problem solving tcs appraisal comments

Self Evaluation Comments for Problem Solving (30 Examples)

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

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

Problem Solving Self-Evaluation Comments Examples

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

Improving Problem Solving Skills

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

Developing Critical Thinking Skills

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

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

Effective Communication Skills

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

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

To improve your communication skills, you need to:

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

Prioritizing Tasks

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

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

To prioritize tasks effectively, you need to:

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

Brainstorming Techniques

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

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

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

Time Management and Productivity

Managing time effectively.

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

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

Overcoming Overwhelm

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

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

Being Proactive

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

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

Performance Review and Goal Setting

Setting objectives.

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

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

Measuring Performance

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

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

Creating an Action Plan

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

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

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

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

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Problem Solving Self-Appraisal Comments Examples

Related Self-Evaluation Phrases

Problem Solving Self-Appraisal Phrases Examples To Examine Yourself

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Performance Appraisal Comments for Quality of Work

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

Performance Appraisal Comments for Leadership

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

Performance Appraisal Comments for Communication Skills

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

Performance Appraisal Comments for Teamwork

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

Performance Appraisal Comments for Goal Achievement

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

Performance Appraisal Comments for Ownership

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

Performance Appraisal Comments for Problem Solving

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

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80+ Helpful Self-Appraisal Comments for Your Performance Review

Preparing for your review can be a valuable chance to reflect on your work and set goals. We’ve gathered more than 80 helpful self-appraisal comments to assist you in this process.

Whether you want to highlight your accomplishments, recognize areas for improvement, or plan for the future, this list is designed to help you express yourself clearly and confidently during your review.

Table of Contents

What is self-appraisal.

Self-appraisal is when you take a close look at your own work, skills, and behaviour. It’s like giving yourself a report card. You think about what you’ve done well, where you could improve, and what goals you want to achieve in the future. It’s a chance to reflect on your performance and set new targets for yourself.

What is the purpose of self-appraisal?

The purpose of self-appraisal is to help you understand how well you’re doing at your job and how you can do better. It’s like taking a step back to look at your work and behaviour from a distance. By doing this, you can identify what you’re good at and where you need to improve.

Self-appraisal also helps you set goals for yourself and figure out what you want to achieve in the future. It’s a way to take control of your growth and development in your job.

1. Understanding Your Performance

By self-appraisal, you should be able to view your performance critically. Ask yourself how you felt when you completed certain tasks successfully and where you had some difficulties. Through analysis of your performance, you can picture more vividly your strengths and weaknesses.

2. Identifying Areas for Improvement

For your own benefit, self-evaluation allows you to find out your areas of improvement and where you can advance. Taking note of your lack of expertise or where you could be better would give you the motivation to do something about it. This could be in the form of attending other classes, polishing some skills and amending how you approach doing certain tasks.

3. Setting Goals

Self-appraisal helps you set goals for yourself. Once you understand your strengths and weaknesses, you can establish objectives to work towards. These goals might relate to improving specific skills, taking on new responsibilities, or achieving certain outcomes in your role.

4. Personal Development

Self-appraisal is a crucial tool for personal development. It enables you to take ownership of your growth and progress in your career. By actively engaging in self-reflection and assessment, you can continuously strive to become better at what you do.

5. Communication

Self-appraisal also plays a role in communication between you and your manager or employer. When you have a clear understanding of your performance and goals, you can effectively communicate this information during performance reviews or discussions with your supervisor. This helps ensure that you and your employer are aligned in terms of expectations and objectives.

How Self-Appraisal work?

Self-appraisal is like taking a good look at yourself at work. You think about what you’ve done well and what you could do better. First, you look back on your work and think about what you’ve accomplished and what was tough. Then, you think about your skills and behaviour to see where you’re strong and where you need to improve.

After that, you set goals for yourself, like learning new things or getting better at certain tasks. Finally, you talk about all of this with your boss during your performance review. Self-appraisal helps you get better at your job by giving you a chance to examine and set goals for yourself.

Now let’s dive in and see how to write a helpful self-appraisal for yourself.

How to write a self-appraisal

Writing a self-appraisal is like writing a report about yourself at work. It’s a chance to talk about what you’ve done well and what you could improve. Here’s how you can do it.

• Think About Your Work: Start by thinking about what you’ve accomplished in your job. What tasks have you completed? What goals have you achieved?
• Identify Strengths and Weaknesses: Next, think about your skills and behaviour at work. What are you good at? Where could you do better? Be honest with yourself.
• Set Goals: Based on what you’ve thought about, set some goals for yourself. What do you want to achieve in the future? How can you improve in areas where you’re not as strong?
• Write It Down: Finally, write down your thoughts in a clear and organized way. Use simple language and be specific about examples of your work.

By following these steps, you can write a self-appraisal that helps you understand your performance and set goals for yourself.

Important things to keep in mind during the self-appraisal process

These are the few points you need to keep in mind during the self-appraisal.

• Be Honest: It’s essential to be truthful about your strengths and weaknesses. Don’t exaggerate or downplay your achievements
• Give Examples: When you talk about what you’ve done, give specific examples from your job. This makes it easier for your manager to see exactly what you’ve achieved.
• Focus on Improvement: While it’s good to highlight your successes, also talk about areas where you can improve. This shows that you’re committed to growing in your role.
• Be Positive: Even when discussing challenges, maintain a positive tone. Focus on what you’ve learned from setbacks and how you plan to overcome them.
• Establish Achievable Goals: When you’re planning for the future, ensure your goals are realistic and related to your job. Break them into smaller tasks to make them easier to handle.
• Request Feedback: Feel free to seek input from coworkers or your supervisor. Their viewpoints can offer valuable insights into your work performance.

Example of Self Appraisal

Let’s have a look at a self-appraisal for example,

I worked as a cashier this year.

I greeted customers with a smile and made sure their purchases were rung up correctly.

I have also helped train two new employees, showing them how to use the cash register and handle customer inquiries.

One thing I want to improve on is handling busy times more efficiently.

Sometimes, I felt a bit overwhelmed when many customers were waiting in line.

Next year, I plan to practice staying calm under pressure and speed up my checkout process.

80+ Outcome-Oriented self-appraisal comments

Self-appraisal comments on communication.

1. I ensure that my expectations are communicated clearly to all stakeholders.

2. I stay in touch with department heads and actively participate in team meetings.

3. I offer constructive feedback and tackle challenges through effective communication.

4. I present my ideas professionally and skilfully.

5. I share relevant information with my team members to ensure everyone is well-informed.

6. I proactively communicate any changes to stakeholders as soon as they occur.

7. I publicly appreciate the excellent work done by my team members.

Self-Appraisal comments on job performance

8. I genuinely enjoy my job and strive to perform at my best each day.

9. I often take the initiative to address issues beyond my assigned tasks that impact the team.

10. I prioritize fostering a collaborative work environment.

11. I have surpassed my performance goal (specify goal) by (mention percentage).

12. I approach my work without bias or favouritism.

13. I continuously seek ways to enhance my performance.

14. I am consistently available to answer questions and support my colleagues.

Self-Evaluation Comments on Growth and Development

15. I actively establish goals to foster both professional and personal growth.

16. I am committed to enhancing my skills and expertise through continuous learning.

17. I embrace opportunities to learn from peers and colleagues, becoming a self-driven learner.

18. I seek connections and insights from experienced professionals in my field to broaden my knowledge.

19. I maintain a clear vision for my career path and proactively pursue it.

20. I demonstrate agility by quickly adapting to changes in my work environment.

21. I have a genuine enthusiasm for learning, recently acquiring (specify details).

Self-Appraisal Comments on Attention to Detail

22. I diligently review my work multiple times to ensure accuracy before submission.

23. I maintain a comprehensive task list to prevent overlooking any important details.

24. The majority of my submitted work is of high quality, with minimal errors.

25. I am deeply committed to delivering projects with meticulous attention to detail and excellence.

26. My track record demonstrates consistently high-quality work, with over 90% of projects meeting stringent quality standards.

27. However, when managing multiple tasks, I occasionally miss important details.

28. Under time constraints, I may unintentionally overlook minor errors.

29. Occasionally, I may neglect to proofread my work thoroughly.

30. I recognize the need to enhance my prioritization skills to avoid errors and improve efficiency.

31. I am dedicated to developing my organizational skills to manage tasks effectively and maintain attention to detail.

Self-Evaluation Comments on Job Knowledge

32. I possess a clear understanding of my role and responsibilities.

33. I recognize the significance of my contributions to the organization’s success.

34. In the previous quarter, I successfully achieved 80% of my objectives.

35. I stay updated on the latest developments in my field to maintain proficiency.

36. I prioritize regular training and upskilling to remain current and competent.

37. However, due to the diverse nature of my responsibilities, I may occasionally struggle to grasp specific requirements.

38. Sometimes, I find it challenging to explain my role or expertise to others.

39. I am eager to make a meaningful impact within the organization.

40. My goal for the next quarter is to surpass job expectations by achieving at least 70% of my objectives.

41. In areas where I lack proficiency, I plan to enrol in relevant courses to bridge the knowledge gap.

Self-Appraisal Comments on Customer Success

42. I adeptly address customer inquiries and concerns.

43. I prioritize understanding customers’ needs through active listening before offering solutions.

44. I consistently exceed expectations to provide customers with the information or assistance they require.

45. (Specify percentage) % of customers have rated my service with the highest satisfaction score.

46. I am committed to enhancing the overall customer experience through continuous improvement efforts.

47. I make it a priority to empathize with customers’ perspectives and tailor solutions to meet their specific needs.

Self-Evaluation Comments on Innovation and Creativity

48. I actively seek opportunities to enhance our work processes.

49. I demonstrate adaptability by swiftly adjusting to new situations.

50. I tackle challenges with a problem-solving mindset.

51. I enjoy collaborating with colleagues to generate ideas.

52. My focus remains on finding solutions rather than dwelling on problems.

53. I strive to consider the perspectives of others and find solutions beneficial to the entire team.

54. I actively seek out learning opportunities and value insights from those around me.

Self-Appraisal Comments on Performance Improvement

55. I realize the significance of increasing transparency within my team moving forward.

56. Though skilled in customer support, I acknowledge the necessity to enhance follow-up procedures.

57. I tend to avoid difficult conversations, often favouring a positive demeanour.

58. Enhancements are needed in my communication within larger groups or across departments.

59. While inclined towards traditional methods, I remain receptive to new perspectives.

60. Recognizing the importance of active participation, I aspire to contribute more ideas during team discussions.

61. I admit instances of inadequate communication regarding leave and aim to improve in this area.

Self-Evaluation Comments on Ownership and Initiative

62. I find satisfaction in undertaking tasks and projects that extend beyond my designated Key Result Areas (KRAs).

63. I have assumed responsibility for approximately 40% of the new projects delegated to our team.

64. I am often the first to express interest in exploring new opportunities within the team.

65. Approximately 15-20% of my time is dedicated to overseeing projects from initiation to completion.

66. Notably, last quarter, upon assuming responsibility for our largest client, I successfully increased sales by 10%.

67. I tend to prefer contributing to projects rather than assuming full responsibility for their management.

68. Looking ahead, I aspire to take ownership of at least one new project in the upcoming quarter.

69. I plan to seek guidance from my manager to address any apprehensions I may have about assuming additional responsibilities and meeting expectations.

Self-Audit Comments on Teamwork

70. I am committed to leaving my home earlier to ensure punctuality at the office, considering various factors.

71. Empowering my team members to excel is a primary focus of mine.

72. I prioritize soliciting input from all team members in every project.

73. Actively participating and contributing ideas during team discussions and brainstorming sessions is a regular practice for me.

74. I actively encourage other team members to share their perspectives and viewpoints.

75. Maintaining a positive rapport with the majority of my team members is essential to me.

76. I am currently working on familiarizing myself with all team members to foster better collaboration.

77. Improving my confidence to express ideas comfortably within the team is a personal goal of mine.

78. I am actively addressing my tendency to overlook ideas shared by others and strive to be more attentive.

79. My focus remains on optimizing the effectiveness of delegated tasks by ensuring appropriate assignment and follow-up.

80. I am committed to attending most team meetings and actively engaging in discussions to contribute to team success.

Self-Evaluation Comments on Attendance

81. Any planned time off is communicated to my team well in advance, maintaining transparency and minimizing disruptions.

82. I refrain from unnecessary breaks during working hours, maintaining focus and productivity.

83. I am committed to maintaining steady employment and addressing any gaps in my work history proactively.

84. Moving forward, I aim to plan vacation days ahead of time to facilitate better scheduling and coordination.

Sample Template for Self-Appraisal

In the past year (or a specified period), I have achieved several significant goals, including [mention specific achievements and results]. These accomplishments have positively impacted my work by [provide details on how they have influenced your job performance and productivity , or contributions to the team/organization]. However, I also recognize that there are areas where I can enhance my performance. Areas where I aim to enhance include [mention areas of improvement]. To address these areas, I plan to [briefly outline solutions or strategies you have in mind to improve in these areas].

In conclusion, self-appraisal comments for performance reviews help individuals talk about what they’ve done well, where they can improve, and what goals they have. These comments are important for having productive discussions with supervisors during evaluations. They give employees a chance to take charge of their own growth and make their work environment better.

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A self-appraisal comment is a statement where you evaluate your own performance, highlighting achievements, areas of improvement, and goals.

Self-appraisal comments help employees reflect on their work, provide insight into their contributions, and open avenues for constructive discussion during performance reviews.

You can use this resource as a reference to formulate your own self-appraisal comments. Tailor the examples provided to align with your experiences, achievements, and areas for improvement.

Yes, the resource includes a variety of self-appraisal comments across different job roles and skill sets, making it adaptable for individuals in various professions.

Absolutely! Feel free to customize and modify the self-evaluation comments to accurately reflect your specific achievements, challenges, and goals.

By engaging in thoughtful self-reflection and articulating your accomplishments and areas for growth, you can take proactive steps to enhance your skills, performance, and career path.

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37 innovation and creativity appraisal comments

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Innovation and creativity self-appraisal comments

Innovation performance review comments for outstanding creativity.

Suggested appraisal comments to improve creativity

Appraisal comments to boost creativity and innovation

When it comes to innovation and creativity, we know it's a skill that many possess. But sometimes, it's not widely recognized or appreciated.

To help foster a sense of belonging and recognition in your teams, consider using some of these feedback phrases. Whether it's positive feedback or constructive feedback , you can start to empower your team's success. 

• I regularly practice imagination and propose new innovative processes to help streamline our work.
• I'm committed to my professional development and I regularly work to learn through taking online courses or training programs. 
• I take the initiative to connect and network with others and learn from their experience. 
• I stay up to date on industry trends and find inspiration to help innovate different areas of my team's work. 
• I have goals for my future and continuously think about my long-term vision for success. 
• I'm receptive to feedback and can adapt to change quickly. 
• I value learning new things and regularly try to learn something new to help contribute to the team's work. 

You do a great job at leading by example. You’re someone others want to follow. Well done!

You often place others' needs before your own. This is great for becoming an effective leader, as you focus on the development of others rather than your own. Great work!

You do a great job at providing the necessary structure, direction, and feedback to all your employees. Well done!

You’re really good at recognizing and rewarding staff achievements.

• You have no problem allowing staff to assume responsibility for their actions, often encouraging them to take calculated risks.
• You fully engage when listening to someone speak. You give your full attention by maintaining eye contact, nodding your head, and often smiling. I really enjoy conversing with you.
• You create a culture of mutual trust and caring by always acting with integrity, accountability , and transparency. Well done.
• You’re really good at being able to transform our strategic vision into attainable action plans. You've adopted the practice of strategic foresight well. 
• You respect others and others in the highest regard. This makes it really for you to earn the respect of others. Well done!
• You often hold yourself accountable for your staff's performances. This can be good, however, it may also prevent your staff members from learning from their mistakes.
• You tend to isolate yourself quite often. Try to engage more with the team or be more approachable.
• Remember it’s ok to take negative actions sometimes, not every decision is going to be liked by everyone. Making a decision is better than letting tasks linger without an end result.
• As a manager, it is expected that you are decisive. Try to be the one who ultimately makes the decision.
• You tend to use your position as a way of dominating and intimidating others. Try putting yourself in your employees' shoes to understand ways of being less domineering and arrogant.
• You seem to struggle with communicating to your thoughts to your direct reports. If you struggle with this try set up one on one meetings to discuss how you could improve.
• Being self-conscious about what people say or think may not be conducive to making decisions or making a stand. Remember not everyone is thinking about you as much as you think they are. Try to accept who you are.
• You tend to give too much work to other team members and you end up not having enough work for yourself to do. Maybe delegate what you feel is the most important work to yourself before delegating other work.
• You seem to have a manager style that instills fear in your employees. Try to be less hostile and accepting of others.
• You often allow employees too much room for excuses. Try to adopt more of a hardline approach if you think they are not performing
• Setting high expectations can be good, but if these expectations are not attainable don’t expect to always see results. Try lower the bar a bit and gradually get to the result you wish.
• If an opportunity presents itself, try to network at much as possible. Building key alliances could be vital for the business well being.
• Try identify and partner with the key business stakeholders of the company. This could lead to greater things for your department.
• Communicating with other departments is important to the development of the company as a whole. Try cross pollinate your communication so you get a really good sense of what's going at the company as a whole.
• Try encourage and nurture an environment of trust and respect amongst your teammates. If the budget allows it, try take them out on virtual team building activities.
• Encourage ideas by inspiring your team members to be more innovative and engaging.
• Make people want to seek your advice about matters concerning them. Become the leader people feel comfortable with.
• Learning other people’s leadership preferences and adjusting your leadership style to them can be important for their personal development .
• You need to appreciate that things can be accomplished in many different ways. if the goals are accomplished, it doesn't matter how they get there.
• You have a fantastic work effort and people often wonder how you get to spend time on the things you love in your personal life. Try to balance your work hours with your personal life . 
• When you see leadership opportunities in the industry or at charity events, try to put your skills to good use and volunteer for these events.

8 tips for giving feedback on innovation and creativity

Giving feedback isn't easy. Here are eight tips to keep in mind. 

1. Try to avoid the feedback sandwich  

2. Be clear and direct 

3. Allow the space for follow up questions 

4. Consider cultural differences when giving feedback 

5. Use coaching where possible 

6. Recognize when employees are doing something well 

7. If you have the opportunity, give real-time feedback  

8. Ask for feedback from your employees , too 

Does your organization cultivate a culture of feedback? If you're looking to improve the ways your company practices feedback in the workplace, BetterUp can help. 

With personalized support from virtual coaching , your workforce can feel empowered to give and receive feedback effectively . And with the creative juices flowing, you'll be better equipped to reach your full potential . 

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Madeline Miles

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

Teamwork skills self-appraisal comments: 40 example phrases

Learn how to appreciate a team with these tips, 10 examples of principles that can guide your approach to work, what’s the halo effect 4 examples in the workplace, investing in leaders to fuel growth: ryan weber, vp of talent activation and growth, servicenow, spread the gratitude: how to thank your team with a letter, use the relational leadership model for well-rounded leadership, discover the benefits of leadership training: why you need it, up your game: a new model for leadership, similar articles, the ultimate guide to motivating a team — and why it matters, experimentation brings innovation: create an experimental workplace, 31 examples of problem solving performance review phrases, 30 communication feedback examples, what the abilene paradox is and ways to minimize it, 17 positive feedback examples to develop a winning team, why creativity isn't just for creatives and how to find it anywhere, how to give positive comments to your boss, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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50 Self-Appraisal Comments For Your Next Performance Review

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

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

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

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

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

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

Benefits of self appraisal.

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

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

50 Self Appraisal Comments to Use in Your Next Performance Review

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

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

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

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

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

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

Communication

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

Job Performance

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

Reliability

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

Customer Orientation

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

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

Innovation and creativity.

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

Growth and Development

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

Opportunities for Improvement

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

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

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

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100 Useful Performance Review Comments to Choose From!

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

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

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

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

Table of Contents

Are you conducting performance reviews manually?

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

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

Performance Review Comments Examples

1 . communication.

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

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

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

Needs improvement:

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

2. Time Management

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

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

3. Quality of Work

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

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

4. Dependability

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

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

5. Initiative

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

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

6. Teamwork

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

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

7. Leadership

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

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

8. Adaptability

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

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

9. Problem-Solving

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

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

10. Creativity

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

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

Digitize Your Performance Reviews

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

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

Performance Review Software

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

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

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

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

Conducting Performance Appraisals in Microsoft Teams

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

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

Step 1: Go into Teamflect’s Reviews Module

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

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

Step 2: Choosing Your Performance Review Template

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

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

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

Step 3: Complete The Review

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

Automating Review Cycles

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

How to write performance review comments?

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

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

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

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

What Not to Say in Performance Reviews

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

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

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

Negative Language

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

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

Comparative Statements

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

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

Vague Feedback

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

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

Personal Criticisms

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

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

Unsubstantiated Claims

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

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

Ambiguous Praise

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

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

How to make supervisor comments and recommendations?

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

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

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

2. Do your homework first!

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

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

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

3. Focus on solutions instead of problems.

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

Related Posts:

Written by Emre Ok

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

Best Performance Review Tips for Employees – 2024

6 Types Of Employee Recognition: Best Practices And Examples! – 2024

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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Analytical Skills: 40 Useful Performance Feedback Phrases

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

Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business.

Analytical Skills: Exceeds Expectations Phrases

• Thinks out of the box and always comes up with effective solutions to big problems
• Excels at employing critical thinking skills when evaluating information to make decisions
• Excels at analyzing complex and large volumes of data and finding trends in that data
• Demonstrates outstanding abilities to collect accurate data before analyzing it
• Leads in identifying a problem and creating a remedy to avoid it recurring or becoming a major problem
• Demonstrates excellent oral and written communication skills when sharing an analysis with others
• Possesses outstanding abilities to understand and analyze numerical data and to make the right conclusions
• Excels at working with graphical information and is an expert in using a wide range of graphical software
• Possesses an exceptional ability to remember information and has a strong visual perception of information
• Demonstrates exceptional knowledge of numbers and figures and is able to interpret mathematical information

Analytical Skills: Meets Expectations Phrases

• Demonstrates willingness to learn how to work with graphical information
• Makes enough effort to search for the best sources of information
• Relies on technical tools to understand trends when analyzing data
• Shows willingness to learn how to use critical thinking skills when evaluating information
• Encourages others to think out of the box when coming up with a solution to solve a problem
• Seeks for assistance when analyzing complex and large volumes of data
• Understands a good number of data collection techniques and makes an effort to collect the right information
• Relies on existing solutions and examples when dealing with a problem
• Encourages others to use appropriate oral and written communication skills when sharing an analysis with others
• Shows willingness to learn how to work with numbers and figures and how to interpret mathematical information

Analytical Skills: Needs Improvement Phrases

• Lags behind in identifying a problem and is often unable to come up with an effective solution to a problem
• Demonstrates weak oral and written communication skills when sharing an analysis with others
• Does not understand how to work with graphical information and does not know how to use graphical software
• Hardly remembers information and has a poor visual perception of information
• Hardly seeks for assistance when faced with challenges when analyzing complex and large volumes of data
• Demonstrates little knowledge of working with numbers and figures and is often unable to interpret mathematical information
• Possesses little understanding about the reliable data collection techniques and ends up analyzing inaccurate data
• Makes little effort to search for the best sources of information
• Does not show willingness to learn how to use critical thinking skills when evaluating information
• Rarely thinks outside the box and is always unable to come up with a solution to solve a problem

Analytical Skills: Self Evaluation Questions

• Can you think of a small problem you ever identified and solved before it could turn into a big problem?
• What steps do you follow when studying a problem before making a final conclusion
• Can you describe a task you did that tested your analytical abilities?
• Can you recall any problem you solved that required analyzing complex and large volumes of data?
• What is the most complex analytical task you have ever undertaken?
• Can you describe a situation where your analytical outcome was incorrect? How did you solve the problem?
• How often do you encourage others to think outside the box when trying to solve a problem?
• What efforts are you making to search for the best sources of information?
• How often do you encourage others to use appropriate oral and written communication skills when sharing an analysis?
• What efforts are you making to improve your knowledge to work with numbers and figures?

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