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30 presentation feedback examples

Jump to section

You're doing great

You should think of improving

Tips to improve

3 things to look for when providing presentation feedback

3 tips for giving effective feedback.

We’re all learning as we go. 

And that’s perfectly OK — that’s part of being human. On my own personal growth journey, I know I need to get better at public speaking and presenting. It’s one of those things that doesn’t necessarily come naturally to me. 

And I know there are plenty of people in my shoes. So when it comes to presenting in the workplace, it can be intimidating. But there’s one thing that can help people continue to get better at presentations: feedback . 

The following examples not only relate to presentations. They can also be helpful for public speaking and captivating your audience. 

You’re doing great 

• You really have the natural ability to hand out presentation material in a very organized way! Good job!
• Your presentations are often compelling and visually stunning. You really know how to effectively captivate the audience. Well done!
• You often allow your colleagues to make presentations on your behalf. This is a great learning opportunity for them and they often thrive at the challenge.
• Keeping presentations focused on key agenda items can be tough, but you’re really good at it. You effectively outline exactly what it is that you will be discussing and you make sure you keep to it. Well done!!
• You created downloadable visual presentations and bound them for the client. Excellent way to portray the company! Well done!
• Your content was relevant and your format was visually appealing and easy to follow and understand. Great job! You’re a real designer at heart!
• You always remain consistent with the way you present and often your presentations have the same style and layout. This is great for continuity. Well done!
• You always remain consistent with every presentation, whether it be one on ones, small group chats, with peers, direct reports, and the company bosses. You have no problem presenting in any one of these situations. Well done!
• You are an effective presenter both to employees and to potential clients. When controversial topics come up, you deal with them in a timely manner and you make sure these topics are fully dealt with before moving on. Well done!
• You effectively command attention and you have no problem managing groups during the presentation.

You should think of improving 

• You’re a great presenter in certain situations, but you struggle to present in others. Try to be more consistent when presenting so that you get one single-minded message across. This will also help you broaden your presentation skills by being able to portray one single idea or message.
• You tend to be a little shy when making presentations. You have the self-confidence in one-on-one conversations , so you definitely have the ability to make compelling presentations. Come on! You can do it!
• During presentations, there seems to be quite a lack of focus . I know it can be difficult to stick to the subject matter, however you need to in order for people to understand what the presentation is about and what is trying to be achieved.
• To engage with your audience and make them attentively listen to what you have to say, you need to be able to use your voice in an effective manner to achieve this. Try to focus on certain words that require extra attention and emphasis these words during your presentation.
• Knowing your audience is critical to the success of any presentation. Learn to pick up on their body language and social cues to gauge your style and tone. Listen to what your audience has to say and adjust your presentation accordingly.

• During presentations, it’s expected that there will be tough questions . Try to prepare at least a couple of days before the time so that you can handle these questions in an effective manner.
• To be an effective presenter you need to be able to adjust to varying audiences and circumstances. Try learning about who will be in the room at the time of the presentation and adjust accordingly.
• Remember not to take debate as a personal attack. You tend to lose your cool a little too often, which hinders the discussion and people feel alienated. You can disagree without conflict .
• The only way you are going to get better at public speaking is by practicing, practicing, practicing. Learn your speech by heart, practice in the mirror, practice in front of the mirror. Eventually, you’ll become a natural and you won't be afraid of public speaking any longer.
• Your presentations are beautiful and I have no doubt you have strong presentation software skills. However, your content tends to be a bit weak and often you lack the substance. Without important content, the presentation is empty.

Tips to improve 

• Remember it’s always good to present about the things you are passionate about . When you speak to people about your passions they can sense it. The same goes for presentations. Identify what it is that excites you and somehow bring it into every presentation. it’ll make it easier to present and your audience will feel the energy you portray.
• Sometimes it can be easier to plan with the end result in mind. Try visualizing what it is you are exactly expecting your audience to come away with and develop your presentation around that.
• Simplicity is a beautiful thing. Try to keep your presentations as simple as possible. Make it visually appealing with the least amount of words possible. Try interactive pictures and videos to fully immerse your audience in the presentation.
• It’s a fine balance between winging the presentation and memorizing the presentation. If you wing it too much it may come across as if you didn't prepare. If you memorize it, the presentation may come off a bit robotic. Try to find the sweet spot, if you can.
• When presenting, try to present in a way that is cause for curiosity . Make people interested in what you have to say to really captivate them. Have a look at some TED talks to get some tips on how you can go about doing this.
• Remember presentations should be about quality, not quantity. Presentations that are text-heavy and go on for longer than they should bore your audience and people are less likely to remember them.
• Try to arrive at every staff meeting on time and always be well prepared. This will ensure that meetings will go smoothly in the future.
• Remember to respect other people's time by always arriving on time or five minutes before the presentation.
• Remember to ask the others in the meeting for their point of view if there are individuals during presentations.
• If you notice presentations are deviating off-topic, try to steer it back to the important topic being discussed.

Presentation feedback can be intimidating. It’s likely the presenter has spent a good deal of time and energy on creating the presentation.

As an audience member, you can hone in on a few aspects of the presentation to help frame your feedback. If it's an oral presentation, you should consider also audience attention and visual aids.

It’s important to keep in mind three key aspects of the presentation when giving feedback. 

Communication

• Were the key messages clear? 
• Was the speaker clear and concise in their language?
• Did the presenter clearly communicate the key objectives? 
• Did the presenter give the audience clear takeaways? 
• How well did the presenter’s voice carry in the presentation space? 

Delivery 

• Was the presentation engaging? 
• How well did the presenter capture their audience? 
• Did the presenter engage employees in fun or innovative ways? 
• How interactive was the presentation? 
• How approachable did the presenter appear? 
• Was the presentation accessible to all? 

Body language and presence 

• How did the presenter carry themselves? 
• Did the presenter make eye contact with the audience? 
• How confident did the presenter appear based on nonverbal communication? 
• Were there any nonverbal distractions to the presentation? (i.e. too many hand gestures, facial expressions, etc.)  

There are plenty of benefits of feedback . But giving effective feedback isn’t an easy task. Here are some tips for giving effective feedback. 

1. Prepare what you’d like to say 

I’m willing to bet we’ve all felt like we’ve put our foot in our mouth at one point or another. Knee-jerk, emotional reactions are rarely helpful. In fact, they can do quite the opposite of help. 

Make sure you prepare thoughtfully. Think through what feedback would be most impactful and helpful for the recipient. How will you word certain phrases? What’s most important to communicate? What feedback isn’t helpful to the recipient? 

You can always do practice runs with your coach. Your coach will serve as a guide and consultant. You can practice how you’ll give feedback and get feedback … on your feedback. Sounds like a big loop, but it can be immensely helpful. 

2. Be direct and clear (but lead with empathy) 

Have you ever received feedback from someone where you’re not quite sure what they’re trying to say? Me, too. 

I’ve been in roundabout conversations where I walk away even more confused than I was before. This is where clear, direct, and concise communication comes into play. 

Be clear and direct in your message. But still, lead with empathy and kindness . Feedback doesn’t need to be harsh or cruel. If it’s coming from a place of care, the recipient should feel that care from you. 

3. Create dialogue (and listen carefully) 

Feedback is never a one-way street. Without the opportunity for dialogue, you’re already shutting down and not listening to the other person. Make sure you’re creating space for dialogue and active listening . Invite questions — or, even better, feedback. You should make the person feel safe, secure, and trusted . You should also make sure the person feels heard and valued. 

Your point of view is just that: it's one perspective. Invite team members to share their perspectives, including positive feedback . 

You might also offer the recipient the opportunity for self-evaluation . By doing a self-evaluation, you can reflect on things like communication skills and confidence. They might come to some of the same important points you did — all on their own.

Now, let’s go practice that feedback 

We're all learners in life.

It's OK to not be perfect . In fact, we shouldn't be. We're perfectly imperfect human beings, constantly learning , evolving, and bettering ourselves. 

The same goes for tough things like presentations. You might be working on perfecting your students' presentation. Or you might want to get better at capturing your audience's attention. No matter what, feedback is critical to that learning journey . 

Even a good presentation has the opportunity for improvement . Don't forget the role a coach can play in your feedback journey.

Your coach will be able to provide a unique point of view to help you better communicate key points. Your coach can also help with things like performance reviews , presentation evaluations, and even how to communicate with others.

Elevate your communication skills

Unlock the power of clear and persuasive communication. Our coaches can guide you to build strong relationships and succeed in both personal and professional life.

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 to not be nervous for a presentation — 13 tips that work (really!)

6 presentation skills and how to improve them, how to give a good presentation that captivates any audience, 8 clever hooks for presentations (with tips), reading the room gives you an edge — no matter who you're talking to, josh bersin on the importance of talent management in the modern workplace, how to make a presentation interactive and exciting, the self presentation theory and how to present your best self, coaching insider: trusting your team as a new manager, similar articles, 30 communication feedback examples, 30 leadership feedback examples for managers, your guide to what storytelling is and how to be a good storyteller, 30 customer service review examples to develop your team, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Presentation Skills: 40 Practical Performance Feedback Phrases

Presentation Core: Uses these sample phrases to craft significant output evaluations, drive change and motivating your workforce.

Presentation Abilities are useful in got your message or opinion out there in many aspects of life and employment, when they can largely used in businesses, sales, educating, lecturing, and training. Step-By-Step Constructive Criticism Examples on Performance Reviews

Presentation Skills: Outstrip Expectations Phrases

• Immersive prepares well before making anyone form of presentation about ceremonial or non-formal.
• Gives a clear and well-structured delivery when making a presentation.
• Exhibits excellent skill at she comes to voice ideas and opinions with clarity.
• Knows the viewer well enough to use true language and terms.
• Engages well with viewer before, during and after delivering a presentation.
• Gives the audiences ample and appropriate time to ask questions.
• Creates adenine very lively and positives looking when delivering adenine presentation.
• Adjusts super well till of new surrounding and exhales a great aura away confidence.
• Knows how to get both service the attention of the audience.
• Responds well at questions furthermore issues rises by the viewing.

Presentation Core: Meets Expectations Phrases

• Arranges a good, balanced and dynamic presentation using high impact results.
• Exhibits good ability to use visually aids most appropriately at presentations.
• Speaks in a good speak rate not so fast and at the same time not too slow.
• Explains each point to the fullest and only tries to emphasize of key points.
• Demonstrates a good logical order when presenting ideas not to disorient aforementioned viewers.
• Application non-verbal forms of communication such as facial print with a good way.
• Does proper research on the topic to be presented to assemble all updated the and figures.
• Delivers shortcut and mighty presentations that create interest and excitement.
• Knows how toward usage true stories in with the presentation to walk across a point or to grab the audience's care.
• Makes right eye contact with the audience from the start of the introduction the the end.

Presentation Skills: Needs Development Phrases

• Does not make good the consistent eye contact with the audience.
• Has low movement on stage and does not run around one presentation room.
• Does not talk in a very engaging and positive way something that produces an dull presentation.
• Does not exude confidence and poise when delivering adenine presentation.
• User old the and images when presenting in a result of not doing enough research.
• Gives long presentations and does little to getting the attention of the audience.
• Does not use the visual serves to helps ship a powerful entertain.
• Does not know the hearing well and uses hard words is they do not understand.
• Rabbits not give audiences ample time up raise questions and to seeking educating if need be.
• Presents ideas in a non-logical manner that creates confusion to the hearing.

Presentation Skills: Self Evaluation Questions

• Have yourself everly gone to performance without preparing well? How doing the performance go?
• How frequently do it engage your audience during any lecture?
• That was the highest score or zeitschriften you received for any presentation that you have made so way?
• Give an instance owner presentation buckled and what made owner backup plan?
• Methods do you normally completing your presentations and how can you rate it?
• How fountain execute thou deal at related and issues rises by the audience?
• When this upcoming to nervousness, how do you manage or deal with it before hand?
• Whereby can to course your experience level when it comes to giving presentations?
• What what thou same or dislike most about giving presentations?
• What presentation method go you like and why do you favorite it?

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Home Blog Business How to Write and Present a Performance Review

How to Write and Present a Performance Review

The performance review, as a crucial part of performance management, is one of the dreaded exercises of both managers and team members. However, it doesn’t have to be an intimidating, negative situation. In fact, a manager performance review tip by Harvard Business Review is to pointedly keep the conversation positive. By focusing on successes and opportunities for growth, managers can turn the employee performance review into a constructive experience that benefits everyone in the end.

What is Performance Management

Before we approach performance review examples, it’s necessary to establish some definitions to make sure we’re on the same page.

According to UC Berkeley’s Guide to Managing Human Resources, “Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization.”

Notice that performance management is more than a performance annual review. The performance evaluation is one component found in many performance management frameworks. In fact, UC Berkeley goes on to specify that the process “includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.”

By the time managers sit down for the performance review process, they will ideally have already been participating in this ongoing communication method. It will lead to much more valuable results than only engaging in the feedback part of the process.

Types of Performance Management Frameworks

Following are three examples of common performance management frameworks.

The Arm­strong Per­for­mance Man­age­ment Cycle

Michael Armstrong , former Chief Examiner of the Chartered Institute of Personnel and Development, established a performance management framework that many human resources professionals abide by. The Armstrong Performance Management Cycle is a continuous process of improving performance. This is achieved by establishing individual and team goals, working towards the goals, evaluating progress, and developing skills. As seen in the name of this management framework, this process repeats constantly throughout a team or individual’s career at the organization.

Agile Con­tin­u­ous Per­for­mance Management

Another performance management framework example is the agile continuous performance management. What makes the agile performance management system valuable is it’s focus on being continual and holistic. Feedback, which is called “check-ins” under this framework, is given frequently, making it feel more natural for all involved. With ongoing, positive performance management, managers and employees can develop authentic workplace relationships based on the performance improvement and transparency.

International Labor Organization’s Revised Performance Management Framework

The International Labor Organization’s system for managing performance aims to be a flexible process that can be applied to individuals or teams in many different fields and industries. It is also a continuous, comprehensive performance management framework. This cycle is divided into four parts, each focusing on dialogue and constructive feedback. One of the unique features of this management system is the inclusion of feedback from employee to leader.

What is a Performance Review?

The component featured in essentially all performance management frameworks is the giving of feedback. This usually presents itself in the form of a performance review. Other names for the performance review are performance evaluation or performance assessment. As opposed to informal or casual feedback, the performance review is a formal appraisal of an employee and their work during an established time period.

While there are dozens of employee review templates out there, most evaluate overall performance, an employee’s strengths and weaknesses, and opportunities for improvement. Many managers and HR professionals use this regularly scheduled evaluation to set goals, as well.

Performance review templates will vary based on who is assessing whom. Common types of performance reviews include the traditional assessment where a manager evaluates an employee’s performance, the self assessment, team assessment, and leader assessment. Different performance management frameworks will involve a combination of these four.

Employee Assessment

This top-down performance review is usually performed by a direct manager or HR manager. This evaluation is useful for establishing the value of an employee with examples of their performance to back it up. Often the employee assessment is conducted together with a self assessment.

Self Assessment

The self assessment component of a performance review is a helpful opportunity for individuals to reflect upon themselves with regards to their strengths and weaknesses. In order to turn the self assessment into a productive introspection, employees should also consider what they think they can do to improve and grow.

When conducted alongside an employee assessment, answers can be compared to see if managers and employees are on the same page. Any discrepancies can be analyzed and addressed, in order to strengthen the working relationship and understanding of the situation.

Team Assessment

A team assessment differs from an individual employee assessment in that it’s an opportunity to make sure team members are aligned and working well together, as well as progressing towards the team goals.

Leader Assessment

As mentioned in the International Labor Organization’s performance management framework, leader assessments can provide valuable feedback as well. During this assessment team members and employees evaluate their own managers, as well as potentially their manager’s superiors. This is often conducted anonymously, to ensure employees can be honest with their feedback without fear of retaliation.

Key Elements of a Performance Review

Depending on the performance management framework, reviews will have different key elements, but there are elements that all methods share, according to Harvard Business Review and Hubspot .

• Evaluate if job requirements are being met
• Compare strengths and weaknesses
• Highlight areas of improvement
• Evaluate if previously defined goals were met
• Recommend actionable goals
• Welcome employee input

How to Write a Performance Review

We recommend managers use a performance review template to help guide them through each step. Evaluation templates help managers know what to say in a performance review. They provide structure to the review, which makes the process consistent. Employee performance templates also make the review process scalable throughout the team or organization.

Prior to Writing the Performance Review

Harvard Business Review recommends reviewers set expectations early, prior to the official feedback. This involves informing the employee that they will be reviewing them soon, asking the employee for their self assessment, and evaluating employee career aspirations.

When Writing the Performance Review

When sitting down to write the performance review, managers should have supporting documentation to help them direct their evaluation. For example, comparing employee performance and characteristics to the organization’s specified values can help guide the evaluation. Additionally, managers can compare employee performance to the actual description of requirements for their role. This helps keep evaluations realistic and on-track. Finally, it’s a good idea to compare current performance to that of previous employee performance reviews. This gives the manager a bigger picture into employee growth, as well as what achievable goals are.

When writing a performance review, managers can also consult with others, including coworkers, other managers, and subordinates of the employee under review. This is called 360-degree feedback and can help give a manager ideas of what to write.

As far as the career aspirations we recommend requesting from the employee prior to the evaluation, this is useful for framing the review. Not every employee has very high aspirations. The evaluation should align both the organization’s expectations of the employee and their own aspirations.

Delivering the Performance Review

HBR also recommends presenting the performance review to the individual about an hour before their meeting to discuss it. This lets the employee move past any potential emotional responses and prepare rational responses. This will lead to a much more constructive discussion and allow for a more positive plan forward.

Whenever possible, hold the performance review presentation face-to-face to avoid misunderstandings. While a performance review PPT or pdf is beneficial for organizing and visualizing the evaluation, presenting them in person will lead to a richer discussion and more realistic action plans.

For high-performing employees, HR experts recommend focusing on the things they are doing well. After discussing examples of achievements and strengths, the manager can ask the employee their feelings about how things are going. This naturally leads into a conversation about opportunities for growth and improvement.

When delivering feedback to marginal employees, they shouldn’t sugar-coat criticisms or provide meaningless compliments. Instead, reviewers should be straightforward and clear with their message. Discuss what isn’t working, what is working, and what actions need to be adopted to improve. When giving advice for improving, managers should be as specific as possible and provide examples.

How to Present a Performance Review

Here are the most important slides to include in a performance review presentation. Following this performance review example structure will help managers lessen the discomfort of presenting a performance review, by following a clear presentation guide.

Slide 1: Cover Slide

Establish who is reviewing, who is being reviewed, and the date of the performance review. Note that this information is also important since the performance review presentation will probably become part of an ongoing performance documentation.

Slide 2: Table of Contents

Part of the discomfort of performance reviews is the concept of the unknown. For an employee, it’s speculating on what their manager is going to say in the performance review. A clear table of contents will hopefully help ground the employee by showing them clearly what they can expect from the presentation, and in what order.

Slide 3: Evaluate if job requirements are being met

In this PPT slide, the reviewer should compare, side-by-side the job requirements and the actual job performance of their subordinate. This requirement versus performance comparison helps the evaluation stay objective. Provide examples of when the requirements are or are not being successfully met, whenever possible.

Slide 4: Strengths

When presenting employee strengths, be as specific as possible. Explain why this strength matters, an example of when this strength was evident, and what impacts this strength has had. In the presentation, add a list of strengths with or without a short description and/or example, in case the performance review is presented without the accompanying meeting.

If the manager previously asked for a self assessment, add a comparison here between the reviewer’s opinion of the employee strengths and their employee’s opinion.

Slide 5: Achievements

List any specific achievements the employee has made during the performance period.

Slide 6: Highlight areas of improvement

This is another way to frame weaknesses. When presenting areas of improvement, consider what the employee needs to improve, why these areas are necessary to address, how the manager can help the employee improve, and what specific steps are needed to improve. Be specific and provide examples whenever possible.

This is another good slide where managers can compare their evaluation of areas of improvement with the answers employees provided in their self assessment. You can combine these slides with other performance improvement plan templates for PowerPoint and Google Slides.

Slide 7: Evaluate if previously defined goals were met

If this isn’t the first performance review a manager has conducted for an individual, then there will be previously defined goals from former evaluations. On this slide, list the previous goals and add a brief evaluation for each. This will help decide what goals should be checked off, maintained, or adjusted for the next evaluation period, which will be presented in the next slide.

Slide 8: Recommend actionable goals

When presenting goals, we recommend using the SMART formula. SMART goals stands for specific, measurable, attainable, relevant, and time-based. This method of creating goals helps ensure the goal will be achieved as expected.

The goals established in this performance review will most likely be evaluated during the next performance review. As such, the “time-based” aspect of the goal should take this into account.

Slide 9: Welcome employee input

Close the performance review presentation by giving the employee space to talk.

By following this performance review template, reviewers can make sure their evaluation is more than just a meaningless task checked off the list. When done well, the performance review sets the mood for the whole next period, giving both managers and employees a clear guide towards moving forward and achieving their goals more successfully. As far as the tendency for employee evaluations to be uncomfortable situations, follow the advice in this article, practice, and you’ll soon find the valuable potential of a well-presented performance review.

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

By Jessie Strongitharm , Jan 18, 2023

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

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

Click to jump ahead: 

What is a performance review.

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

How to write a negative performance review

• Performance review FAQ

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

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

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

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

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

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

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What is the purpose of a performance review?

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

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

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

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

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

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

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

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

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

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

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

What to include in a performance review

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

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

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

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

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

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

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

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

Organize your thoughts and streamline the process 

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

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

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

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

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

Be honest, objective and empathetic

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

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

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

This is where correct documentation comes into play!

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

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

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

Use specific examples to back up your points

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

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

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

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

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

Choose your language carefully

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

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

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

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

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

Looking for concrete examples of what to write or say?

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

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

Needs improvement

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

Pair critical feedback with positive observations

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

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

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

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

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

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

Then, follow up with ideas to mitigate this issue.

Encourage employee input at every level

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

Below is one such example:

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

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

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

Visualize performance with a skills/values matrix

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

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

Read this post on performance analysis quadrants to learn more .

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

End on a positive note

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

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

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

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

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

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

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

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

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

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

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

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

Performance review FAQ 

What should you say during a performance review.

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

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

How do you start a performance review?

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

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

Motivate meaningful progress with an effective performance review 

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

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

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Say It Right: 171 Performance Review Example Phrases & Comments

Navigating performance review conversations is often easier said than done. Managers are busy and many feel unequipped to deliver great feedback. But if you don't want your performance evaluations to feel like a burdensome corporate ritual, you need to consider your approach carefully. In this guide, we present 171 sample phrases and comments to use in employee performance reviews. 

Get your free performance review templates

Table of contents.

The importance of performance reviews

Best practices: how to write a performance review

Pitfalls to avoid in performance reviews

What to say in a performance review

Example phrases & comments: communication skills

Example phrases & comments: teamwork & collaboration

Example phrases & comments: problem-solving and decision making

Example phrases & comments: adaptability & flexibility

Example phrases & comments: customer focus

Example phrases & comments: leadership & influence

Example phrases & comments: innovation & creativity

Example phrases & comments: technical & professional proficiency

Example phrases & comments: results orientation & execution

Example phrases & comments: integrity & ethics

Example phrases & comments: cultural competency

Performance review questions

The performance review is a cornerstone of an effective performance management program. It's an opportunity to reflect, summarize, and plan for what's next. When done well, performance reviews help employees feel valued and motivated to improve.

But navigating the employee review conversation is easier said than done. Managers are busy and often feel unequipped to deliver great feedback. And employees are often anxious about what will happen in the conversation. If you don't want your performance evaluations to feel like a burdensome corporate ritual, you need to consider your approach carefully.

The words exchanged in a performance review matter—a lot. They have the potential to steer an employee's confidence, connection, and contributions in the months to come. And, by extension, the trajectory of your team and organization. You need to handle reviews with a balance of radical candor and encouragement.

Whether you're a seasoned HR pro, a new manager, or an employee preparing for a review, these performance review examples and comments can help you have a more meaningful and productive conversation. These  examples should serve as inspiration, not a script—as we ultimately recommend providing specific and personalized feedback to employees.

The Importance of Performance Reviews

Performance reviews, when done well, are important in performance management and employee engagement . They provide an opportunity for managers and employees to reflect and look forward. To strengthen alignment and maximize growth.

Performance reviews can benefit everyone in the organization. They provide organizational leaders and HR with valuable information about employee performance, so they can make more informed talent decisions.

For managers, performance reviews help evaluate team member performance against established goals. Managers can share feedback, recognize great work, and discuss areas of improvement. This feedback is essential for development, setting clear expectations, and fostering continuous improvement within the team.

For employees, performance reviews help boost growth and development. Employees receive open and direct feedback on their performance, which allows them to adjust and improve. Reviews increase alignment and surface opportunities for development.

Best Practices: How to Write a Performance Review

A crucial aspect of effective performance reviews is delivering constructive feedback. When writing a performance review, it's important to provide specific examples to illustrate your points. You should also avoid generic praise or criticism. Employees will see right through it, and they won't be motivated to improve. Instead, tailor your comments and suggestions to the individual's performance. Let them know you care about their development and want to be an active partner in their growth.

To ensure employee engagement and growth, set clear performance goals and offer support for improvement. Emphasize the impact of addressing the discussed areas on overall performance. Encourage a culture of continuous improvement by calling out great work when you see it and providing coaching targeted and improvement.

Finally, make sure to keep the door open for a two-way conversation. Transparent communication nurtures trust and collaboration between you and your team members. By actively listening to their feedback and valuing their input, you can create a culture where everyone feels heard and respected, ultimately building strong relationships.

A culture of trust doesn’t happen overnight. Managers should have regular performance check-ins outside of the annual performance review. These conversations allow managers to support, adjust, and adapt as needed to keep performance on track and stay connected to employees through effective communication.

Pitfalls to Avoid in Performance Reviews

There are a few common traps that can undermine the effectiveness of your performance reviews. Here's a few and how to avoid them:

• The vagueness vortex. Offering generic feedback leaves employees wanting more. Use specific examples as anchors for your feedback to provide both clarity and direction for improvement. Good performance review templates can help!
• The negative bias barrier. While addressing areas for growth is essential, it's just as important to celebrate what's going right. A balanced review motivated employees and helps them feel valued for their hard work.
• The expectations fog. Ambiguity in objectives can cloud the review process. Setting clear, achievable performance goals from the get-go ensures both managers and employees are on the same page about what's important.
• The follow-up fumble. The momentum from the review is lost without follow-through and ongoing performance conversations. Consistent follow-up translates insights into action, helping employee stay aligned and feel supported.

What Not to Say in a Performance Review

The language you use in performance reviews is so important. It can make or break the review conversation for your employee. Remember your purpose: it is to guide and develop, not to blame and discourage. Here are a few tips for what not to say in a performance review:

• Steer clear of overly critical language without offering a path forward. Your aim should be to inspire improvement.
• Avoid the comparison trap. Don't compare an employee to another team member. You risk creating a competitive rather than a collaborative environment.
• Don't dismiss employee feedback. It's important to acknowledge their thoughts, showing respect and creating space for a two-way dialogue.

What to Say in a Performance Review:

Your performance review delivery is important in nurturing growth and boosting engagement. Frame your feedback with specificity. You want to provide detailed instances that exemplify the feedback you're sharing—both positive and constructive. Taking a balanced approach will help your team members shine and refine their skills.

Keep your commentary aligned with employee goals, behaviors, and organizational values. Don't make it personal. Remember to provide specific feedback on the employee's performance, avoiding general statements like "you did a good job" or "you need to do better next time." Instead, focus on what the employee has done well and how they could improve going forward. This will give the employee clear direction and help them understand exactly where they stand with their manager.

Use each performance review to celebrate milestones, chart new goals, and openly discuss development opportunities. An authentic and candid exchange can invigorate your team members and accelerate growth.

Performance Review Phrases & Performance Review Comments

Having an arsenal of performance review phrases and comments can help you deliver targeted and inspiring feedback to each employee. Use our examples to navigate your next review with professionalism and tact.

Example Phrases & Comments: Communication Skills

Positive Feedback:

• You articulate complex ideas clearly and your presentations are always engaging.
• Your writing is concise and persuasive, making reports easy to understand.
• You listen attentively in meetings and provide thoughtful feedback.
• You consistently ensure all team members are informed and up-to-date.
• Your ability to negotiate effectively has been key in several team successes.

Constructive Feedback:

• Consider pausing to allow questions during your presentations to ensure clarity.
• It may be helpful to proofread your emails once more for clarity and conciseness.
• Encouraging others to share their ideas in meetings could enhance team collaboration.
• Let's work on tailoring your communication style to different audiences for better engagement.
• Try to summarize the main points at the end of your communications for emphasis.

Self-performance review examples:

• I feel confident in my ability to present ideas in a clear and engaging manner, but I want to work on encouraging more interactive discussions during meetings.
• My written communication is thorough and well-received, though I aim to improve my brevity for more impactful messages.
• While I effectively tailor my communication to different audiences, I would like to enhance my active listening skills, particularly in one-on-one settings.

Example Phrases & Comments: Teamwork and Collaboration

• You are a unifying presence in the team, always ensuring everyone's opinions are considered.
• Your willingness to help colleagues demonstrates exceptional team spirit.
• You consistently acknowledge the contributions of others, fostering a positive team environment.
• You excel at coordinating with other departments to achieve shared goals.
• Your collaborative approach has been instrumental in our team's achievements.
• I encourage you to seek contributions from quieter team members, as their input can be valuable.
• When disagreements arise, try to seek a compromise that benefits the team as a whole.
• Balancing your workload with others could help with more equitable task distribution.
• Try to incorporate feedback from all team members when working on collaborative projects.
• Focusing on shared goals could help in reducing instances of conflict within the team.
• I actively contribute to team projects and support my colleagues, yet I see the benefit of stepping back sometimes to allow others to take the lead.
• My willingness to assist others has been a strong point, but I want to develop better conflict resolution strategies within the team.
• I believe in the power of teamwork, and while I’ve been successful in collaborative settings, I plan to seek more feedback to integrate diverse perspectives better.

Example Phrases & Comments: Problem-Solving and Decision Making

• Your ability to swiftly identify and solve problems has improved our team's productivity.
• You analyze issues from multiple angles before making well-informed decisions.
• Your proactive approach to anticipating potential issues is commendable.
• You balance risk and potential when making decisions, showing great judgment.
• Your creative solutions have led to innovative improvements in our processes.
• Expanding your analysis to include more data could enhance decision-making quality.
• Consider involving relevant stakeholders before finalizing key decisions.
• Let's work on developing contingency plans for high-stakes projects.
• Sometimes taking more time to weigh options could result in better outcomes.
• Encouraging input from the team might help refine problem-solving approaches.
• I am adept at identifying issues and implementing solutions, but I want to enhance my ability to foresee potential problems before they arise.
• My decision-making is informed and timely, though I could benefit from incorporating more input from various team members.
• While I have a solid track record for problem-solving, I am working on being more decisive in uncertain situations to maintain momentum.

Example Phrases & Comments : Adaptability and Flexibility

• Your willingness to embrace new situations has made you a role model for adaptability.
• You adjust to sudden changes in plans with grace and efficiency.
• Your flexible approach to work assignments allows us to function smoothly during transitions.
• You've demonstrated you can learn new skills rapidly to meet changing demands.
• Your positive attitude in the face of change inspires confidence in your teammates.
• Being more receptive to new ideas could bring unexpected improvements.
• Flexibility in scheduling could help manage unexpected workload increases.
• Let's look at ways you can more comfortably handle shifting priorities.
• Working on resilience in times of change could help maintain your performance level.
• Consider experimenting with new strategies for managing multiple tasks simultaneously.
• I pride myself on adapting quickly to new software and procedures, but I'm working on managing my stress levels during periods of significant change.
• My flexible approach has served me well in adjusting to shifting priorities, yet I aim to further develop strategies for rapid skill acquisition when facing new challenges.
• I am comfortable handling multiple tasks but need to work on delegating responsibilities to maintain focus on high-priority projects.

Example Phrases & Comments: Customer Focus

• Your dedication to understanding customer needs is evident in your interactions.
• Customers regularly compliment your attentiveness and helpfulness.
• Your follow-through on customer issues is exemplary and sets a high standard.
• You've successfully upsold services by truly understanding customer requirements.
• Your innovative ideas have significantly improved customer satisfaction levels.
• I encourage you to explore additional training to enhance your customer service skills.
• Let's work on reducing response times to customer inquiries.
• Consider asking for customer feedback to identify areas for service improvement.
• Acknowledging customer concerns more promptly will help in building trust.
• Diversifying your approach to customer problems could reveal more effective solutions.
• I consistently receive positive feedback for my customer service, but I am looking to improve the way I manage expectations to prevent misunderstandings.
• Understanding customer needs has been a strength of mine; however, I'm working on more proactive communication to enhance customer satisfaction.
• While my customer interactions are generally successful, I am aiming to deepen my product knowledge to provide even more insightful recommendations.

Example Phrases & Comments: Leadership and Influence

• Your leadership has been pivotal in navigating our team through recent challenges.
• You empower your team members by delegating effectively and trusting their expertise.
• Your vision and direction are clear, making it easy for the team to follow your lead.
• You inspire others through your commitment to excellence and integrity.
• Your ability to influence stakeholders has brought valuable partnerships.
• Providing more frequent constructive feedback can help team members grow.
• Let's develop strategies for recognizing team efforts more publicly.
• Balancing assertiveness with empathy could enhance team morale.
• Encouraging more team input in decision-making processes can drive engagement.
• Developing a more structured approach to mentoring could benefit upcoming leaders.
• My team respects my leadership and vision, but I want to create more opportunities for them to lead initiatives that align with their strengths.
• I have successfully motivated my team through various challenges, though I am focusing on improving how I share constructive feedback.
• I feel I lead by example, yet I am striving to better recognize and celebrate individual team member contributions more consistently.

Example Phrases & Comments: Innovation and Creativity

• Your creative approach to problem-solving consistently leads to innovative solutions.
• The initiative you took on the recent project introduced a novel way to streamline our workflow.
• You encourage a culture of innovation within the team, inspiring us all to think outside the box.
• Your ability to see beyond traditional methods has led to beneficial changes in our approach.
• The creativity you brought to our campaign was a driving force behind its success.
• Let's brainstorm ways to foster a more innovative atmosphere in team meetings.
• Encouraging others to propose creative solutions could lead to more diverse ideas.
• Sometimes, balancing innovative ideas with practicality can ensure better project feasibility.
• Consider setting aside time each week to focus on creative thinking and innovation.
• Exploring training on creative methodologies could greatly benefit your innovative output.
• I have contributed innovative ideas that have been implemented, but I'm also looking to foster a more creative atmosphere within my team.
• While I'm often commended for creative problem-solving, I aim to engage in more brainstorming sessions to diversify my sources of inspiration.
• My approach to tasks is usually creative, however, I am learning to balance this with practical constraints to ensure feasibility.

Example Phrases & Comments: Technical and Professional Proficiency

• Your technical expertise has been a crucial asset in the success of our complex projects.
• You are always up-to-date with the latest industry developments, which enhances our team's knowledge base.
• Your proficiency in our software systems has improved our team's efficiency.
• You consistently produce high-quality work that reflects your depth of professional knowledge.
• Your guidance has helped elevate the entire team’s technical capabilities.
• Consider sharing your technical knowledge more frequently with the team to elevate our collective skill level.
• Engaging with additional professional development opportunities could further enhance your expertise.
• Applying your technical skills to a wider range of tasks could increase your impact on the team.
• Let's identify new technologies that you can master to stay ahead in our field.
• Collaborating with other departments could provide a fresh perspective on your technical work.
• I maintain a high level of professional expertise in my field, yet I am continuously seeking opportunities to further my education and stay ahead of industry trends.
• My technical skills have allowed me to contribute significantly to our team's work, but I need to share this knowledge more effectively with newer team members.
• I am adept at applying my professional skills to my role, however, I plan to embrace newer technologies to enhance our team’s capabilities.

Example Phrases & Comments: Results Orientation and Execution

• Your focus on achieving results has noticeably contributed to our team's success.
• You not only set ambitious goals but also follow through with effective execution.
• Your dedication to meeting deadlines ensures that our projects consistently stay on track.
• You have a strong ability to break down complex goals into manageable tasks.
• Your persistence in the face of obstacles is a testament to your results-driven attitude.
• While focusing on results, ensure that the quality of work remains high.
• Balancing speed with thoroughness can sometimes yield better long-term outcomes.
• Prioritizing tasks according to their impact on end results can improve efficiency.
• Let's explore strategies for maintaining momentum during the final stages of project completion.
• Encouraging the team to regularly review progress towards goals can help keep everyone aligned.
• I am focused on achieving results and consistently meet my targets, but I would like to streamline my processes to increase efficiency.
• My project management skills lead to successful outcomes, though I’m working on improving how I prioritize tasks under tight deadlines.
• I ensure that my work contributes to our company's objectives, yet I am aware of the need to seek regular feedback to align my efforts with our evolving goals.

Example Phrases & Comments: Integrity and Ethics

• You consistently demonstrate integrity in all of your professional interactions.
• Your ethical decision-making reinforces a culture of trust within our team.
• You have been a role model for upholding our company's values even in challenging situations.
• Your commitment to doing the right thing contributes to a strong company reputation.
• You handle sensitive information with discretion and responsibility.
• Being more transparent about your decision-making process can reinforce trust with your colleagues.
• Let's work on strategies for speaking up about ethics in a constructive way when faced with difficult situations.
• Encouraging open discussions around ethical dilemmas can enhance team understanding and cohesion.
• Consider leading a workshop on ethical practices to share your strong understanding with the team.
• Taking a proactive stance on potential ethical issues can prevent larger problems down the line.
• I uphold a strong ethical stance in all professional dealings, but I want to be more vocal in team settings about the importance of maintaining this integrity.
• My actions consistently reflect the company's values, however, I am developing ways to better handle ethical dilemmas when they arise.
• Integrity is a cornerstone of my work ethic, yet I am looking to improve my ability to mentor others in ethical decision-making practices.

Example Phrases & Comments: Cultural Competency

• Your respect for diverse perspectives has greatly enriched our team discussions.
• You effectively bridge cultural differences, fostering an inclusive workplace.
• Your initiatives to celebrate diverse cultures have improved team morale and unity.
• You are adept at adapting your communication style to engage with a diverse clientele.
• Your insights into cultural nuances have been pivotal in our global marketing strategies.
• Participating in cultural competency training could further enhance your ability to connect with diverse teams.
• Expanding your understanding of different cultures can improve your interactions with international clients.
• Let's work on creating more inclusive team meetings where diverse perspectives are actively solicited.
• Consider the impact of cultural differences when designing team-building activities.
• Broadening the range of resources you draw from could offer more diverse viewpoints in your work.
• I value cultural diversity and incorporate it into my work, but I am seeking further training to broaden my cultural understanding and sensitivity.
• I work effectively in diverse environments and strive to be inclusive, however, I aim to develop more culturally diverse networks within my professional sphere.
• My cultural awareness benefits our team's dynamics, but I am looking to enhance our outreach strategies to engage a broader, more diverse audience.

Example Phrases & Comments: Initiative and Self-Motivation

• Your self-starting approach has brought valuable innovation and efficiency to our processes.
• You regularly go above and beyond, which motivates your colleagues to do the same.
• Your initiative in leading our community outreach program has made a tangible difference.
• You seize opportunities for professional development with enthusiasm and dedication.
• Your drive to improve and take on new challenges is contagious and uplifting for the team.
• Expanding your initiative to new areas could have a broader impact on team performance.
• Balancing your autonomous projects with team objectives will ensure alignment with our overall goals.
• Try to share your motivation with teammates, as this can inspire them to undertake their own initiatives.
• While being self-motivated, remember the benefits of seeking input for a well-rounded approach.
• Setting more measurable goals for your initiatives can help demonstrate their impact more clearly.
• I take initiative in my work and seek out new challenges, yet I recognize the need to align these initiatives more closely with team goals."
• My self-motivation drives me to complete my tasks efficiently, but I am working on collaborating more with my peers to share this drive."
• I consistently look for ways to improve my performance, however, I am focusing on setting clearer, measurable objectives for my personal development plans.

Performance Review Questions

Performance reviews are a great opportunity to ask open-ended questions. Asking the right questions helps you gather valuable insights from employees. You can gain a broader understanding of how your employees view their own performance, how they fit into the team and culture, and where they'd like to improve. Here are some effective performance review questions to enhance the evaluation process:

• How do you feel about your achievements since the last review?
• What challenges did you face, and how did you overcome them?
• Can you share examples of how you contributed to team projects?
• What goals would you like to set for the upcoming review period?
• In what areas do you feel you need additional support or training?
• How can we better support your professional growth and development?
• Are there any obstacles hindering your productivity or job satisfaction?
• What feedback do you have for your manager or the team?
• How do you perceive your role within the team and the organization?
• Do you have any suggestions for improving our performance review process?
• How do you think you could improve as an employee? 
• What is a recent situation you wish you had handled differently? What would you have changed?
• How will you keep yourself accountable for meeting goals, deadlines, and results?
• How can I help you become more effective in your role?
• Do you have clarity regarding your responsibilities? Are you ready to take on new responsibilities?

Mastering the art of performance reviews is an ongoing journey. It's essential for the growth of employees and your organization. By harnessing the power of constructive dialogue, recognizing great work, and partnering with employees on development, we create an environment where motivation thrives and potential is realized.

The secret to a good performance conversation is preparation. Quantum Workplace's performance management platform helps your managers and teams prepare for, facilitate, and follow up for more effective, efficient, and engaging performance reviews. 

Published February 27, 2024 | Written By Kristin Ryba

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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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11 minute read

28 Performance Review Summary Examples - Phrases & Expert Tips

Kat Boogaard

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You’re pretty sure that your direct reports dread the performance review process. You get it — it’s nerve-racking to sit there and be evaluated and critiqued.

But here’s the thing. You might be the manager, but you get nervous too. Dishing out constructive criticism is tough, and you want to make sure you’re delivering valuable feedback in the most effective way possible.

Take some comfort in the fact that you aren’t alone. A whopping 96 percent of managers are dissatisfied with their organization’s performance management practices (which includes performance reviews). 

Yikes! Needless to say, there’s some room for improvement when it comes to performance reviews.

While there are undoubtedly some company-wide rules you need to abide by, the good news is that you have quite a bit of control over your employees’ performance summary experience. 

In this guide, we’ll share some performance review summary examples for managers to ensure that your performance conversations and evaluations are productive rather than anxiety-inducing wastes of time.

What is a performance review?

A performance review (also called a performance evaluation or a performance appraisal) is a formal conversation where a manager will offer feedback to an employee. 

During this appraisal, a manager will discuss the employee’s recent achievements, how they’re fulfilling their responsibilities, their progress toward goals, and areas of improvement — with the objective of helping that employee perform even better moving forward. 

Effective performance reviews are intentional, scheduled conversations and not sporadic, random chats. These conversations typically happen every six months or every year. 

What are the benefits of performance reviews?

Your employees might not cartwheel into their appraisal interview, and nerves are normal on both ends. 

However, these conversations are still well worth having for a number of different reasons. Regular performance reviews can improve:

• Performance: Your employees will struggle to perform at their best level if they don’t get honest feedback about how they can do better. When you deliver feedback effectively, you can get the best work out of your direct reports. One study found that 72 percent of respondents thought their performance would improve if their managers would provide more corrective feedback.  
• Engagement: Employees want feedback. In fact, one study found that nearly 34 percent of full-time employees said they’d prefer to receive more feedback from their supervisors. While the employee evaluation interview shouldn’t be the only time you’re offering feedback, it’s a great opportunity to show them that you’re invested in their growth and success.  
• Retention: It makes sense that satisfied employees stick around longer. Data from Gallup shows that frequent, strengths-based feedback can reduce turnover by nearly 15 percent .  
• Career Development: A performance review is a chance for managers and direct reports to connect about career goals, and how the company can support employees in pursuing those ambitions. When 48 percent of employees say they’d leave their jobs in favor of new learning opportunities, these conversations are important. They make your employees feel supported and encouraged, as well as allow you to collaboratively hash out action items to pursue their career goals. 

One of the best ways to support career development is to provide your employees with access to plenty of learning opportunities. 

What to say

When done right, your performance reviews offer plenty of advantages for both you and your staff. But, uhh...how do you do them right? 

Delivering honest remarks about an employee’s performance can have you tripping over your words and wiping your sweaty palms on your pants. We’re here to help. In this section, we’re breaking down some helpful templates and phrases in several different categories. 

You should insert relevant details to provide specific, helpful, and meaningful feedback to your employees. You’ll need to expand beyond these templates, but they’ll help you get the conversation started — and sometimes that’s the hardest part.

🏅Performance review comments about leadership

If your employee is meeting expectations… 

1. "You stepped up to the plate to lead [team/project] to [result]."

2. "Your team has exceeded their goal to [objective] by [metric]."

3. "You took ownership when [problem/challenge] could’ve [undesirable result]. You turned things around to [desirable result]."

4. "Your team provided positive feedback about your ability to [responsibility] and [responsibility]."

5. "You’re always willing to speak up and contribute fresh ideas in team meetings. Your suggestion to [action] helped us [result]."

If your employee needs improvement… 

6. "Your team could benefit from more [responsibility/quality]."

7. "Over the next [time period], I’d like to see you step up and lead [project/task/objective]."

🤝Performance review comments about teamwork and collaboration 

If your employee is meeting expectations…

8. "You did an excellent job collaborating with [person/department] to [result]."

9. "You stepped in to help [person/department] when [problem]."

10. "You bring [valuable skill/trait] to our team, and your contributions don’t go unnoticed." 

Phrases to use if your employee needs improvement…

11. "I’ve noticed you struggle to collaborate when [situation]."

12. "You tend to be [closed-minded/critical/disengaged/etc.] when presented with opinions that are different from your own, like when [specific example]." 

Effective performance reviews are intentional, scheduled conversations and not sporadic, random chats.

📞Performance review comments about communication

13. "You did a great job of keeping all of the necessary stakeholders in the loop when [situation]."

14. "I’ve noticed that you’re particularly skilled at [specific communication competency]."

15. "You’re never afraid to ask thoughtful questions, like you did when [situation]."

16. "Our entire team benefits from your ability to [specific communication competency], which was especially helpful when [situation]."

17. "I think your messages would be better received if you focused on [area of improvement]."

18. "You tend to [communication habit or pet peeve] which can [negative result]." 

🕵️Performance review comments about problem solving

19. "You’re persistent about solving problems, and you were able to [unique solution] when we struggled to [problem]."

20. "[Specific project] made it evident that you consider numerous solutions before choosing a way forward."

21. "You treat problems as learning opportunities, which has empowered our entire team to [positive result]."

If your employee needs improvement…

22. "When presented with an unexpected roadblock, I’d like to see you [area of improvement]."

23. "You could benefit from [necessary problem-solving competency] before [result]." 

🪴Performance review comments about growth and development

24. "In our previous review, we set a goal of [specific goal] and you surpassed that objective by [metric]."

25. "I’ve seen you stretch yourself in new ways this past [timeframe], like when you [task or achievement] and [task or achievement]."

26. "You’ve expanded [skillset], as demonstrated when [situation]." 

27. "I think it would serve you well to step outside of your comfort zone by [actionable task, goal, or expectation]."

28. "In the next [timeframe], I want to see you refine a new skill, such as [new skill]." 

The objective of a performance review is to help the employee perform even better moving forward. 

6 more tips for top-notch performance reviews

Knowing how to get a performance conversation started is a huge piece of the puzzle. But, while the above templates and phrases are helpful, they won’t make for a successful review session on their own.

Here are six more tips to equip your employees with meaningful feedback and actually empower them to improve. 

1. Collect peer feedback

Honest criticisms and recognition from a manager is important. But, to truly give employees a holistic view of how they’re doing, collect feedback (this can be done anonymously) from an employee’s peers as well. As Gartner research shows , peer feedback can boost performance.

2. Avoid ganging up

Delivering peer feedback leads to a more well-rounded review, but be mindful of your language to avoid seeming like the entire team is ganging up on that employee. Phrases like, “Everybody says that…” or “The team has noticed…” can make your employee feel singled out.

3. Provide specific examples

You’ll notice that a lot of the templates and phrases above include spots where you should lean on specific examples. Those anecdotes will help support your point. Something like, “You stepped up to cover Sasha’s responsibilities when she needed to be out for a family emergency,” carries a lot more impact than a generic statement like, “You’re always willing to help team members.”

4. Don’t skip the positives

When the goal of the discussion is to help employees improve, it’s easy to place way too much emphasis on constructive criticism. But, employees also want to hear what they’re doing well. That’s why many of the phrases above help you deliver positive feedback to your direct reports. When only 26 percent of workers feel highly valued, keep in mind that they need to hear the good stuff too. 

5. Remember to listen

Performance reviews should be a conversation — not your chance to dole out directions and criticisms to your employees without pausing. Make sure you ask questions about how they feel about their performance, what things they think they need to work on, and what goals they’d like to set moving forward. Keep those lines of communication open, so your employees don’t become one of the 67 percent of employees who don’t feel heard during reviews. 

6. Check in frequently

Think a performance review is a good time to dump a bunch of feedback onto employees and send them on their way? Think again. The things you discuss during the appraisal shouldn’t be a surprise, as you should be providing constructive feedback to employees frequently. Make sure that you discuss performance regularly in your one-on-ones. That’s far more effective than overwhelming them with feedback once or twice per year. 

Stressed about performance reviews? Take a deep breath

Performance reviews inspire nerves for both sides — the employee and the manager. That’s perfectly normal.

Fortunately, things become at least a little bit easier once you get the conversation rolling, and this guide can help. Use some of the templated phrases we outlined here with your own direct reports, and you’ll open up an honest discussion that helps your employees do their best work.

Enable better performance reviews now by helping your employees improve with GoSkills bite-sized courses and free, flexible LMS .

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Kat is a writer specializing in career, self-development, and productivity topics. When she escapes her computer, she enjoys reading, hiking, golfing, and dishing out tips for prospective freelancers on her website.

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What It Takes to Give a Great Presentation

• Carmine Gallo

Five tips to set yourself apart.

Never underestimate the power of great communication. It can help you land the job of your dreams, attract investors to back your idea, or elevate your stature within your organization. But while there are plenty of good speakers in the world, you can set yourself apart out by being the person who can deliver something great over and over. Here are a few tips for business professionals who want to move from being good speakers to great ones: be concise (the fewer words, the better); never use bullet points (photos and images paired together are more memorable); don’t underestimate the power of your voice (raise and lower it for emphasis); give your audience something extra (unexpected moments will grab their attention); rehearse (the best speakers are the best because they practice — a lot).

I was sitting across the table from a Silicon Valley CEO who had pioneered a technology that touches many of our lives — the flash memory that stores data on smartphones, digital cameras, and computers. He was a frequent guest on CNBC and had been delivering business presentations for at least 20 years before we met. And yet, the CEO wanted to sharpen his public speaking skills.

• Carmine Gallo is a Harvard University instructor, keynote speaker, and author of 10 books translated into 40 languages. Gallo is the author of The Bezos Blueprint: Communication Secrets of the World’s Greatest Salesman  (St. Martin’s Press).

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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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Presentation Skills: 40 Useful Performance Feedback Phrases

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

Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Presentation Skills: Exceeds Expectations Phrases

• Always prepares well before making any form of presentation whether formal or non-formal.
• Gives a clear and well-structured delivery when making a presentation.
• Exhibits excellent skill when it comes to expressing ideas and opinions with clarity.
• Knows the audience well enough to use proper language and terms.
• Engages well with audiences before, during and after delivering a presentation.
• Gives the audiences ample and appropriate time to ask questions.
• Creates a very lively and positive outlook when delivering a presentation.
• Adjusts very well to the new surrounding and exudes a great aura of confidence.
• Knows how to get and maintain the attention of the audience.
• Responds well to questions and issues raised by the audience.

Presentation Skills: Meets Expectations Phrases

• Organizes a good, balanced and dynamic presentation with high impact results.
• Demonstrates good ability to use visual aids most appropriately during presentations.
• Speaks in a good speech rate not so fast and at the same time not too slow.
• Explains each point to the fullest and only tries to emphasize the key points.
• Demonstrates a good logical order when presenting ideas not to confuse the audience.
• Uses non-verbal forms of communication such as facial expressions in a good way.
• Does proper research on the topic to be presented to gather all updated facts and figures.
• Delivers short and powerful presentations that create interest and excitement.
• Knows how to use true stories in between the presentation to pass across a point or to grab the audience's attention.
• Makes good eye contact with the audience from the start of the presentation to the end.

Presentation Skills: Needs Improvement Phrases

• Does not make good and consistent eye contact with the audience.
• Has minimal movement on stage and does not walk around the presentation room.
• Does not talk in a very engaging and positive way something that creates a dull presentation.
• Does not exude confidence and poise when delivering a presentation.
• Uses old facts and figures when presenting as a result of not doing enough research.
• Gives long presentations and does little to get the attention of the audience.
• Does not use the visual aids to help deliver a powerful conversation.
• Does not know the audience well and uses hard words that they do not understand.
• Does not give audiences ample time to raise questions and to seek clarification if need be.
• Presents ideas in a non-logical manner that creates confusion to the audience.

Presentation Skills: Self Evaluation Questions

• Have you ever gone for presentation without preparing well? How did the presentation go?
• How frequently do you engage your audience during any presentation?
• What was the highest score or reviews you received for any presentation that you have made so far?
• Give an instance your presentation backfired and what was your backup plan?
• How do you normally conclude your presentations and how can you rate it?
• How well do you deal with questions and issues raised by the audience?
• When it comes to nervousness, how do you manage or deal with it before hand?
• How can you rate your experience level when it comes to giving presentations?
• What do you like or dislike most about giving presentations?
• What presentation method do you like and why do you like it?

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94 Example Performance Review Phrases and Comments for Skills and Competencies

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

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

What to Include in your Performance Evaluation

• positives and negatives.

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

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

• Goals and outlooks

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

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

• Good constructive feedback

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

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

• Sample Performance Review Phrases

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

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

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

• Communication Skills

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

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

• Achievements

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

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

• Coaching/Training Abilities

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

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

• Interpersonal Skills

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

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

• Administrative Abilities

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

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

• Innovation Skills

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

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

• Collaboration Skills

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

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

• Delegation Abilities of Employees at a Senior Level

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

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

• Attendance

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

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

• Process Improvement Skills

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

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

• Customer Experience 

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

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

• Learning Skills

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

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

• Creative Abilities

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

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

• Management and Supervisory Skills

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

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

• Critical Thinking and Problem Solving Skills

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

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

• Productivity and Time Management Abilities

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

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

• Potential of an Employee

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

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

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

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

Byron Conway

Content Coordinator at EmployeeConnect

• 10 min read

25 Effective Self-Evaluation Examples for Performance Reviews

• Performance

4 Tips to Ace Your Self-Evaluation

21 specific self-evaluation performance review examples, maximize your performance review process.

Love them or hate them, performance reviews are a fact of life for most employees. And while the process can at times feel daunting, the feedback received from performance reviews often help mold your skills and provide motivation and understanding of how you contribute to an organization’s overall goals and outcomes. 

When we think of what performance reviews entail, we often overlook one of the most critical components to the process: the self evaluation. Self evaluations are a prime opportunity for you to demonstrate what an asset you are to your company and set goals to continue your career growth. 

We’ll walk through our best practices for preparing and writing your evaluation, complete with self-evaluation for performance review examples to help you draw inspiration and best present your skills when it’s time for your next review.

Be Specific (and Provide Examples)

Being specific adds clarity and situational relevance to your statements. Sharing greater detail about how you’ve reached your goals allows your manager to gain an understanding of your strategic approach, which accurately represents all of the hard work you’ve put into your achievements.

Here, we’ll share 2 self-evaluation for performance review examples and show you how you can improve your comments to be more specific.

Due to my interest and savvy with social media, I generated more MQLs through paid marketing channels. 

While you may be savvy with social media, this example fails to convey the many skills and strategies you utilized to meet your goal. It also lacks a clear, measurable example of your accomplishments. Instead, you could share more details such as:

I leveraged keyword research, site traffic analysis, and tracked social media trends to develop targeted and timely content that generated 50 new MQLs through our paid marketing channels, and successfully hit my OKR.

Much like a SMART goal for performance reviews , this example provides specific, measurable examples that illustrate your thought process and strategic approach to achieving your goals.

Include Facts and Figures

A prime example of a good self performance review is one that provides plenty of supporting evidence to back up your claims. Metrics serve as a helpful reference point for managers to clearly understand how your performance impacts results (they also serve as a useful leveraging tool in negotiating things like salary or job title).

Here, we’ll share 2 self-evaluation for performance review examples and show you how you can improve your comments to include metrics.

I managed our social media accounts and drafted the copy for all posts.

This example simply states that you executed a task in your job description, but it fails to convey your impact, which illustrates your value. Instead, share specific examples and numbers such as:

I grew the company LinkedIn following from 250 to 400 followers in 3 months and increased post engagement by 8% through continued interaction, targeted posts, and repurposed content.

This example provides tangible results that clearly lay out how your work benefits the business as well as your measurable progress and achievements.

Download Now: Free Performance Review Toolkit [Get Your Copy]

Continuously strive for growth.

Performance reviews and self-evaluations are a time to reflect on your strengths and accomplishments as well as your areas for improvement. It can feel uncomfortable to discuss your performance shortcomings, as you may be nervous to point out areas of your work that need improvement. However there are ways you can reframe these misses as opportunities to grow rather than failures. Use positive, solution-oriented language that looks to the future when evaluating areas of improvement. 

Some phrases you can try are:

• An area I’d like to focus on is …
• This is what I’ve discovered thus far…
• This is how I’d like to proceed in the future…
• What I’ve learned from this is…

Track Your Accomplishments

You do a lot in the day-to-day of your role, and by the time self-evaluations come around, it can be difficult to recall the many accomplishments and tasks you’ve achieved throughout the year. 

A strategic way to refresh your memory and always have a pool of specific examples for a good self performance review is to maintain a running list of your accomplishments throughout your time at your company. This can be as simple as keeping a Word doc, notes app, or a dedicated notebook that you regularly update, we recommend closing out your week by listing out your accomplishments to keep this list up to date.

Self-evaluation questions vary from company to company, and even sometimes from department to department, however these core themes often show up in all self-assessments. Being able to assess and articulate your strengths and weaknesses in each area will allow you to write a comprehensive self-evaluation to best reflect your value as an employee.

In each category we’ll share what questions you should ask yourself, as well as several examples of a good self performance review as it relates to each category.

Can I effectively and efficiently run a team while giving clear guidance? What are my strengths and weaknesses in this area?

Here, we’ll share 6 self-evaluation for performance review examples illustrating both strengths and areas for improvement as it relates to leadership.

• I communicate clearly and effectively with my team so they have the tools and clarity they need to achieve their best outcomes. One way I achieve this is by setting aside 15 minutes before each meeting to review the key objectives and action items I’d like to focus on for that call.
• I provide systems and structure for my teams to reference so they understand what is expected of them and who they can collaborate with on any given task. An example of how I’ve done this is by implementing a team board in Asana to map out and track our key objectives and tasks. 
• I create an open and honest work environment, and make my team feel safe to come to me with any concerns or questions they might have. I set a recurring “office hours” block on my calendar and communicated to my team that I am available to them to answer any questions or provide support should they need it.

Areas for Improvement

• I am working on incorporating more positive feedback and celebrating my team’s achievements in our weekly meetings.
• An area I’d like to focus on is improving my delegation skills across my team.
• I often work late and send messages outside of working hours. What I’m learning from this is it puts pressure on my team and sets an expectation that we should work outside business hours. I’d like to begin scheduling my communications to be sent out during working hours to respect my team’s work/life balance.

Team Collaboration

How do I approach collaborating within my team as well as across other departments in the organization?

Here, we’ll share 6 self-evaluation for performance review examples illustrating both strengths and areas for improvement as it relates to team collaboration.

• I thrive in a collaborative environment because my colleagues’ ideas and drive motivate me and inspire creativity. I regularly ask for input and feedback from my colleagues with the help of  surveys  and incorporate their direction into my projects and work.
• I am constantly workshopping new ways to share ideas across teams, and recently implemented a Miro board to gather team input on projects.
• Last quarter I put a call out to our engineering team for guest posts for our company blog. I recognize that other departments’ expertise and input are valuable to our brand and our collaboration can boost our marketing efforts.
• I struggle to initiate collaborations with new team members because I am concerned that they will feel overwhelmed. I am learning to check in with these new employees and gauge their interest and bandwidth rather than assume they’re unable to collaborate.
• I am learning that my enthusiasm at times can cause me to take up the majority of speaking time during team meetings, hindering team members from sharing their ideas. In the future, I’d like to come up with 2-3 ideas and allow others to speak before me.
• I have a tendency to offer to be the final editor on projects before they are submitted, and have found it is a way for me to maintain control over a project. I am learning it’s important to allow others the opportunity to take the lead.

Creativity and Innovation

Am I able to think outside the box to develop new ways of doing things? What new methods or practices did I adopt or create? How did they contribute to my role?

Here, we’ll share 6 self-evaluation for performance review examples illustrating both strengths and areas for improvement as it relates to creativity and innovation.

• I consistently demonstrated a willingness to experiment with new ideas and take calculated risks in my work. By trying out new approaches and processes, I was able to identify opportunities for improvement and develop innovative solutions to drive efficiency and productivity. One example is when I proposed and implemented a new system for tracking project progress that enabled our team to quickly identify bottlenecks and make adjustments to our workflow.
• I actively sought out opportunities to bring creativity and innovation to my work this year. For example, I suggested and implemented a new approach to data visualization that made our reports more engaging and accessible to our target audience. 
• I took an innovative approach to my work this year by experimenting with new technologies and tools. For example, I explored the use of softwares to automate routine tasks and improve the accuracy of customer outreach.
• I’d like to pursue more learning opportunities such as free courses and webinars to expand my knowledge on creating TikTok content for our social media presence.
• An area I’d like to focus on is developing my creative thinking skills in order to come up with more innovative solutions to complex problems rather than rely on existing ideas. To improve in this area, I plan to spend more time brainstorming and experimenting with new ideas to solve problems.
• I’ve found I struggle to effectively communicate my creative ideas and proposals to others. In the future I plan to practice presenting my ideas to different audiences and seek out opportunities to participate in collaborative brainstorming sessions to develop my communication and collaboration skills around creativity.

Achievements

Did I successfully achieve the goals my manager and I set for my role? How do I contribute to the overall success of the organization? What are my top achievements since my last performance review?

Here, we’ll share 6 self-evaluation for performance review examples illustrating both strengths and areas for improvement as it relates to achievements.

• I successfully launched an onboarding program for new hires in Q1. To do this I researched best practices, and developed materials such as onboarding checklists and standardized our company welcome letter to create consistency and help ensure all bases were covered.
• I have demonstrated strong initiative and ownership in my work, leading the successful completion of multiple projects on time and within budget. I’ve done so by setting SMART goals for myself at the beginning of each quarter to ensure I remain on track and focused.
• I proactively identified and resolved technical issues that arose during our product launch, that helped mitigate potential risks and ensure a seamless launch. I did so by conducting regular audits and working closely with the UX team to remain up to date on user feedback.

Performance reviews don’t have to be a dreaded task, with the right framework and guidance, the exercise can become a useful tool in self-reflection and professional development. Allow these self-evaluation for performance review examples to guide you to a concise and complete evaluation during your next performance review. For more resources to improve your review cycle, download our free performance review questions template .

To learn how Omni can automate and digitize your performance review process, schedule a demo with our team.

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• Llama 3 models will soon be available on AWS, Databricks, Google Cloud, Hugging Face, Kaggle, IBM WatsonX, Microsoft Azure, NVIDIA NIM, and Snowflake, and with support from hardware platforms offered by AMD, AWS, Dell, Intel, NVIDIA, and Qualcomm.
• We’re dedicated to developing Llama 3 in a responsible way, and we’re offering various resources to help others use it responsibly as well. This includes introducing new trust and safety tools with Llama Guard 2, Code Shield, and CyberSec Eval 2.
• In the coming months, we expect to introduce new capabilities, longer context windows, additional model sizes, and enhanced performance, and we’ll share the Llama 3 research paper.
• Meta AI, built with Llama 3 technology, is now one of the world’s leading AI assistants that can boost your intelligence and lighten your load—helping you learn, get things done, create content, and connect to make the most out of every moment. You can try Meta AI here .

Today, we’re excited to share the first two models of the next generation of Llama, Meta Llama 3, available for broad use. This release features pretrained and instruction-fine-tuned language models with 8B and 70B parameters that can support a broad range of use cases. This next generation of Llama demonstrates state-of-the-art performance on a wide range of industry benchmarks and offers new capabilities, including improved reasoning. We believe these are the best open source models of their class, period. In support of our longstanding open approach, we’re putting Llama 3 in the hands of the community. We want to kickstart the next wave of innovation in AI across the stack—from applications to developer tools to evals to inference optimizations and more. We can’t wait to see what you build and look forward to your feedback.

Our goals for Llama 3

With Llama 3, we set out to build the best open models that are on par with the best proprietary models available today. We wanted to address developer feedback to increase the overall helpfulness of Llama 3 and are doing so while continuing to play a leading role on responsible use and deployment of LLMs. We are embracing the open source ethos of releasing early and often to enable the community to get access to these models while they are still in development. The text-based models we are releasing today are the first in the Llama 3 collection of models. Our goal in the near future is to make Llama 3 multilingual and multimodal, have longer context, and continue to improve overall performance across core LLM capabilities such as reasoning and coding.

State-of-the-art performance

Our new 8B and 70B parameter Llama 3 models are a major leap over Llama 2 and establish a new state-of-the-art for LLM models at those scales. Thanks to improvements in pretraining and post-training, our pretrained and instruction-fine-tuned models are the best models existing today at the 8B and 70B parameter scale. Improvements in our post-training procedures substantially reduced false refusal rates, improved alignment, and increased diversity in model responses. We also saw greatly improved capabilities like reasoning, code generation, and instruction following making Llama 3 more steerable.

*Please see evaluation details for setting and parameters with which these evaluations are calculated.

In the development of Llama 3, we looked at model performance on standard benchmarks and also sought to optimize for performance for real-world scenarios. To this end, we developed a new high-quality human evaluation set. This evaluation set contains 1,800 prompts that cover 12 key use cases: asking for advice, brainstorming, classification, closed question answering, coding, creative writing, extraction, inhabiting a character/persona, open question answering, reasoning, rewriting, and summarization. To prevent accidental overfitting of our models on this evaluation set, even our own modeling teams do not have access to it. The chart below shows aggregated results of our human evaluations across of these categories and prompts against Claude Sonnet, Mistral Medium, and GPT-3.5.

Preference rankings by human annotators based on this evaluation set highlight the strong performance of our 70B instruction-following model compared to competing models of comparable size in real-world scenarios.

Our pretrained model also establishes a new state-of-the-art for LLM models at those scales.

To develop a great language model, we believe it’s important to innovate, scale, and optimize for simplicity. We adopted this design philosophy throughout the Llama 3 project with a focus on four key ingredients: the model architecture, the pretraining data, scaling up pretraining, and instruction fine-tuning.

Model architecture

In line with our design philosophy, we opted for a relatively standard decoder-only transformer architecture in Llama 3. Compared to Llama 2, we made several key improvements. Llama 3 uses a tokenizer with a vocabulary of 128K tokens that encodes language much more efficiently, which leads to substantially improved model performance. To improve the inference efficiency of Llama 3 models, we’ve adopted grouped query attention (GQA) across both the 8B and 70B sizes. We trained the models on sequences of 8,192 tokens, using a mask to ensure self-attention does not cross document boundaries.

Training data

To train the best language model, the curation of a large, high-quality training dataset is paramount. In line with our design principles, we invested heavily in pretraining data. Llama 3 is pretrained on over 15T tokens that were all collected from publicly available sources. Our training dataset is seven times larger than that used for Llama 2, and it includes four times more code. To prepare for upcoming multilingual use cases, over 5% of the Llama 3 pretraining dataset consists of high-quality non-English data that covers over 30 languages. However, we do not expect the same level of performance in these languages as in English.

To ensure Llama 3 is trained on data of the highest quality, we developed a series of data-filtering pipelines. These pipelines include using heuristic filters, NSFW filters, semantic deduplication approaches, and text classifiers to predict data quality. We found that previous generations of Llama are surprisingly good at identifying high-quality data, hence we used Llama 2 to generate the training data for the text-quality classifiers that are powering Llama 3.

We also performed extensive experiments to evaluate the best ways of mixing data from different sources in our final pretraining dataset. These experiments enabled us to select a data mix that ensures that Llama 3 performs well across use cases including trivia questions, STEM, coding, historical knowledge, etc.

Scaling up pretraining

To effectively leverage our pretraining data in Llama 3 models, we put substantial effort into scaling up pretraining. Specifically, we have developed a series of detailed scaling laws for downstream benchmark evaluations. These scaling laws enable us to select an optimal data mix and to make informed decisions on how to best use our training compute. Importantly, scaling laws allow us to predict the performance of our largest models on key tasks (for example, code generation as evaluated on the HumanEval benchmark—see above) before we actually train the models. This helps us ensure strong performance of our final models across a variety of use cases and capabilities.

We made several new observations on scaling behavior during the development of Llama 3. For example, while the Chinchilla-optimal amount of training compute for an 8B parameter model corresponds to ~200B tokens, we found that model performance continues to improve even after the model is trained on two orders of magnitude more data. Both our 8B and 70B parameter models continued to improve log-linearly after we trained them on up to 15T tokens. Larger models can match the performance of these smaller models with less training compute, but smaller models are generally preferred because they are much more efficient during inference.

To train our largest Llama 3 models, we combined three types of parallelization: data parallelization, model parallelization, and pipeline parallelization. Our most efficient implementation achieves a compute utilization of over 400 TFLOPS per GPU when trained on 16K GPUs simultaneously. We performed training runs on two custom-built 24K GPU clusters . To maximize GPU uptime, we developed an advanced new training stack that automates error detection, handling, and maintenance. We also greatly improved our hardware reliability and detection mechanisms for silent data corruption, and we developed new scalable storage systems that reduce overheads of checkpointing and rollback. Those improvements resulted in an overall effective training time of more than 95%. Combined, these improvements increased the efficiency of Llama 3 training by ~three times compared to Llama 2.

Instruction fine-tuning

To fully unlock the potential of our pretrained models in chat use cases, we innovated on our approach to instruction-tuning as well. Our approach to post-training is a combination of supervised fine-tuning (SFT), rejection sampling, proximal policy optimization (PPO), and direct preference optimization (DPO). The quality of the prompts that are used in SFT and the preference rankings that are used in PPO and DPO has an outsized influence on the performance of aligned models. Some of our biggest improvements in model quality came from carefully curating this data and performing multiple rounds of quality assurance on annotations provided by human annotators.

Learning from preference rankings via PPO and DPO also greatly improved the performance of Llama 3 on reasoning and coding tasks. We found that if you ask a model a reasoning question that it struggles to answer, the model will sometimes produce the right reasoning trace: The model knows how to produce the right answer, but it does not know how to select it. Training on preference rankings enables the model to learn how to select it.

Building with Llama 3

Our vision is to enable developers to customize Llama 3 to support relevant use cases and to make it easier to adopt best practices and improve the open ecosystem. With this release, we’re providing new trust and safety tools including updated components with both Llama Guard 2 and Cybersec Eval 2, and the introduction of Code Shield—an inference time guardrail for filtering insecure code produced by LLMs.

We’ve also co-developed Llama 3 with torchtune , the new PyTorch-native library for easily authoring, fine-tuning, and experimenting with LLMs. torchtune provides memory efficient and hackable training recipes written entirely in PyTorch. The library is integrated with popular platforms such as Hugging Face, Weights & Biases, and EleutherAI and even supports Executorch for enabling efficient inference to be run on a wide variety of mobile and edge devices. For everything from prompt engineering to using Llama 3 with LangChain we have a comprehensive getting started guide and takes you from downloading Llama 3 all the way to deployment at scale within your generative AI application.

A system-level approach to responsibility

We have designed Llama 3 models to be maximally helpful while ensuring an industry leading approach to responsibly deploying them. To achieve this, we have adopted a new, system-level approach to the responsible development and deployment of Llama. We envision Llama models as part of a broader system that puts the developer in the driver’s seat. Llama models will serve as a foundational piece of a system that developers design with their unique end goals in mind.

Instruction fine-tuning also plays a major role in ensuring the safety of our models. Our instruction-fine-tuned models have been red-teamed (tested) for safety through internal and external efforts. ​​Our red teaming approach leverages human experts and automation methods to generate adversarial prompts that try to elicit problematic responses. For instance, we apply comprehensive testing to assess risks of misuse related to Chemical, Biological, Cyber Security, and other risk areas. All of these efforts are iterative and used to inform safety fine-tuning of the models being released. You can read more about our efforts in the model card .

Llama Guard models are meant to be a foundation for prompt and response safety and can easily be fine-tuned to create a new taxonomy depending on application needs. As a starting point, the new Llama Guard 2 uses the recently announced MLCommons taxonomy, in an effort to support the emergence of industry standards in this important area. Additionally, CyberSecEval 2 expands on its predecessor by adding measures of an LLM’s propensity to allow for abuse of its code interpreter, offensive cybersecurity capabilities, and susceptibility to prompt injection attacks (learn more in our technical paper ). Finally, we’re introducing Code Shield which adds support for inference-time filtering of insecure code produced by LLMs. This offers mitigation of risks around insecure code suggestions, code interpreter abuse prevention, and secure command execution.

With the speed at which the generative AI space is moving, we believe an open approach is an important way to bring the ecosystem together and mitigate these potential harms. As part of that, we’re updating our Responsible Use Guide (RUG) that provides a comprehensive guide to responsible development with LLMs. As we outlined in the RUG, we recommend that all inputs and outputs be checked and filtered in accordance with content guidelines appropriate to the application. Additionally, many cloud service providers offer content moderation APIs and other tools for responsible deployment, and we encourage developers to also consider using these options.

Deploying Llama 3 at scale

Llama 3 will soon be available on all major platforms including cloud providers, model API providers, and much more. Llama 3 will be everywhere .

Our benchmarks show the tokenizer offers improved token efficiency, yielding up to 15% fewer tokens compared to Llama 2. Also, Group Query Attention (GQA) now has been added to Llama 3 8B as well. As a result, we observed that despite the model having 1B more parameters compared to Llama 2 7B, the improved tokenizer efficiency and GQA contribute to maintaining the inference efficiency on par with Llama 2 7B.

For examples of how to leverage all of these capabilities, check out Llama Recipes which contains all of our open source code that can be leveraged for everything from fine-tuning to deployment to model evaluation.

What’s next for Llama 3?

The Llama 3 8B and 70B models mark the beginning of what we plan to release for Llama 3. And there’s a lot more to come.

Our largest models are over 400B parameters and, while these models are still training, our team is excited about how they’re trending. Over the coming months, we’ll release multiple models with new capabilities including multimodality, the ability to converse in multiple languages, a much longer context window, and stronger overall capabilities. We will also publish a detailed research paper once we are done training Llama 3.

To give you a sneak preview for where these models are today as they continue training, we thought we could share some snapshots of how our largest LLM model is trending. Please note that this data is based on an early checkpoint of Llama 3 that is still training and these capabilities are not supported as part of the models released today.

We’re committed to the continued growth and development of an open AI ecosystem for releasing our models responsibly. We have long believed that openness leads to better, safer products, faster innovation, and a healthier overall market. This is good for Meta, and it is good for society. We’re taking a community-first approach with Llama 3, and starting today, these models are available on the leading cloud, hosting, and hardware platforms with many more to come.

Try Meta Llama 3 today

We’ve integrated our latest models into Meta AI, which we believe is the world’s leading AI assistant. It’s now built with Llama 3 technology and it’s available in more countries across our apps.

You can use Meta AI on Facebook, Instagram, WhatsApp, Messenger, and the web to get things done, learn, create, and connect with the things that matter to you. You can read more about the Meta AI experience here .

Visit the Llama 3 website to download the models and reference the Getting Started Guide for the latest list of all available platforms.

You’ll also soon be able to test multimodal Meta AI on our Ray-Ban Meta smart glasses.

As always, we look forward to seeing all the amazing products and experiences you will build with Meta Llama 3.

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Modeling, Training, and Teaming Approaches for Cyber-Physical-Human Systems

Cyber-physical-human systems (CPHSs) integrate human cognitive capabilities into the decision and control processes of complex dynamical systems. While artificial intelligence (AI) has shown promise in controlling such systems, it often encounters challenges such as conflict with human behavior and brittleness. Moreover, even successful AI implementations may lead to negative impacts on humans, such as the degradation of manual skills and diminished situation awareness, thereby weakening humans' ability to effectively monitor and intervene in off-nominal conditions as the final decision-makers of the systems. To address these unique challenges within CPHSs, this dissertation proposes three key approaches. First, human behavior modeling approaches are proposed to enhance understanding and prediction of human behavior from the perspective of AI. Accurate modeling enables better calibration of AI's expectations regarding human teammates' intentions and skill-levels. Second, a novel shared control approach is developed to expedite human training for complex dynamic control tasks. An assistant agent supports human novices in emulating human experts by leveraging human behavior models to gauge the human's skill-levels and provide tailored assistance to help improve one's skill. Lastly, human-autonomy teaming (HAT) design is addressed from a resource allocation perspective. A systematic computational simulation approach is proposed to optimize function and attention allocation to manage trade-offs in performance, situation awareness, workload, and other considerations. The proposed frameworks are demonstrated via examples in drone applications. Numerical and experimental results, utilizing simulation platforms and human subjects, validate the efficacy of the proposed approaches. This dissertation presents significant progress in the design and implementation of CPHSs in that it offers insights and methodologies to enhance collaborative interactions between humans and autonomous systems in complex environments.

NSF CNS-1836952

Degree type.

• Doctor of Philosophy
• Aeronautics and Astronautics

Campus location

• West Lafayette

Advisor/Supervisor/Committee Chair

Additional committee member 2, additional committee member 3, additional committee member 4, usage metrics.

• Aircraft performance and flight control systems
• Aerospace engineering not elsewhere classified

100 Performance Review Phrases for Managers (Situational Examples)

By Status.net Editorial Team on February 4, 2024 — 12 minutes to read

A performance review is a crucial process to evaluate your team’s work and progress: it helps you identify areas that need improvement, recognize outstanding achievements, and set goals for future success. In this section, we will discuss the key components of a performance review and provide situational examples for managers.

• Be consistent and objective : To establish a fair evaluation, make sure to use consistent criteria for all employees. Avoid allowing personal biases to influence your judgment. For instance, consider each team member’s contribution to a project, their interpersonal skills, and their ability to meet deadlines.
• Use specific examples : When discussing an employee’s performance, cite specific instances that illustrate your point. For example, instead of saying, “You’ve done a great job,” provide a concrete example such as, “Your presentation to the client was engaging, well-organized and led to an increase in sales.”
• Encourage self-assessment : Allow employees to evaluate their own performance before the review. This promotes self-awareness and encourages them to think critically about their work. By asking questions like, “What do you think were your major accomplishments this year?” or “What can you improve on moving forward?”, you enable a constructive discussion.
• Highlight areas for improvement : While it’s essential to recognize accomplishments, it’s equally critical to address areas that need growth. Offer constructive feedback and collaborate with the employee to create a game plan for improvement. For instance, if an employee struggles with time management, you could say, “Your dedication to detail is admirable. However, meeting deadlines has been challenging. Let’s discuss strategies to help you manage your workload more efficiently.”
• Set goals for the future : Establish expectations and help your team set realistic, achievable objectives. Collaboratively defining workplace goals ensures that everyone is on board and willing to put forth their efforts in achieving these objectives. Make sure to establish SMART (specific, measurable, achievable, relevant, and time-bound) goals to promote clarity and focus.

Setting the Tone for Reviews

Importance of constructive feedback.

When it comes to performance reviews, providing constructive feedback is essential. This allows your employees to understand their strengths and areas for improvement while also showing that you value their contributions. A great way to guide your employee is by using the SBI technique : Situation, Behavior, and Impact.

For example, you might say, “In last week’s team meeting, you offered very clear and concise explanations about our new marketing campaign (situation). Your clarity and concise presentation (behavior) helped the team to understand the project goals better, resulting in more engagement and proactive discussions (impact). Keep it up!” This gives them an example of how their behavior positively affected the team and encourages them to continue such behavior.

Balancing Praise and Critique

It’s important to strike a balance between praise and critique during performance reviews. Start by highlighting your employees’ strengths, as this sets a positive tone and encourages them to be more receptive to feedback. Then, move on to the areas where they need improvement.

When critiquing, be specific and provide examples. “During the client presentation, you seemed to be struggling with answering some of their questions (situation). It’s essential to be prepared and have a deep understanding of the project (behavior). In the future, consider taking extra time to study the project or reach out to colleagues for assistance. This will help you better address clients’ concerns (impact).” (By using specific examples and actionable suggestions, you’re helping employees learn and grow.)

Examples of Performance Review Phrases

Communication skills.

• You actively listen to your teammates.
• You express your ideas in a concise manner.
• You take the time to understand others’ perspectives.
• You give constructive feedback.
• You communicate expectations clearly.
• You use a variety of channels to communicate.
• You show empathy in your interactions.
• You are skilled in resolving conflicts gracefully.
• You encourage open dialogue.
• You provide context when assigning tasks.
• You use persuasion effectively.
• You are comfortable speaking in public.
• You exemplify active listening.
• You use appropriate body language while communicating.
• You adapt your communication style to suit the audience.
• You effectively explain complex information.
• You maintain eye contact when speaking.
• You use visual aids effectively in presentations.
• You structure your thoughts logically.
• You are mindful of cultural sensitivities in your communication.
• You choose the appropriate medium for your messages.
• You provide timely updates on relevant issues.
• You tailor your communication style to the individual.
• You ask open-ended questions.
• You are skilled in utilizing non-verbal cues.
• You summarize key points of discussions.
• You respect others’ opinions and feelings.
• You remain calm and composed under pressure.
• You use humor effectively to lighten the mood.
• You demonstrate confidence in your verbal communication.

Decision-Making

• You gather all relevant information before making decisions.
• You consider both short-term and long-term consequences.
• You actively involve stakeholders in decision-making.
• You are open to changing your mind based on new information.
• You avoid impulsive decisions.
• You are comfortable making difficult choices.
• You use a systematic approach to solve problems.
• You often make timely decisions.
• You effectively prioritize tasks and manage resources.
• You learn from your past decisions.
• You are skilled in risk assessment and management.
• You consider multiple alternatives before choosing a course of action.
• You maintain a balance between analytical and instinctive decision-making.
• You are proactive in addressing potential roadblocks.
• You consult with peers and experts when necessary.
• You avoid decision-making biases.
• You set realistic expectations for decision outcomes.
• You encourage innovative thinking.
• You recognize and admit when a decision is flawed.
• You ensure decisions align with company values and goals.
• You delegate decision-making to appropriate team members.
• You assess the potential positive and negative outcomes.
• You understand the importance of trade-offs.
• You create contingency plans for potential risks.
• You remain flexible and adjust course as needed.
• You prioritize value creation and impact in your decisions.
• You consistently make data-driven decisions.
• You evaluate decisions against their intended objectives.
• You critically analyze the effectiveness of previous decisions.
• You are willing to make tough decisions for the greater good.

Team Building

• You excel at assigning tasks to team members based on their strengths.
• Your team consistently meets their deadlines due to your strong organizational skills.
• You’re great at recognizing team members who have gone above and beyond in their work.
• You effectively communicate expectations and deadlines to your team.
• Collaboration within the team has improved significantly under your leadership.
• Your cross-functional projects show that you can bring diverse teams together successfully.
• Team morale has increased as a result of your inclusive and supportive management style.
• You create a positive and open environment that fosters creativity and innovation.
• You regularly provide constructive feedback to help your team succeed.
• Your team’s productivity has increased due to your focus on setting clear goals and ensuring accountability.

Conflict Resolution

• You consistently mediate disputes in a fair and unbiased manner.
• You proactively address conflicts before they escalate, ensuring a harmonious work environment.
• Your ability to empathize with different perspectives enables you to facilitate resolutions.
• You use effective problem-solving skills to develop solutions that satisfy all parties involved.
• You maintain a sense of calm and professionalism when faced with challenging situations.
• You provide a safe space for team members to express their concerns and opinions.
• Your open-door policy encourages employees to approach you with any issues they face.
• Your success at resolving conflicts has contributed to a higher level of trust within the team.
• You actively listen to and validate the feelings and opinions of each person involved in a dispute.
• Your excellent communication skills help you to effectively address misunderstandings and resolve conflicts.

Adaptability

• You quickly adjust to new situations and come up with creative solutions.
• Your flexibility helps the team adapt to changing priorities.
• When faced with unexpected changes, you’re able to maintain a positive attitude.
• You’re open to new ideas and can change your approach when necessary.
• You recognize when a change in direction is needed and take action promptly.
• You’re able to balance multiple tasks and priorities effectively.
• You demonstrate resilience in the face of setbacks, using them as learning opportunities.
• You can work well under pressure, remaining calm and composed.
• You readily offer assistance to colleagues when their workload changes.
• You’re comfortable embracing new technology and incorporating it into your work.

Continuous Learning

• You’re always willing to learn from your mistakes and make improvements.
• You actively seek out feedback to help you grow in your role.
• You’re proactive in expanding your knowledge through training or industry events.
• You’re open to new ideas and regularly seek out new information.
• You take the initiative to enroll in professional development courses whenever possible.
• You’re committed to staying current with industry trends and best practices.
• You frequently share your new learning with colleagues to help them grow as well.
• You consistently look for opportunities to improve processes and increase efficiency.
• You actively participate in team discussions, offering new insights and contributing to a culture of learning.
• You’re always eager to apply your newfound knowledge to your work, leading to better results.

Addressing Areas for Growth

• Struggle with providing clear instructions
• Difficulty communicating expectations
• Ineffective performance feedback
• Poor listening skills
• Distracted during meetings
• Inability to prioritize tasks
• Difficulty delegating responsibilities
• Unrealistic goal setting
• Inefficient use of time
• Trouble staying organized
• Indecisiveness in decision-making
• Hesitant to take risks
• Limited adaptability to change
• Lacking empathy and emotional intelligence
• Difficulty managing conflict
• Inadequate employee recognition and motivation
• Inability to develop and maintain strong relationships
• Struggle to build trust among team members
• Limited knowledge of organizational goals and priorities
• Lack of innovative thinking
• Difficulty staying current with industry trends
• Resistance to learning new technology or software
• Overemphasis on individual accomplishments
• Difficulty maintaining work-life balance
• Struggle with self-awareness
• Inconsistency in enforcing policies
• Limited networking skills
• Hesitant to seek external advice or feedback
• Difficulty identifying areas for personal development
• Limited mentoring and coaching capabilities

Providing Specific Examples

Scenario-based feedback.

When providing feedback, it’s helpful to use scenario-based examples . This approach helps your managers understand how their actions affect real-life situations. Here are a few examples of scenario-based feedback:

• During the team meeting, you effectively delegated tasks to each team member and made sure everyone was clear about their responsibilities. This led to a successful project completion within the set deadline.
• While discussing Jane’s recent performance, you highlighted specific instances where she demonstrated improvements, making her feel more confident and motivated.
• During a conflict between two team members, you stepped in and mediated the situation fairly, ensuring both parties felt heard and valued.

Outcome-Focused Examples

It’s also important to use outcome-focused examples that highlight the results of the manager’s actions. This way, they can better understand the impact of their management and decision-making. Here are a few examples of outcome-focused feedback:

• Your consistent communication with the team led to increased collaboration and a smoother workflow, resulting in the project being completed ahead of schedule.
• By acknowledging the team’s hard work publicly, their satisfaction and motivation increased, leading to a noticeable improvement in overall team performance.
• Your hands-on approach in helping employees develop new skills has resulted in a more skilled and versatile workforce, which enhances our company’s adaptability and growth potential.

Discussing Next Steps and Goals

• Understand strengths and weaknesses : Recognize your team member’s strengths and areas needing improvement to establish a solid foundation for discussing their goals. For example, “Your strong organizational skills have greatly contributed to the team’s productivity, while there seems to be room for improvement in your presentation skills.”
• Set SMART goals : Encourage your team members to create Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals. Using this approach can help them stay focused on their goals and improve their performance. For instance, “To enhance your presentation skills, commit to attending a public speaking course within the next three months and practice presenting in team meetings at least twice a month.”
• Provide a timeline : It can be helpful to set a timeline for achieving specific goals, as this lends a sense of urgency and accountability to the process. For example, “Revisit these goals in three months to assess your progress and make any necessary adjustments.”
• Offer support : Be available and provide assistance when needed, but also emphasize the importance of autonomy and self-development. As a manager, your role is to guide and support, rather than control every detail. For example, “If you need any guidance or resources during the process, please feel free to reach out.”
• Encourage reflection and adjustment : Remind your team members to periodically evaluate their progress and adjust their goals and action plan as needed. Flexibility is important in achieving long-term success. For example, “If you find that your current strategy isn’t working as well as you had hoped, don’t hesitate to adjust your approach.”

Frequently Asked Questions

How can managers effectively highlight their leadership strengths in a performance review.

To highlight leadership strengths in a performance review, focus on the specific actions and initiatives you’ve taken that showcase your ability to lead. You can discuss how you’ve promoted teamwork, mentored team members, and worked collaboratively to reach company goals. For example, mention how you consistently led your team to exceed targets and improved processes to streamline efficiency.

What are some strong phrases a manager can use to describe their problem-solving abilities during a review?

• “Developed and implemented strategies to resolve complex issues”
• “Applied critical thinking skills to tackle challenging situations”
• “Devised innovative solutions to overcome obstacles”
• “Collaborated with team members to identify and address pain points”
• “Analyzed data and leveraged insights to optimize decision-making processes”

Can you provide examples of how managers can self-assess their communication skills in a performance review?

To self-assess your communication skills, consider the following examples:

• “Effectively communicated with stakeholders at all levels”
• “Maintained open channels of communication to foster collaboration”
• “Tailored messaging to suit various audiences and mediums”
• “Actively listened to feedback and implemented changes accordingly”
• “Regularly conducted team meetings to ensure alignment and provide updates”

What examples can illustrate a manager’s ability to improve their team’s performance?

• “Implemented training programs to enhance employee skills and increase engagement”
• “Established KPIs and regularly reviewed progress to ensure targets were met”
• “Reallocated resources to optimize team efficiency and productivity”
• “Redefined roles and responsibilities to capitalize on individual strengths”
• “Identified and addressed team challenges to promote a positive work environment”

How should managers express their strategic planning skills in performance appraisals?

Managers can express their strategic planning skills by sharing examples, such as:

• “Developed a comprehensive roadmap to achieve short and long-term objectives”
• “Evaluated market trends and anticipated industry shifts to inform strategic decisions”
• “Conducted SWOT analyses to identify strengths, weaknesses, opportunities, and threats”
• “Collaborated with cross-functional teams to develop and execute strategic initiatives”
• “Allocated resources efficiently to ensure optimal project outcomes”

Could you give situational examples of how managers have demonstrated integrity in their performance reviews?

To demonstrate integrity in performance reviews, you can provide situational examples. For example:

• “Upheld company values and policies, even during challenging situations”
• “Took ownership of mistakes and implemented corrective actions to prevent recurrence”
• “Promoted a transparent work environment, fostering trust among team members”
• “Proactively addressed ethical concerns and ensured they were resolved appropriately”
• “Encouraged a culture of integrity and honesty by consistently modeling these behaviors”
• Flexibility: Performance Review Examples (Rating 1 - 5)
• Job Knowledge Performance Review Phrases (Examples)
• Integrity: Performance Review Examples (Rating 1 - 5)
• Initiative: Performance Review Examples (Rating 1 - 5)
• Productivity: Performance Review Examples (Rating 1 - 5)
• Listening Skills: Performance Review Examples (Rating 1 - 5)