforcing good habits, rectifying undesirable behaviors, and inspiring them to perform better.

Therefore, to help you comprehend better, we’ve curated a list of 150 performance review phrases. But before we go through the list, let's understand what a performance review is in brief.

What is a performance review?

Reviewing the performance of employees is a critical aspect of running a business. It helps to improve the efficiency and productivity of your employees. Effective performance reviews can also help employers accomplish the following:

• Adequately distribute raises or pay increases
• Assist team members in acquiring new skills
• Outline the goals and expectations of the company

Based on the business capacity and size and the goals of the assessments, each company's review procedure may vary in frequency and complexity. The performance review assessments can be carried out either yearly or quarterly.

150 Useful performance review phrases

Below is a list of 150 performance review phrases and examples that you can use based on the position, function, or personality of the employee in question:

1. Teamwork

Here are 9 positive examples of performance review phrases for teamwork:

• Willing to be counted on by their teammates and expect the same in return
• Develops strong relationships in a professional setting with coworkers, superiors, and other staff members
• Provides support to teammates on their tasks, even though they are not directly responsible for them or obliged to help
• Exemplifies a culture of collaboration on a daily basis
• Readily collaborates with their coworkers to accomplish the goal
• Exceptionally adept at motivating team members to bring out their best effort.
• Oversees the team's operations and delegates tasks to team members appropriately.
• Built a highly motivated team that collaborates to commence and finish the task on or before the deadline
• Always willing to assist teammates who are going through a tough time with their responsibilities

Here are 9 negative examples of performance review phrases for teamwork:

• Seems more concerned about achieving their targets than helping anyone who might require some assistance
• Struggles to acclimatize after transferring from a sector that is very autonomous to one that is team oriented
• Although an expert, they tend not to provide professional guidance or assistance to those who may need
• Struggles with completing assignments while collaborating with others
• Doesn't care enough to inspire team members to perform at their highest level while working

2. Attendance

Here are 7 positive examples of performance review phrases for being attentive :

• Replies to emails and attends calls of stakeholders on time
• Attend conferences, workshops, and seminars on time at all times
• Always arrive on time for work each day
• Completed X years of flawless attendance
• Consistently available even when their division's work schedule is unrelated to it
• Follows the schedule and plan as accurately as attainable
• Always shows up on time, sticks to the schedule, and takes lunch breaks as scheduled

Here are 6 negative examples of performance review phrases for being attentive:

• Attends far too many personal phone calls on a daily basis
• Routinely goes past their allotted lunch break, affecting their productivity
• Does not adhere to the attendance requirements set forth by the organization
• Shows up at work late on a regular basis
• Consistently exceeds the allotted number of leaves
• Must learn to arrive timely after scheduled leaves

3. Interpersonal skills

Here are 8 positive examples of performance review phrases for good interpersonal skills:

• Has strong interpersonal skills and needs little to no instruction in communicating well with others
• Possesses the ability to deal with sensitive circumstances promptly and efficiently
• Can hear and effectively comprehend verbal and nonverbal indications from coworkers
• Ensures that their teammates are comfortable with a decision made by a higher authority
• Is an excellent team player who enjoys working with others
• Possesses the ability to resolve team conflicts
• Has the capability to collaborate with colleagues to resolve conflict in a respectful manner
• Possesses the ability to communicate clearly with people from different cultures, places, etc.

Here are 5 negative examples of performance review phrases for good interpersonal skills:

• Refuses to take constructive criticism from coworkers that can help them grow in the corporate world
• Interacts with coworkers in an abrasive and unprofessional manner
• Refuses to take any initiative or incorporate constructive suggestions made by coworkers
• Reacts defensively to constructive criticism
• Appears uneasy when questioned during team meetings

4. Communication skills

Here are 7 positive examples of performance review phrases for good communication skills:

• Adept at efficiently conveying complex messages and decisions
• Routinely offers constructive criticism
• Communicates complex subjects to the rest of the team in a transparent and understandable manner
• Asks interesting and meaningful questions
• Not afraid to answer when confronted with a difficult question
• Is skilled at summarizing and conveying critical business decisions
• Is open to hearing other people's opinions

Here are 7 negative examples of performance review phrases for communication skills:

• Stands out from their colleagues for having excellent employee communication skills
• Repeatedly berates staff members
• Has difficulty interacting effectively in teams
• Instead of doing it themselves, ask other coworkers to convey bad news
• Does not adequately notify supervisors of progress updates
• Does not provide constructive feedback on new initiatives
• Regularly engages in awkward conversations and occasionally becomes territorial

5. Achievement

Here are 8 positive examples of performance review phrases for achievement:

• Sets realistic goals and actively works to meet them
• Surpassed the benchmark by X%, outperforming other team members
• Reduced the time it took to resolve complaints to 24 hours, which boosted customer retention by X%
• Employed effective SEO strategies and increased the site's organic traffic by X%
• Implemented a strategy that works well to optimize work processes
• Working cooperatively with a team was improved by X%
• Generated X% more revenues at the end of the last quarter compared to the previous one
• Used automation tools to save the organization $1 million

Here are 6 negative examples of performance review phrases for achievement:

• Last month's goal was missed by X%
• Would benefit from reviewing their own failures and successes each quarter
• Failure to meet commitments due to a lack of coordination
• Would prosper from defining career goals
• Finds it challenging to provide error-free work consistently
• Improved social media interaction is essential to boost organic traffic

6. Innovation and creativity

Here are 7 positive examples of performance review phrases for innovation and creativity:

• Frequently comes up with fresh, creative answers to handle difficult situations
• Thinks creatively and unconventionally
• Always encourage or assist teammates in coming up with innovative ideas
• Their creative capabilities are a valuable contribution to the company
• Has a strong imagination and routinely offers some of the most original ideas
• Uses creative thinking to carry out a vision for the business
• Consistently offers fresh ideas during meetings and when working on projects

Here are 7 negative examples of performance review phrases for innovation and creativity:

• Could provide alternative strategies for resolving problems
• Could take the initiative to work on new projects
• Their problem-solving methods are typically inflexible and conventional
• Prefers a traditional, cautious approach to problems rather than a creative one
• Could perform better in places that require innovative solutions
• Might use some creative thought
• Too reluctant to take chances on coming up with creative solutions
• Has a habit of rejecting projects that require creative thinking

7. Leadership

Here are 9 positive examples of performance review phrases for leadership:

• Encourages team members to put in a good effort
• Establishes a safe environment for team members to express their thoughts and perspectives
• Recognizes the capabilities of teammates and effectively assigns work
• Keeps team focused and engaged in work
• Expresses sincere appreciation for a job well carried out
• Actively hear what their coworkers are suggesting and respond appropriately to it
• Is an excellent role model for others to emulate
• Encourages the development of an understanding- and learning-centered corporate culture
• Always ready to lend a hand to a teammate

Here are 7 negative examples of performance review phrases for leadership:

• Ambiguous while deciding which objectives and tasks to accomplish
• Seldom acknowledges a successfully completed task with praise or positive feedback
• Regularly causes the team to fall behind with superfluous activities
• Rejects team members' opinions or suggestions
• Does not treat other staff members equally with respect
• Always overanalyzes situations when a speedy resolution is demanded

8. Attitude

Here are 7 positive examples of performance review phrases for attitude:

• Has a positive outlook that encourages their teammates to do better
• Always optimistic in every situation
• Quickly smiles and boosts morale in tense situations
• Always cheer up coworkers
• Does not allow difficult situations to dampen their spirit
• Always comes to work with a cheerful demeanor
• Keeps a persistent, optimistic attitude that motivates others
• Helps others have a positive attitude toward challenges by sharing ideas and thoughts that are constructive
• The way they behave shows how much they like their work
• Fosters a culture of trust among staff members

Here are 7 negative examples of performance review phrases for attitude:

• Has an attitude toward causing problems
• Gets upset easily and shows a pessimistic attitude
• Must learn to accept constructive feedback
• Gets easily distracted or provoked by non-work topics
• Behavior at work exhibits bipolar tendencies

9. Time management

Here are 9 positive examples of performance review phrases for time management:

• Has the capacity to finish tasks, particularly those with tight deadlines
• Shows an excellent capacity for coordinating several tasks and projects simultaneously
• Efficiently utilizes free time
• Effectively manages a variety of tasks and projects without requiring heavy supervision
• Is adept at handling multiple tasks quickly and with precision
• Manage their time quite well
• Consistently fulfills all goals on time
• Creates brief and time-saving presentations
• Schedules meetings on time

Here are 5 negative examples of performance review phrases for time management:

• Fails to meet deadlines despite being granted plenty of time to finish all assigned tasks
• Has trouble coordinating multiple tasks and initiatives
• Does not efficiently manage their work schedule time
• Lacks the ability to efficiently prioritize tasks
• Shows a tendency to let personal matters influence how well they function at work

10. Productivity

Here are 10 positive examples of performance review phrases for productivity:

• Consistently surpasses performance benchmarks
• Has incredibly high standards for productivity
• Have a track record of delivering work at a high caliber
• Constantly looking for ways to be more effective
• Encourages people to perform efficiently at work by maintaining a positive attitude
• Consistently goes above and beyond expectations and delivers the best result
• Significantly contributes to the business's ongoing expansion
• Places a high value on details, which is evident in their work
• Shares their understanding of market trends and best practices with the team to assist them in achieving better results
• Is a key contributor to the organization's success

Here are 5 negative examples of performance review phrases for productivity:

• Requires to pay greater attention to the intricacies before turning in a project
• Finishes the easier tasks first instead of prioritizing the urgent ones
• Doesn't accomplish their work in accordance with the required productivity standards
• Should engage in more training and development activities to advance their knowledge and abilities
• Work performance and productivity have been below par lately

11. Accountability

Here are 5 positive examples of performance review phrases for accountability:

• Accepts accountability for one's actions and contributions as a team member, as well as involvement in the organization's growth
• Respects deadlines and takes responsibility for them
• Acknowledges shortcomings and notifies colleagues when unable to uphold a commitment
• Takes accountability for the part they play in project management
• Unwilling to be complacent with errors and finds resolutions for them

Here are 3 negative examples of performance review phrases for accountability:

• Must accept responsibility for meeting deadlines
• Rejects responsibilities for fixing errors
• Fails to communicate effectively regarding delayed deliverables

Frequently asked questions (FAQs)

Here are some frequently asked questions about employee performance review:

1. What is an employee performance review?

A thorough evaluation of an employee's performance over a specific period is known as an employee performance review. Managers examine an employee's overall performance, point out their merits and shortcomings, provide feedback, and assist them in setting goals during a performance review.

2. What should a performance evaluation of an employee contain?

In the majority of employee assessments, regardless of industry, these capabilities are evaluated:

• Communication
• Problem-solving
• Time management
• Productivity

3 . What are some examples of good performance reviews for employees?

Examples of good performance reviews for employees are:

4. What are some of the areas of improvement for employees?

Some of the areas of improvement for employees are:

5. What are some examples of performance reviews concerning leadership?

Examples of performance reviews concerning leadership are:

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60 Best Performance Review Phrase Examples

Effective performance review phrases from managers are critical to employee growth and development. This in-depth list of example phrases works as a starting point for any manager desiring to improve upon performance review communication, while also leaving room to include their own unique style. 

Managers and employees alike rarely get excited about performance reviews . Sometimes managers lack the confidence to effectively share helpful feedback. In some cases, employees are unsure if they have met leadership expectations. In both cases, clear communication is essential.

Effective communication in performance management is critical to employee growth and development. The health of the organization is largely dependent on each team member fully grasping what is expected of them, and that begins with the manager/employee relationship. While the performance review is not the only determinant of this relationship, it is a defining discussion that gives insight into the level of trust, communication, and respect between the manager and employee. A healthy dose of positive and constructive feedback is needed so the employee knows their value and what action steps to take.

But, effective communication does not come naturally to most. That is why we have compiled a list of performance review phrase examples to help ensure appraisal conversations are pleasant and produce results.

Performance Review Phrases for Employees

It’s a fine balance between honestly sharing performance contributions and sounding arrogant. Reviews can feel awkward because employees generally want to avoid ‘tooting their own horn’ when completing self-evaluations. On the other end, no employee enjoys admitting to their manager the areas in which they struggle. To help combat the self-evaluation challenge, we have listed an easy process below for employees to follow:

• Action- Clearly explain what action(s) you took toward accomplishing the performance objective, goal, or workplace behavior. Be concise but specific. 
• Result- What was the result of the action you took? Describe how your action  impacted your organization and/or your team. 

Following this process reduces emotion and opinion and focuses on concrete results/actions. It also gives managers insight into the employee’s perspective, allowing the manager to provide more intentional feedback. Here are a few general examples of employee comments:

• I adjusted our email campaign to include more stats and less content ( action) based on the desires of our target audience. This resulted in a higher click-through rate and an increase in demo conversions. ( result )
• I scheduled a one-on-one meeting ( action ) with the project lead to hear her concerns about not meeting our deadline. We determined two major issues and devised a plan to tackle them together. We were ahead of our deadline by 2 days. ( result )

Performance Review Phrases for Managers

The example phrases below are categorized by common performance objectives and core values/workplace behaviors. Each objective and behavior is then broken down further into examples for not meeting, meeting, and exceeding expectations. While these comments are meant to be generalized to assist a larger audience, it is critically important to note that each review should be unique to the employee.

Performance Objectives 

• Job knowledge/Self-Development 

Problem-Solving and Decision-Making 

• Productivity 

Quality of Work

Delivers results.

Core Values 

Adaptability

Collaboration, communication, inclusivity, phrase examples for performance objectives, job knowledge/self-development.

Demonstrates a good understanding of job duties and accurately identifies their own strength and development areas. Engages in learning opportunities to further develop skills and capabilities in technical and functional areas, taking constructive feedback when given.

Not Meeting Expectations:

• You have struggled with receiving and implementing constructive feedback regarding your performance. I suggest creating a plan to tangibly apply these suggestions and asking your teammates for help in doing so. 
• Your performance is lacking in [specific area(s)]. I recommend setting a goal of taking one measurable action per week to actively improve in this area.

Meeting Expectations:

      3. You have demonstrated a good understanding of job expectations and embraced your strengths while working on your weaknesses. Well done! For stellar performance, I would encourage you to seek out ways to further enhance your skills, such as feedback from peers, LinkedIn Learning, etc. 

     4. You have gracefully accepted feedback on job performance. Continue implementing the recommendations made.  

Exceeding Expectations:

     5. You have exceeded expectations for all job duties by consistently improving upon your skills, tacking development areas, and taking feedback well. Excellent job!

     6. Your work in this [performance area] is the example by which all other colleagues should follow. Continue capitalizing on your strengths!

Extent to which an employee deals with complex problems in their entirety. Effectiveness of employee addressing and resolving problems. Seeks out new and better solutions. Makes appropriate and timely decisions. 

     7. You have not shown sufficient initiative in providing solutions in a timely manner. Your next steps should include quicker responses to active problems.

     8. Your decisions have not been in line with company standards. I would encourage you to focus on the issue in front of you and eliminate unnecessary distractions.

 Meeting Expectations:

     9. You show obvious skill in providing creative and effective solutions. My only suggestion is to take more initiative in anticipating problems before they arise. 

     10. It is clear you are confident in making good business decisions. I would just encourage you to seek out new and improved ways of solving problems with increased efficiency.

     11. You have a knack for finding solutions when others can’t. I look forward to seeing your skills continue to benefit the organization!

     12. Excellent proficiency in problem-solving and making decisions. Your skills set a great example for your team. 

Productivity

Extent of work volume employee regularly produces. Efficient management of workload. Satisfactory speed and consistency of output. Completes requirements/projects within specified timeframe. 

     13. Your productivity has been inconsistent and work is often not completed on time. The action steps required are to meet all upcoming deadlines and ensure work is not missing important items.

     14. You seem to struggle with managing your workload well. I would recommend breaking down deadlines into smaller deadlines for yourself to ensure things are done well and on time. 

     15. You show efficiency and care in the work you produce. Continue honing in your skills and you will see your projects completed faster and even more efficiently. 

     16. Your work is reliable and consistent. As your comfort with [insert task] increases you will be even more impressed with what you can accomplish!

     17. The speed and volume of your work is highly impressive. You show great skill in managing your workload beyond what is required of you.

     18. The consistency of your work is highly reliable and completed well before deadlines. Your skill in this area is obvious and does not go unnoticed. 

Extent to which employee can be counted on to carry out assignments to completion. Work is thorough, accurate, and meets standards. Employee corrects errors and questions inconsistencies. 

     19. Your efforts in [insert area] have not met required standards. It is important that you always check your work for errors before submitting it.

     20. Your team has not been able to trust that you will complete what is required of you on time. A good next step would be to choose a teammate who can help answer any questions you have and hold you accountable to work completion. 

     21. Your work to date has been thorough and consistent with minor errors. Nicely done! I would encourage you to be just a bit more diligent in checking your work for inaccuracies before submission.

     22. Your dedication to completing work on time is very beneficial to your whole team. My only additional feedback is to work to put just as much effort into quality as you do to deadlines.

     23. The quality of your work is excellent and consistently shows no errors. You go above and beyond to ensure no inconsistencies are present. 

     24. Your team and the organization at large benefit from the thoroughness of your work. Everyone knows if you are working on it, it will be done on time and with near perfection. 

Maintains focus and prioritizes tasks based on importance and delegates appropriately. Actively identifies ways to improve. Completes all tasks and goals with accuracy. 

     25. Your tasks have not been prioritized appropriately and therefore do not produce consistent results. It is crucial that you focus on managing your time better, perhaps by writing to-do lists each day. 

     26. Your results have suffered because you appear unwilling to delegate tasks appropriately. I would encourage you to find 2 to 3 tasks you are comfortable passing off to others.

     27. You have mastered the art of prioritizing what is important and you consistently produce results. I would now encourage you to shift your focus to ways you could improve upon [insert skill].

     28. You have actively been improving upon your skillset in this role and continue to produce good results. I would suggest that you continue to work on prioritization to ensure you do not rush to complete things.

     29. Your results produced are consistently exceeding what is expected of you. You skillfully delegate when appropriate and show initiative in improving upon your areas of opportunity. 

     30. Your ability to remain focused on the task at hand is highly impressive. You can always be counted on to deliver results and accomplish all goals. 

Phrase Examples for Core Values

Leads change by example. Accepts change as positive. Adapts plans as necessary. 

     31. Your resistance to change causes disruption and creates a negative work environment. You are expected to take necessary changes in stride and ask any questions you have politely and professionally. 

     32. Your unwillingness to shift plans when necessary slows down work and is frustrating to others. I encourage you to respectfully respond when changes occur and strive to be an example to those around you.

     33. You have proven to be skilled in adapting when necessary and this sets an example for others. I would recommend encouraging your teammates to embrace your attitude by speaking positively about change when it occurs. 

     34. Your willingness to shift your plans when necessary does not go unnoticed. As you continue to hold a positive attitude, change will get even easier!

     35. Your ability to seamlessly transition when necessary is an example to others. Letting the adjustments roll off your back, you forge ahead to complete what is required of you every time. 

     36. You have become a champion of change for your team. They look to you as the reference point for how they should respond and you carry that responsibility graciously. 

Seeks input and ideas from others. Able to effectively work with different personalities and pursue common goals. Respects other opinions. 

     37. You seem to have a difficult time working alongside other colleagues. You are expected to be respectful of other personalities and remain professional, even if you do not like or agree with something.

     38. You have shown an unwillingness to hear ideas other than your own. I encourage you to remain a professional and be willing to work with your colleagues, hearing out their thoughts even if you disagree.

     39. You are a team player and willing to work with people who are not like you. My only recommendation is to actively seek out additional ideas from your colleagues. 

     40. You successfully work toward the same goals with your teammates and remain respectful of all input. Continue with this approach and you will quickly grow into a leader in this area.

     41. Your ability to work well with anyone in the organization sets the standard for all others. You initiate others’ ideas and input, contributing to a culture of strong collaboration. 

     42. Everyone enjoys working with you, even if their approaches are different from yours. You have proven to be the ultimate example of what it looks like to be a collaborative team member. 

Conveys information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message. 

     43. It is difficult to communicate with you as your messaging is often disjointed and confusing. I would encourage you to slow down when typing emails or speaking with colleagues/clients and ensure you have shared all necessary information.

     44. Colleagues and customers have repeatedly struggled with getting in contact with you. It is imperative you communicate via phone call, email, etc. to those waiting on a clear response from you.

     45. You appropriately communicate all necessary information to those who need it. One additional thing to consider is to be more concise in your messaging and correspondence.

     46. Your communication has been timely and clear. I would encourage you to work on adjusting your messaging to your audience. For example, using different verbiage for colleagues vs. customers. 

     47. Your ability to communicate clear, concise messages to everyone you interact with is inspiring. You craft your messaging to the appropriate audience so that no information is left out. 

     48. Your communication is engaging and easily understood.. Phone calls, emails, and face-to-face conversations are clear and effective, and all parties know exactly what you are trying to say. 

We are all a team. We win together, rejoice together, mourn together. We will not develop cliques, or tolerate ‘water cooler talk.’ 

    49. You have neglected to show inclusivity by speaking negatively about your fellow colleagues. You are expected to act as a member of the team, refraining from contributing to discourse. 

     50. You have been working in a silo. Moving forward, you should interact with your team by actively celebrating wins and discussing losses.

     51. You are a positive and active member of the team. While it is encouraged to celebrate your wins, I would encourage you to also attribute those wins to the team members that helped you get there.

     52. Your behaviors toward your team members prove to be inclusive and kind. I would encourage you to distance yourself from conversations that paint the organization or any of its individual members in a negative light. 

     53. You go above and beyond to ensure all team members feel included and appreciated. You show no appetite for engaging in water cooler talk and have stopped those conversations from continuing when you were in the room.

     54. You never act alone, always winning and losing alongside your teammates. You are the first person to congratulate someone else or to walk with someone through a tough situation. 

Every team member is expected to fulfill his or her commitments to the team. In some cases, this may mean working longer than expected on a particular task.

     55. Your work ethic is lacking and your commitments often go unfulfilled. Your next course of action is to commit to completing all commitments, even when it is inconvenient. 

     56. You show a tendency of giving up on something if it is not completed in the time you expected. You are expected to stick it out and complete what is required of you, even if that means working longer occasionally.

     57. You have demonstrated a strong work ethic and fulfill all commitments. For stellar performance, I would encourage you to anticipate upcoming work so you stay ahead.

     58. Your team members can count on you to get the job done. While this will certainly not happen often, I would encourage you to be willing to work later on occasion so you do not have to rush to fulfill your commitments. 

     59. Your strong work ethic is unmatched. You have gone above and beyond to ensure all work is complete and even stayed behind to help a teammate finish theirs. 

     60. Without prompted, you have willingly stayed late on occasion to ensure your work was completed with quality and on time. You set the example for a strong work ethic on this team. 

Create Effective Performance Review Conversations with WorkDove

The above phrase examples are intended to be a launching point for improved performance reviews but all managers should add in their own style. Each manager and employee relationship is unique and every employee deserves individualized coaching for their needs. 

For the most effective review experience, organizations turn to performance review software to streamline the process. WorkDove provides an easy-to-use performance review tool that integrates employee goals, recognition,  360-feedback , and Workplace Satisfaction results. Our app offers automated reminders and customized templates that fuel the review cycle. Improve retention and employee satisfaction with WorkDove’s review capabilities. 

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Privacy Overview

300 Performance Review Phrases in 20 Areas of Work

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

Two pieces of advice before you get started:

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

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

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

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

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

Active Listening

1. Is an active and focused listener

2. Makes sure the team feels heard

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

4. Listens with an open mind

5. Demonstrates a sincere appreciation for opposing viewpoints

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

7. Asks insightful questions to understand the root cause

8. Empathizes with others who have opposing viewpoints

9. Follows instructions with care and attention

Needs Improvement

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

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

12. Interrupts peers

13. Constantly interjects into conversations

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

15. Stops listening when presented with an opposing viewpoint

Administration

16. Is effective when handling large amounts of data 

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

18. Is capable of working independently from day one

19. Is a strong team player
 

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

21. Can make independent decisions when necessary
 

22. Demonstrates good time management skills
 

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

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

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

Areas for Improvement 

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

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

28. Seemed to have trouble getting organized this week
 

29. Demonstrates disinterest in the administrative aspects of the job 

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


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

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

Attendance & Being On-Time

33. Is punctual and consistently on-time to meetings

34. Arrives at meetings on time and is always prepared

35. Attained perfect attendance over $time_period

36. Schedules time-off according to company policy

37. Completes deadlines as promised

Areas for improvement

38. Does not meet attendance standards for punctuality

39. Has exceeded the maximum number of vacation days allotted

40. Is frequently late to work

41. Does not return communications in a timely manner

42. Is a quick study 

43. Learns from mistakes 

44. Is willing to hear constructive criticism 

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

46. Takes responsibility for own mistakes and failures 

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

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

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

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

Areas of Improvement

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

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

Communication

53. Regularly gives constructive feedback

54. Is willing to entertain others ideas

55. Asks great questions

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

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

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

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

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

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

62. Makes new employees feel welcome

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

64. Blames others for problems

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

66. Fails to alert proper personnel regarding bad news

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

68. Humiliates staff members on a regular basis

69. Has trouble communicating effectively in groups

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

71. Makes others feel intimidated when working on company projects

Cooperation

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

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

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

75. Fosters a cooperative atmosphere 

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

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

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

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

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

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

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

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

84. Artfully changes when presented with new information and ideas

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

86. Contributes fresh ideas regularly

87. Encourages coworkers to be inventive

88. Contributes innovative ideas in group projects

89. Contributes suggestions regularly on how to improve company processes

90. Demonstrates disinterest in contributing creative or innovative ideas

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

92. Fails to properly attribute coworkers who contribute innovative solutions

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

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

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

Customer Relations

96. Works effectively with clients

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

98. Enjoys the people related aspects of the business

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

100. Has become a linchpin with clients

101. Consistently spearheads effective customer relations

102. Is empathetic towards customer issues

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

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

105. Artfully helps customers overcome objections

106. Can handle difficult customers with grace

107. Consistently receives substandard comments from customers

108. Appears disinterested in helping customers with their challenges

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

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

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

112. Uses inappropriate language with colleagues or customers

113. Appears to become frustrated by clients who ask questions

114. Displays sarcasm when dealing with client challenges

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

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

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

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

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

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

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

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

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

Flexibility

124. Constantly identifies more efficient ways of doing business


125. Is accepting of constructive criticism


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


127. Is calm under pressure


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


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

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

131. Tends to resist activities where the path is unknown

132. Appears uninterested in new duties

133. Becomes uptight when the plan changes

Goal-Setting

134. Is effective at goal-setting and challenging oneself

135. Clearly communicates goals and objections to coworkers

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

137. Sets concrete and measurable goals

138. Sets aggressive targets to meet business objectives

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

140. Proactively shares progress on goals

141. Is inconsistent in defining goals and objectives

142. Struggles to set goals that align with company objectives

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

144. Struggles to communicate when deadlines will be missed

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

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

147. Is unwilling to claim responsibility for missed goals

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

149. Finds creative ways to solve problems and improve processes 

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

151. Contributes new ideas to team project discussions regularly 

152. Contributes new ideas at staff meetings  

153. Contributes well-thought out suggestions for company improvements 

154. Evolves process improvement ideas in staff meetings 

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

Areas of Improvement 

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

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

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

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

Interpersonal skills

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

160.Is a strong team player who thrives on teamwork 

161. Has the ability to diffuse conflict among peers 

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

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

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

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

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

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

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

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

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

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

172. Displays defensiveness when receiving constructive criticism

173. Appears uncomfortable when asked questions during group discussion

174. Shows sound judgment when evaluating multiple opportunities

175. Comes to reasonable conclusions based on information presented

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

177. Remains calm, especially under stress

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

179. Is confident and persuasive when making big decisions

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

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

182. Effectively prioritizes urgent matters with those that can wait

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

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

185. Consistently displays analysis paralysis when making a decision

186. Makes big decisions without approval from respective parties

187. Is unable to keep confidential information private

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

Leadership Ability

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

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

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

192. Actively listens to his/her team

193. Creates a culture of dialogue

194. Recognizes staff for a job well done

195. Provides just enough conflict to find the best outcome

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

197. Demonstrates a high bar for ethical behavior

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

199. Fails to plan for the future

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

201. Rarely gives recognition to his/her team

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

203. Fails to keep confidential information secret

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

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

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

207. Consistently seeks out professional development opportunities 

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

209. Is able to learn from past mistakes 

210. Consistently seeks out new experiences 

Needs Improvement 

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

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

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

214. Has difficulty accepting criticism 

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

Management skills

216. Is self-motivated

217. Manages time well

218. Sets attainable goals and objectives

219. Is able to effectively prioritize amongst competing demands

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

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

222. Recognizes the contributions of peers and subordinates

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

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

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

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

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

Motivation & Drive

228. Constantly pursues learning opportunities

229. Consistently takes on additional responsibility for the team

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

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

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

233. Requires little direction when given a new responsibility

234. Is not afraid to take calculated risks

235. Is not afraid to make periodic mistakes

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

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

238. Resists opportunities to train and learn new things

239. Contributes few suggestions to projects with ambiguity

240. Can be overzealous, stepping on others’ toes

241. Seems unwilling to learn new things

242. Struggles to do tasks without assistance from peers

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

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

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

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

247. Is an effective time manager 

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

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

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

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

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

253. Has difficulty making quick decisions under pressure 

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

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

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

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

Problem-Solving Skills  

258. Sees problems as challenges to be overcome

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

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

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

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

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

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

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

266. Demonstrates effective leadership skills when solving group problems 

267. Demonstrates disinterest in pressure testing ideas with others 

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

269. Fails to take action when a problem is raised 

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

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

272. Does not solve problems in an efficient manner 

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

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

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

Time Management

276. Handles multiple assignments and projects well with limited supervision 

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

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

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

280. Is able to complete assignments even with extended deadlines 

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

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

283. Has difficulty balancing multiple assignments and projects 

284. Does not manage his/her time effectively 

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

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

Understanding of Job Responsibilities

287. Has a strong understanding of job responsibilities

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

289. Has deep knowledge that surpasses job expectations

290. Regularly contributes and works with other departments

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

292. Shares knowledge with peers

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

294. Is adept in all areas of job responsibility

295. Has little understanding of the competitive landscape

296. Has difficulty locating necessary information to complete job responsibilities

297. Produces many unnecessary errors

298. Produces substandard work

299. Fails to demonstrate a strategic mindset

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

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

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220 Performance Review Phrases for the Workplace

You found our list of the best performance review phrases .

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

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

This list includes:

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

Here we go!

Performance review phrases for communication

Positive comments.

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

Constructive Feedback

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

Performance review phrases for quality of work

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

Performance review phrases for job knowledge

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

Performance review phrases for teamwork

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

Performance review phrases for productivity

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

Performance review phrases for initiative

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

Performance review phrases for accountability

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

Performance review phrases for growth

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

Performance review phrases for leadership

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

Performance review phrases for new employees

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

Performance review phrases for longtime employees

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

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

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

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FAQ: Performance review phrases

Here are answers to common questions about performance review phrases.

What are performance review phrases?

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

What are some good performance review phrases?

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

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

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

How do you use performance review phrases?

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

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

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

Author: Grace He

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

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500+ Performance Review Phrases for 2023

Performance reviews.

Performance reviews are a regular and significant part of the appraisal process in any organization. Basic reviews that include generic performance evaluation do little to improve performance. Performance reviews should be unique and personalized towards every employee for this process to be truly effective. The company’s and team’s values must be incorporated into the list of competencies by the manager. However, the fact is that the capabilities for which they are appraised are similar to an extent, and these should be encapsulated in the employee evaluation phrases. An effective performance review is a balanced assessment of the strengths and areas of improvement conveyed by performance appraisal phrases. The key to this process is knowing the correct employee performance review phrases and using them effectively during the performance review to communicate your feedback to the individual. 

What is a performance review?

A performance review process is vital for assessing any employee’s performance as it helps them understand where they excel and where they require improvement. For this process to work, it must be aligned with the company’s vision and enable employees to work towards it. The challenge for any manager is to avoid using the exact performance appraisal phrases for more than one individual about the same competency. This may lead to team members assuming that performance reviews are broadly generic, with the same feedback communicated through evaluation phrases to everyone. Hence, it’s important for managers to consider each case differently and use specific and exact phrases for employee evaluation to keep the review process credible. 

How to create a performance review for an employee?

During the performance review, it’s not what you say but how you say it that makes all the difference. Managers need to prepare their feedback carefully and ensure that they don’t use overly harsh appraisal phrases. A structured approach to performance reviews can avoid awkward conversations, mixed messaging, and defensive reactions from employees. Any feedback or review will comprise positive and negative performance appraisal phrases. These elements must be mixed and matched as per the situation. ‘Needs improvement’ performance reviews or negative performance reviews are particularly difficult as it can be difficult to communicate criticism. However, using the relevant poor performance feedback phrase and sandwiching it between two positive statements can soften the blow. This can improve the chances of employees receiving the feedback positively and using it to make improvements.

Striking the right balance

Positive employee review phrases are easy and simple to communicate as everyone likes praise and encouragement about their performance and achievements. It’s important not to get carried away while lauding an employee, and one must temper praise. On the other hand, penning poor performance feedback may also appear simple, as failures are all too apparent and obvious. Yet communicating negative feedback is much more challenging and must be done truthfully but tactfully. It’s a tightrope that managers must walk, and finding the right balance requires choosing their performance evaluation phrases well and using the right tone and manner to communicate them. 

A balanced performance review should ideally include positive and negative performance feedback examples, with the positive part dominating the discussion. Honest discussions that are structured and planned carefully ensure that both the manager and employee are motivated to improve their performances and help the organization grow.

Using the right appraisal phrases in a performance review

Using simple and descriptive phrases can communicate your feedback effectively and accurately. While performance appraisals are largely universal and generic, using the correct employee evaluation phrases can make all the difference. In this article, we have consolidated 500+ positive & negative performance review phrases by skills that could be handy during employee evaluation. These phrases have been categorized and divided based on essential skills that an employee is expected to hone. We aim to provide an effective guide to managers to build well-rounded performance reviews while helping employees self-evaluate. 

Goal-setting

Good performance feedback phrases- examples

• Effectively sets goals and challenges self to become better
• Constantly works to be the best he/she possibly can be
• Sets concrete goals that can be measured
• Focuses on targets to achieve business objectives
• Communicates goals and objectives to colleagues
• Sets clear expectations from team members to achieve goals
• Sets goals that align with the company’s mission
• Proactively shares update and progress on goals
• Designs effective systems to streamline work processes

Poor performance feedback phrases- examples

• Inconsistent in defining goals and objectives
• Struggles to set goals that align with company objectives
• Sets unrealistic performance goals 
• Struggles to meet deadlines 
• Avoids communicating delay 
• Keeps team members in the dark about project status
• Resists delegation of responsibilities and work
• Unwilling to take responsibility for missed goals
• Easily distracted and lacks the focus to achieve performance goals
• Passes the buck for missing deadlines 
• Unable to set goals that match his/her talent or capabilities

Accountability

• Takes ownership for the company’s success 
• Assumes responsibility and contributes as a team member
• Accepts mistakes humbly
• Takes responsibility for meeting deadlines
• Owns his/her share of project management
• Always willing to share the extra workload 
• Offers assistance without needing to be asked
• Volunteers to take on new tasks
• Empathetic to the needs of team members
• Strives to create a positive work environment 
• Shows awareness of the external environment and its impact on the organization 
• Receives and accepts feedback positively

Poor performance feedback phrases – examples

• Reluctant to take ownership of meeting deadlines
• Avoids assuming responsibility for mistakes
• Unable to offer solutions 
• Evades communicating project delays
• Shirks responsibility and shifts blame onto others
• Defensive in the face of constructive criticism
• Doesn’t accept responsibility well
• Makes excuses for failure instead of admitting mistakes
• Looks for opportunities to blame processes and external factors

Attendance & Punctuality

Good performance feedback phrases – examples

• Always on time to work and punctual about attending meetings
• Prompt and on time to begin each workday
• Respects colleagues by arriving on time
• Adheres to schedules and plans 
• Never been a ‘no call, no show’ employee 
• Achieved perfect attendance 
• Motivates others to improve their attendance
• Adheres strictly to the attendance policy 
• Reports on time to fully tackle responsibilities
• Very reliable about being on time for external meetings
• Always calls ahead if he/she is going to be late
• Reaches office looking fresh and positive 
• Starts and ends meetings punctually
• Plans and books vacation time in advance and informs the team about it
• Prepared to put in extra hours to meet deadlines
• Ensures out-of-office auto-replies are activated when on vacation or traveling for work

Poor Performance Review Phrases- Examples

• Unable to meet company standards for attendance
• Failed to meet previous attendance goals 
• Frequently late to work
• Often returns late from vacation 
• Disrespects team members by arriving late to meetings
• Loses track of time when hosting meetings
• Indulges in frequent breaks than permitted
• Exhausts all sick leave days without any supporting documents
• Offers weak excuses for arriving late
• Usually, the first to leave the office before everyone else
• Ignores email meeting invitations
• Goes offline on communication channels while working from home without any information or notice
• Does not follow the company’s attendance policy
• Poor attendance impacts team members and work culture
• Unable to hold others to the organization’s attendance standards

Good Performance Review Phrases- Examples

• Displays a cheerful attitude at work
• Seeks the positive in every situation
• Diffuses team members’ stress during trying times
• Tries to get the better of difficult circumstances 
• Shows enthusiasm toward work
• Motivates team’s other members with a positive attitude
• Shows readiness to get to work
• Displays a smiling disposition
• Attitude reflects enjoyment of his/her job
• Builds a culture of trust and respect
• Handles pressure to meet deadlines well
• Gets upset and flustered easily
• Resists from accepting constructive criticism
• Allows non-work issues to rattle her/him
• Randomly switches from positive to negative attitude
• Lets stress and pressure to get the better of him/her
• Loses cool over minor issues
• His/her negative attitude impacts other team members
• Needs to bring poor attitude under control
• Talks negatively about other team members
• Displays a tendency to trigger problems among his coworkers
• Makes inflammatory comments 
• Uses inappropriate language
• The level of voice can be objectionable
• Always willing to help colleagues
• Makes team members feel comfortable in voicing their opinions and ideas
• Builds a free culture that promotes dialogue
• Delegates work on the basis of the strengths of team members 
• Keeps team engaged and on track
• Appreciates excellence exhibited by team members
• Motivates team members to excel
• Creates a culture of learning and understanding
• Actively listens and responds to what team members say
• Sets a positive example for others to follow
• Takes on additional responsibility for the team
• Constantly looks for ways to help the team
• Shows willingness to take calculated risks
• Encourages team members to embrace challenges 
• Provides constant coaching and guidance to team members
• Displays empathy to colleagues facing personal or professional challenges
• Sets achievable as well as ambitious targets
• Is considered the backbone of his/her team
• Provides conflict at times to prompt colleagues to work harder 
• Aligns the strategy of the organization with day-to-day tasks
• Sets a high benchmark for ethical behavior
• Reluctant to listen to the opinions of team members
• Does not inspire teammates to work hard
• Unable to plan for the future
• Shows bias towards certain colleagues
• Overanalyzes problems that require prompt thinking
• Lacks the ability to assign goals and activities
• Impatient with new team members 
• Fails to offer support to colleagues struggling with a task
• Rarely gives recognition for a job well done
• Displays a condescending attitude while speaking to coworkers 
• Unable to keep confidential information
• Frequently diverts team’s attention with insignificant tasks 
• Makes contrived and unnecessary suggestions 
• Sows seeds of discord between team members
• Appears physically distant from subordinates
• Unavailable to team members for extended periods
• Dominates meetings and suppresses team members’ ideas
• Cultivates an atmosphere of fear and apprehension
• Frequently communicates aggressively through reprimands
• Prioritizes own needs and career goals

Management Style

• Manages team to help them perform their tasks well
• Creates action plans and sets deadlines for each team member
• Displays professional attitude with employees 
• Regularly receives good feedback from team and managers
• Adept at managing difficult employees 
• Assesses abilities of team members and assigns tasks accordingly
• Delegates tasks and responsibilities effectively to appropriate team members 
• Supervises team’s work without micromanaging 
• Displays trust in subordinates
• Gives team members the freedom to make their own decisions 
• Designs strategies that provide opportunities for team members to grow 
• Is considered an advisor, friend, and guide by the team 
• Covers all aspects of a project when assigning tasks
• Accurately foresees the output of the team’s efforts 
• Manages time effectively
• Motivates team to deliver a high level of performance 
• Earns the respect of most or all team members 
• Unable to lead the team to meet targets
• Fails to resolve conflict among team members
• Lacks the foresight to identify problems that can cause conflicts
• Shows difficulty in making quick decisions under pressure
• Displays tardiness about meeting schedules
• Unable to manage difficult employees
• Lacks clarity to set team goals 
• Limits himself/herself to just task management
• Unable to set a broader vision for the team
• Seeks creative ways to solve problems and improve processes 
• Strives to be an idea generator 
• Finds innovative ways to accomplish tasks 
• Contributes new ideas to team project discussions and staff meetings
• Offers constructive suggestions to meet the company’s goals
• Helps evolve improvement ideas in staff meetings 
• Finds new and imaginative ways to overcome challenges
• Always seeking new ways to improve and deliver value
• Considered a champion of new ideas and approaches
• Embraces new opportunities and takes on challenges
• Meets a new challenge with an innovative solution
• Creatively implements the company’s vision 
• Reacts negatively when presented with a new problem or challenge 
• Unable to apply innovative thinking 
• Fails to offer new solutions at project discussions
• Shows resistance to coming up with creative ideas, even when prompted by supervisor 
• Unable to extract innovative ideas from employees to improve the company’s procedures and processes
• Shows recklessness by trying risky ideas 
• Rarely adds additional value to projects beyond basic requirements
• Unable to cope with more pressure or unexpected challenges
• Reluctant to adjust to new or unfamiliar tasks or circumstances

Communication

• Regularly offers constructive feedback
• Shows willingness to entertain other ideas
• Makes sure the team feels heard 
• Keeps all stakeholders updated about projects’ status
• Takes and shares notes regularly
• Asks insightful questions to understand and solve problems 
• Ensures questions are clarified before taking actions 
• Explains tough issues clearly and calmly to the team 
• Doesn’t hesitate to admit, “I don’t know.” 
• Takes time to understand what others are saying
• Effectively summarizes and communicates key business decisions
• Stands out for outstanding communication skills
• Persuades and convinces peers in challenging situations
• Actively hears and understands peers’ objections
• Demonstrates sincere appreciation for opposing viewpoints
• Makes new employees feel welcome
• Is considered a friendly communicator 
• Builds a rapport with every division in the company
• Acts as a calming force when the team is under pressure
• Facilitates conversations with team members that bring out new ideas and solutions
• Able to articulate complex, technical concepts in plain language
• Blames others for problems or setbacks
• Complains of lack of resources to complete tasks
• Fails to alert proper personnel about problems or crises
• Regularly engages in confrontations
• Speaks rudely to staff members regularly
• Has trouble communicating effectively in groups
• Makes coworkers deliver bad news instead of doing it himself/herself
• Intimidates team members when working on challenging projects
• Asks questions that show he/she is not actively listening 
• Easily distracted and doesn’t fully absorb other opinions
• Interrupts colleagues during team meetings and discussions
• Is dismissive of other ideas when opposed
• Rules out an opposing viewpoint
• Avoids tough conversations with team members’ superiors
• Gets defensive if questioned or criticized
• Fails to keep team members updated on important updates and developments
• Avoids follow-up after the task at hand is over
• Hesitates to seek help
• Displays “us” against “them” attitude when it comes to others within the company
• Written communication skills need improvement
• Displays poor email etiquette

Customer Service

• Works effectively with clients
• Shares strong rapport with those he/she interacts with
• Enjoys people-related aspects of the job
• Projects a friendly tone over the phone
• Gets consistently high marks on customer satisfaction surveys
• Consistently spearheads effective customer relations
• Deals easily with all types of customers
• Shows empathy toward customer issues
• Direct yet helpful in dealing with customer concerns
• Does not let a customer’s negative attitude get him/her down
• Tactfully helps customers overcome objections
• Shows care about the client’s comfort and convenience
• Goes above and beyond his/her job requirements to satisfy the customers
• Follows up with customers in a timely manner
• Makes extra effort to keep customers updated and informed
• Goes the extra mile to make a real difference in customer experience
• Handles difficult customers with grace
• Consistently receives negative comments from customers
• Appears disinterested in solving customers’ problems
• Does not manage customer expectations, especially in tough situations
• Passes challenging issues to others instead of tackling them head-on
• Misses opportunities to educate customers about other products or services
• Uses inappropriate language with colleagues or customers
• Frequently gets frustrated by clients who ask questions
• High average time per call 
• Speaks rudely or sarcastically when dealing with client challenges
• Effective on the phone, but does not handle face-to-face service well
• Shows a lack of enthusiasm for customer service training 

Coaching & Training

• Enthusiastically accepts coaching in various job duties 
• Applies learning from training to improve abilities
• Asks for more training when processes aren’t clear or understood
• Always willing to learn new processes
• Shows eagerness to learn new software and improve efficiency
• Encourages team members to join in the necessary training sessions
• Able to learn concepts quickly and implement them into his/her work
• Actively participates in specialized training sessions
• Does not get defensive when given negative feedback during training
• Shows self-awareness and willingness to improve in areas where he/she is lacking
• Recognizes scope for improvement, both personally and professionally
• Could benefit from seeking more training in various tasks
• Should ask more questions when not sure of expectations
• Reluctant to learn new processes 
• Unable to apply knowledge gained during training sessions to work
• Could improve adaptability to learning new software and procedures
• Seeks coaching only when an area of weakness is highlighted
• Demonstrates a lack of awareness regarding his/her deficiencies 

Adaptability

• Accepts constructive criticism 
• Constantly works towards improving performance
• Comes up with new solutions to common problems
• Shows willingness to change the way he/she works for the betterment of the team
• Takes the initiative to start a new task
• Capable of handling a variety of tasks
• Shows ability to identify new and more efficient methods
• Stays calm under pressure
• Considered a reassuring force within his/her peer group 
• Willing to admit when he/she is wrong
• Quick to adapt to alternate points of view
• Shows willingness to work extra hours in case of crises 
• Handles change well
• Tends to shy away from new activities 
• Does not excel at projects that require a degree of flexibility
• Gets agitated when original plan changes
• Shows a lack of interest in accepting new responsibilities
• Sticks to old methods even if a new approach is better
• Fails to offer new solutions 
• Unable to come up with creative ideas, even when prompted
• Tends to get overwhelmed by challenges 
• Doesn’t innovate when things don’t go according to plan
• Unwilling to admit he/she is wrong
• Does not accept constructive criticism well
• Resistant to trying new techniques or approaches
• Proven team player
• Encourages teammates to work together toward a common goal
• Offers assistance and advice to team members
• Promotes a team-centered workplace
• Sensitive and considerate of coworkers’ feelings
• Shares ideas and techniques with others
• Builds strong relationships within the team
• Always willing to cooperate with coworkers
• Takes on more work to help the team excel
• Seeks new ways to help the team
• Easy to work with, and encourages others to work together as a team 
• Displays loyalty and support for colleagues, even in the face of conflict 
• Supports group decisions even in case of a disagreement
• Fosters a cooperative atmosphere 
• Does not prioritize his/her personal goals over the team 
• Receptive to ideas from peers and willing to adapt his/her behaviors in response
• Always congratulates team members who do well
• Encourages and motivates even the most reluctant team members
• Considered a positive influence on all team members 
• Solves team conflicts in a calm and mature manner
• Collaborates well with colleagues, vendors, and external partners
• Promotes harmony to ensure colleagues work as a team to meet deadlines
• Always offers to help with tasks outside their role
• Needs to improve teamwork skills
• Does not consider the workplace as a team environment
• Prefers to work alone on projects
• Colleagues are hesitant to ask him/her for help
• Does not work well with others during group projects
• Blames others when problems arise 
• Insensitive to team members’ feelings
• It comes across as guarded and secretive
• Does not share well with others
• Considered a divisive element within the team
• Gets impatient with colleagues when they are slow or unable to finish tasks on time 
• Comes late to meetings
• Disrupts workflow for other workers 
• Takes credit for the work of others, even when it is not deserved 
• Does not share information with colleagues unless they ask for it directly
• Leaves early even if the rest of the team is working late
• Only considers own needs and happiness
• Unwilling to share credit with others for team assignments
• Publicly criticizes team members 
• Instigates arguments with others
• Appears too blunt in feedback
• More suitable to individual-focused work than the group-work environment

Commitment & Professionalism

• Displays excellent work ethic 
• Is considered an engaging personality
• Exhibits professional attitude even when under pressure
• Takes on challenges head-on
• Customers prefer to speak to this person 
• Self-motivated and strives to complete all tasks on time
• Strives for excellence in everything he/she does
• Is not engaged in illegal or unethical business practices
• Their energetic and creative attitude impacts team members positively
• Takes setbacks in his/her stride
• Polite and professional in dealing with colleagues as well as customers and vendors
• Cannot separate personal life from work
• Colleagues complain of poor hygiene habits
• Dresses too informally for the office environment
• Shows a lack of enthusiasm to improve performance
• Frequently arrives late at work
• Often attempts to leave the workplace early
• Unwilling to broaden skill sets 
• Disrespectful to leadership behind their backs
• Unwelcoming to new team members
• Fails to keep the workspace tidy
• Gets angry and emotional in stressful situations

Ethics & Integrity

• Highly organized and adept at prioritizing what is important
• Strives to keep commitments
• Truthful and honest in all dealings
• Never betrays the company’s core values and principles
• Demonstrates trustworthiness
• Never abuses any company resources for personal purposes
• Understands legal responsibility towards the company 
• Displays a strong sense of integrity that underscore all his/her dealings and interactions
• Always keeps promises
• Follows ethical business practices and company policies
• Respects confidentiality
• Avoids office gossip
• Takes frequent breaks if not being watched
• Makes excuses to leave work early
• Usually gossips and is untruthful about the company or team members
• Blames coworkers for his/her mistakes
• Speaks rudely to junior/senior team members
• Makes unkind personal remarks
• Untruthful to other members of the team
• Breaks company’s rules
• Allows personal biases to influence important business decisions
• Withholds important information to evade disciplinary action
• Violates company standards related to employee integrity
• Unethical behavior has cost the company customers and money or both

Technical Skills

• Shows a deep and thorough understanding of systems and processes 
• Understands the technical requirements of assignments thoroughly
• Adept at solving complicated technical issues 
• Displays exemplary technical knowhow 
• Resolves technical challenges and records guidelines for future 
• Able to grasp complex technical concepts 
• Goes the extra mile to ensure the technical problems are resolved within the time
• Keeps team members updated by creating documents, flowcharts, layouts, diagrams, charts, code comments, etc.
• Explains elaborate ideas and concepts in easy-to-understand ways
• Extremely reliable when the company is implementing new technology
• Unable to properly communicate with other members of the team about technical issues
• Needs to attend more training sessions 
• Must study harder to improve technical knowledge
• Finds it tough to learn new technology
• Needs to improve technical understanding required for the job
• Unable to translate theoretical knowledge into practical applications
• Provides temporary solutions that can lead to long-term problems
• Spends a considerable amount of time retrieving simple information 
• Lacks knowledge about the latest development tools, programming techniques, and computing equipment 
• Unable to understand and adapt to changing technology and instructions

Problem-solving

• Considers problems as challenges to be overcome
• Brings new ideas to the table when discussing problem-solving 
• Shows the ability to pressure test his/her own ideas calmly 
• Tries to get a buy in from others to adopt his/her solution
• Sets up a system for tracking problems and their solutions 
• Uses a variety of techniques to solve problems
• Willing to try new approaches or suggestions that may come from others 
• Invests extra time and effort to solve problems completely 
• Shows the ability to explain the rationale behind his/her solution to a problem 
• Demonstrates leadership skills when solving group problems
• Evaluates challenges from all angles before deciding on a way forward
• Willing to collaborate with peers to explore solutions to problems
• Resolves customer complaints professionally and promptly
• Makes well-thought-out decisions and sticks to them
• Takes full responsibility for any problems of assigned tasks
• Tackles problems in a creative and analytical way
• Stays calm even when required to resolve a problem under high pressure
• Articulates issues clearly and concisely to team members
• Retains objectivity while assessing situations and suggesting solutions
• Accommodates and listens to other people’s perspectives 
• Capable of independently solving complex problems
• Breaks a problem down to analyze it minutely 
• Collaborates well with others to find solutions to project challenges
• Offers multiple solutions to complex problems
• Makes sound and fact-based judgments
• Looks for different ways to resolve complex issues
• Demonstrates disinterest in pressure-testing ideas with others 
• Does not set up a system for tracking problems and their solutions 
• Fails to take action when a problem is raised 
• Resists explaining the rationale behind his/her solution to a problem 
• Does not optimize use of time when working on difficult problems 
• Does not offer efficient solutions 
• Unable to persuade others to agree to his/her solutions 
• Not receptive to other people’s ideas and opinions
• Unable to articulate problems in ways that others can understand
• Indecisive when it comes to coming up with solutions
• Rushes to make decisions without thinking things through
• Fails to monitor progress to ensure that they deliver the desired outcome
• Does not learn from previous successes or failures
• Gets flustered when facing a tough decision  
• Loses cool with team members when faced with a problem
• Unwilling to collaborate with others to discuss solutions 
• Fails to give team members the proper guidance and direction
• Deals with customer-related issues unprofessionally 
• Chooses complex and convoluted approaches to solving problems
• Often paralyzed and confused when facing tight deadlines 
• Struggles to find solutions for complex problems
• Tends to shy away than face an awkward problem
• Quickly loses focus when facing a difficult situation

Critical Thinking

• Uses sharp ideas and essential thinking ability to solve issues quickly
• Possesses strong reasoning and critical-thinking skills 
• Always thoroughly considers everything before submitting any idea
• Offers workable plans for each problem
• Exhibits sound judgment when evaluating multiple opportunities
• Arrives at reasonable conclusions based on information presented
• Chooses a fact-based approach over sentimental arguments when making decisions
• Balances prompt decision-making, with the ability to analyze every aspect of a problem
• Prioritizes urgent matters over those issues that can wait
• Sets out the best-case and worst-case scenarios to help decision-making
• Makes hasty decisions without considering all facts and information 
• Frequently struck by analysis paralysis when making a decision
• Makes big decisions without approval from concerned parties
• Inconsiderate of others’ opinions and suggestions 
• Fails to consider possible changes in circumstances when making decisions
• Rarely thinks decisions through
• Employs problem-solving techniques that end up complicating matters
• Jumps on the solution before properly analyzing the problem

Time Management

• Efficiently manages time to complete tasks
• Respects the time of colleagues
• Keeps presentations on schedule
• Regularly meets all deadlines
• Works hard to stay organized and on time
• Driven to complete tasks on time
• Reliable when it comes to time management
• Shows dependability to manage time well
• Prioritizes well to save time
• Displays sensitivity to the constraints of colleagues
• Handles multiple assignments and projects well 
• Able to juggle numerous tasks with speed and accuracy 
• Effectively prioritizes work to ensure critical assignments are managed well
• Manages his/her time in a highly effective manner 
• Completes assignments even with extended deadlines 
• Organizes time systematically to achieve goals
• Frequently misses deadlines
• Regularly late from break
• Unable to understand how much time a task will take
• Meetings and presentations tend to overrun the allotted time
• Indulges in small talk that takes up valuable time of others 
• Gives little or no importance to being on time
• Takes no steps to improve time-management techniques
• Is considered unreliable in finishing tasks by the allotted deadline
• Frequently exceeds mandatory due dates
• Does not meet deadlines, even when given ample time 
• Has difficulty balancing multiple assignments and projects 
• Fails to prioritize most critical assignments effectively 
• Allows personal issues to affect work performance
• Does not manage time well

Balanced Reviews Leading to Positive Outcomes

Effective performance reviews are imperative to optimize employee engagement and motivate them to provide their best performance. Any manager’s essential function is to recognize an individual’s efforts while politely but firmly addressing their weaknesses. 

Creating performance reviews is a continuous learning process that requires a fair amount of time and an element of trial and error. For any manager striking a delicate balance between appreciation and criticism can be a challenge. However, with this comprehensive and exhaustive list of employee performance review phrases based on essential skills, we hope your task will be simpler and easier.

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Job Knowledge Performance Review Phrases (Examples)

By Status.net Editorial Team on April 14, 2023 — 6 minutes to read

Job Knowledge Performance Review Phrases: Positive & Negative Feedback Examples

Job knowledge is a crucial aspect of an employee’s performance in the workplace. Regular performance reviews can facilitate constructive discussions that lead to personal and professional growth, as well as better workplace cohesiveness. Positive feedback acknowledges an employee’s strengths and accomplishments, while negative feedback highlights areas that need improvement.

Job Knowledge Performance Review Phrases

Positive feedback examples.

Here are some examples of positive feedback for job knowledge performance:

• She always takes available opportunities to increase her knowledge of relevant job skills.
• He consistently demonstrates a deep understanding of his job responsibilities.
• She willingly shares her knowledge with coworkers and contributes to a collaborative learning environment.
• He maintains an up-to-date level of professional and technical knowledge, ensuring his expertise remains relevant.
• She applies creative thinking to address challenges and improve processes within her job role.

Negative Feedback Examples

The following are some examples of negative feedback regarding an employee’s job knowledge performance:

• He struggles to keep up with new developments in his field, which negatively impacts his job performance.
• She does not consistently demonstrate a thorough understanding of her job responsibilities.
• He avoids sharing knowledge and collaborating with coworkers, limiting the team’s collective learning.
• She fails to apply new knowledge to her work, leading to outdated approaches and reduced effectiveness.
• He exhibits a lack of creativity in problem-solving, limiting his ability to address complex job-related challenges.

See also: 100 Performance Review Phrases for Job Knowledge, Judgment, Listening Skills

Domain Expertise

• She consistently demonstrates a deep understanding of industry standards and best practices.
• He quickly grasps new concepts and technologies and applies them effectively in his work.
• She is able to communicate complex technical concepts in a way that others can easily understand.

Negative feedback examples for domain expertise:

• He struggles to keep up with updates and advancements in his field, which impacts his job performance.
• She has difficulty understanding the nuances of the technology she works with and often requires assistance.
• His lack of knowledge about industry standards has led to some errors and inefficiencies in his work.

Problem Solving Ability

Problem-solving ability refers to an employee’s skill in identifying and resolving issues, as well as their ability to think critically and analytically.

• She is adept at identifying potential problems and proactively addressing them before they escalate.
• He consistently develops creative and effective solutions to challenging technical issues.
• She is skilled at breaking down complex problems into manageable tasks and coordinating their resolution.

Negative feedback for problem-solving skills:

• He tends to overlook problems, which can result in bigger issues down the line.
• She becomes overwhelmed by complex problems and often relies on others to find solutions.
• He lacks the ability to think critically and analytically, which can hinder his problem-solving capabilities.

See also: 174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)

Communication Skills

Effective communication is crucial in the workplace as it helps build relationships, resolve issues, and propel projects forward. Here are some examples of positive and negative feedback phrases for communication skills:

• She actively engages in team meetings and offers valuable input and ideas.
• He communicates clearly and concisely, making it easy for team members to understand his thoughts.
• She consistently follows up with colleagues, ensuring that tasks are completed on time.

Negative feedback examples:

• He tends to interrupt his colleagues during discussions and should work on listening to others.
• She tends to use confusing jargon making it difficult for others to follow her reasoning.
• He tends to forget to share important information, causing delays in project completion.

See also: Performance Review Phrases for Communication and Interpersonal Skills

Teamwork and Collaboration

Teamwork and collaboration are essential for ensuring that a team’s goals are efficiently met. Here are some examples of positive and negative feedback phrases for teamwork and collaboration skills:

• He consistently takes on additional responsibilities and helps out team members when needed.
• She actively listens to her team members’ opinions and incorporates their feedback in her decision-making process.
• He recognizes the strengths of each team member and delegates tasks accordingly, ensuring maximum productivity.

She prefers to work independently and often avoids collaborating with her teammates.

He frequently dismisses the ideas of his colleagues, making it difficult to build a collaborative environment.

She often micromanages and fails to trust her teammates, which can hinder overall team performance.

150 Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

More Examples:

General job knowledge phrases.

• Has a good understanding of the company’s mission and values
• Demonstrates a strong grasp of their role and responsibilities
• Shows a willingness to learn and improve
• Understands how their work contributes to the company’s goals

Technical Job Knowledge Phrases

• Has a strong understanding of industry-specific terminology
• Demonstrates proficiency in using relevant software and tools
• Shows a deep understanding of technical processes and procedures
• Is able to troubleshoot technical issues effectively
• Demonstrates a clear vision for the team and the company
• Is able to motivate and inspire team members
• Leads by example and sets high standards for others to follow
• Is able to delegate tasks effectively and trust others to complete them

See also: Leadership Feedback Examples (Strengths & Areas of Improvement)

Time Management

• Is able to prioritize tasks effectively
• Demonstrates punctuality and meets deadlines consistently
• Uses time-tracking tools effectively to manage workload
• Is able to balance competing demands and adjust priorities accordingly

See also: 150 Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

Customer Service

• Demonstrates a deep understanding of customer needs and expectations
• Is able to handle difficult customers with professionalism and empathy
• Is able to resolve customer complaints effectively
• Is able to provide accurate and helpful information to customers

See also: 242 Performance Appraisal Examples (Creativity, Accountability, Customer Satisfaction)

Tips for Providing Constructive Feedback

Balance positive and negative feedback.

It’s essential to provide a balanced mix of positive and negative feedback in a performance review to maintain motivation and self-esteem. Highlight the employee’s accomplishments and praise their efforts, while addressing areas that require improvement. This approach shows that you recognize their hard work and are invested in their growth. For example:

• Positive: “You consistently meet deadlines and produce high-quality work.”
• Negative: “However, your communication with team members could be more proactive.”
• Positive: “Your presentation last week was well-researched and provided valuable insights to the team.”
• Negative: “I noticed you had difficulties managing your time effectively during the project, resulting in late submissions.”

Focus on Improvement and Future Development

Constructive feedback should always emphasize the employee’s potential for growth and improvement. Offer specific suggestions on how they can enhance their skills and performance, and set realistic goals for future development. This perspective encourages the employee to take ownership of their progress and fosters a positive work environment. For example:

• “To improve your time management skills, consider using a task-tracking tool and setting regular check-ins with your supervisor to ensure timely completion of tasks.”
• “To strengthen your communication skills, attend a workshop or seek guidance from a mentor with strong interpersonal skills.”

Incorporating both positive and negative feedback in job knowledge performance reviews is essential for employee growth and development. It allows employees to understand their strengths and areas where they can improve.

When providing feedback, it’s important to be specific and give examples of situations that demonstrate an employee’s competency or areas needing improvement. Utilizing a variety of phrases and sentence structures can make the feedback more engaging and relatable for the employee. Try to maintain a friendly tone of voice while discussing both positive and negative aspects of an employee’s job knowledge.

• 100 Performance Review Phrases for Job Knowledge, Judgment, Listening Skills
• How To Write a Manager Performance Review? (with Examples)
• 200+ Performance Review Phrases for Professionalism, Collaboration, Punctuality
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• Good Reasons for Leaving a Job [10 Examples]
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Problem Solving: 40 Useful Performance Feedback Phrases

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

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

Problem Solving: Exceeds Expectations Phrases

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

Problem Solving: Meets Expectations Phrases

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

Problem Solving: Needs Improvement Phrases

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

Problem Solving: Self Evaluation Questions

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

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