Performance review phrases for employee evaluation (with examples)

performance review phrases

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 .


Performance review comments example

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


  • 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.

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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.

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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.

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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 software

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.

hiring software

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.

track time

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

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100 Performance Review Example Phrases & Comments for 2023

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

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

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

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

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

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

  • Communication and interpersonal skills
  • Creativity 
  • Dependability
  • Flexibility
  • Quality of work

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

Example Phrases about Aptitude

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

Example Phrases about Employee Attendance

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

Example Phrases about Communication and Interpersonal Skills

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

Example Phrases about Creativity

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

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Example Phrases about Dependability

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

Example Phrases about Efficiency and Time Management  

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

Example Phrases about Flexibility

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

Example Phrases about Leadership

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

Example Phrases about Quality of Work

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

Overall performance summary comments

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

Job knowledge comments

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

Development comments

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

Technical expertise comments

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

Compliance comments

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

Teamwork comments

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

Integrity comments

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

Self-appraisal comments 

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

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

Example Phrases for Employees When Responding to Feedback

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

Responses to Positive Feedback

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

Responses to Critical Feedback:

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

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Additional Considerations

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

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

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

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

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

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

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31 examples of problem solving performance review phrases

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You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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


Problem solving performance review phrases: you should think of improving

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


Performance review tips to improve problem solving

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

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Madeline Miles

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

25 performance review questions (and how to use them)

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11 minute read

28 Performance Review Summary Examples - Phrases & Expert Tips

Kat Boogaard

Kat Boogaard

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

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

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

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

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

In this guide, we’ll share some examples (tips and phrases) to make sure your performance conversations and evaluations are productive, rather than anxiety-inducing wastes of time. 

What is a performance review?

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

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

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

What are the benefits of performance reviews?

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

Performance review examples - nerves

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

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What to say

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

Performance review examples - how to do it right

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

🏅Performance review comments about leadership

If your employee is meeting expectations… 

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

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

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

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

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

If your employee needs improvement… 

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

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

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

🤝Performance review comments about teamwork and collaboration 

If your employee is meeting expectations…

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

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

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

Phrases to use if your employee needs improvement…

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

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

performance review examples

📞Performance review comments about communication

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

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

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

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

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

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

Provide specific, helpful, and meaningful feedback when conducting employee performance reviews.

🕵️Performance review comments about problem solving

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

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

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

If your employee needs improvement…

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

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

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

🪴Performance review comments about growth and development

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

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

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

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

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

6 more tips for top-notch performance reviews

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

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

1. Collect peer feedback

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

2. Avoid ganging up

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

Performance review examples - ganging up

3. Provide specific examples

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

4. Don’t skip the positives

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

5. Remember to listen

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

6. Check in frequently

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

Stressed about performance reviews? Take a deep breath

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

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

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Kat Boogaard

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

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100 Best Performance Review Examples (Comments & Phrases)

100 Best Performance Review Examples Comments & Phrases

I always believe that how you say something is far more important than what you say.

This can’t be truer anywhere than in the context of employee performance reviews.

Using the right comments and phrases in performance reviews is important because it can have a significant impact on the effectiveness of the review process, employee engagement, and performance improvement.

It’s about communicating the right message, the right way, to the right employee.

Here are 100 great employee performance review examples based on different evaluation criteria that you can use in your annual appraisals.


Attendance is about being present and available for work during scheduled working hours.  It is an essential aspect of employee performance and organizational management as it is tied to punctuality, productivity, performance, and customer satisfaction.

Examples of Positive Attendance Review Comments

  • We appreciate your consistent punctuality, which shows your dedication to your work and the company.
  • Your reliability through regular attendance has set a perfect example for others to emulate.
  • You’ve been punctual and always on time.
  • Your excellent attendance record demonstrates your strong work ethic.
  • Your consistent and timely attendance is noteworthy. It’s a pleasure to work with someone who values being present and contributes to a positive and productive work environment.

Examples of Negative Attendance Review Comments

  • Your attendance record indicates excessive absenteeism, leading to increased workload and project delays.
  • We noticed that you’ve a tendency to arrive at work late, causing disruption to team workflow.
  • There has been a failure on multiple occasions to notify in advance about your absences, leaving team members unprepared.
  • You regularly leave work early without prior approval, resulting in incomplete tasks and missed deadlines.
  • Your attendance issues are negatively impacting client satisfaction and team morale.


The attitude of employees toward their work, other employees, and the organization plays a vital role in the success of a business. A positive attitude fosters a collaborative and supportive work environment. Conversely, a negative attitude disrupts team dynamics, hinders innovation, and has a detrimental effect on individuals and organizations.

Examples of Positive Attitude Review Comments

  • We’re impressed with your positive and friendly attitude. It creates a harmonious atmosphere in the workplace.
  • We appreciate how you consistently bring a positive attitude to work, even during challenging times.
  • You’ve always taken an optimistic approach to problem-solving and turned challenges into opportunities.
  • Your positive and enthusiastic attitude towards customers makes a significant impact on our customer satisfaction.
  • You consistently demonstrate a can-do attitude that is truly inspiring.

Examples of Negative Attitude Review Comments

  • You often display a negative attitude and lack of professionalism.
  • Team members regularly reported having an unpleasant experience discussing work-related matters with you.
  • Your constant dismissive and condescending tone made others feel disrespected and disregarded.
  • We observed a confrontational attitude in you, which led to negative experiences with many customers.
  • Your disinterested attitude seems to convey your lack of care about helping or addressing the team’s concerns.


Organizations always value employees who display leadership qualities. True leaders can lead others on the path to success, and they have a clear vision, inspire others, set personal examples, and get things done. This makes it a key performance area (KRA) to evaluate during employee performance reviews.

Examples of Positive Leadership Review Comments

  • Your ability to inspire and motivate the team has been exceptional. Your leadership style drives the team to exceed expectations consistently.
  • Your forward-thinking and strategic decision-making abilities have significantly contributed to the organization’s success.
  • Your open-door policy and willingness to listen have created a positive and inclusive work atmosphere.
  • Your mentorship and guidance have played a pivotal role in the growth and skill enhancement of team members.
  • Your proactive approach to problem-solving has had a direct impact on our operational efficiency.

Examples of Negative Leadership Review Comments

  • There is room for improvement in communicating expectations and performance standards to your team members.
  • Your decision-making process needs refinement. Consider seeking input from team members to ensure a more well-rounded perspective before making key decisions.
  • A more organized approach to tasks is necessary to avoid delays in project completion.
  • There have been instances where the delegation of tasks lacked clarity, leading to confusion among team members. Please work on this area.
  • Improvement is needed in handling interpersonal issues to maintain a positive and productive work environment.

Communication & Interpersonal Skills

Communication & Interpersonal Skills

Effective communication and interpersonal skills are paramount in professional environments. They facilitate clear conveyance of ideas, ensure mutual understanding among team members, and foster a cohesive work environment. These skills also build trust, resolve conflicts, and enhance collaboration.

Here are some performance evaluation examples based on this assessment criteria.

Examples of Positive Review Comments On Communication & Interpersonal Skills

  • Your ability to articulate ideas clearly and concisely has greatly enhanced team collaboration.
  • Your communication style fosters an open and transparent work environment.
  • You understand your colleagues’ perspectives through active listening and it has strengthened our team dynamics.
  • Your approach to offering constructive feedback is commendable. It shows your dedication to helping team members grow and improve their skills.
  • We noticed your versatility in adapting communication styles to different team members and situations and it has been a valuable asset.

Examples of Negative Review Comments On Communication & Interpersonal Skills

  • At times, your communication lacked clarity and it has led to confusion in the team.
  • Improvement is needed in actively seeking and incorporating input from others.
  • Your tendency to interrupt during discussions has been noted. It’s important to allow others to express their thoughts fully before responding to ensure a more respectful and collaborative environment.
  • There’s room for improvement in being more open to constructive feedback. Embracing feedback is essential for personal and professional growth.
  • You should work harder in the area of refining your communication style to match the different situations and personalities of the team members.

If your employees are skilled in their core work but often struggle with communication, it is advisable to provide them with training to overcome the obstacle.

I recommend exploring this Workplace Communication Skills Course . It specifically focuses on the practical aspects of effective communication to bring measurable changes in employees’ soft skills.

Teamwork & Collaboration

Teamwork & Collaboration

Teamwork and collaboration are critical components of success in the workplace. They are the foundation for shared responsibility, synergy, collective problem-solving, efficiency, and productivity. Check out which performance review phrases and comments you can use in this evaluation.

Examples of Positive Teamwork & Collaboration Review Comments

  • We’re glad to learn that you consistently demonstrate excellent teamwork skills by actively collaborating with team members and willingly sharing knowledge and expertise.
  • You’ve been a valuable team player who consistently goes above and beyond to support your colleagues and contribute to shared goals.
  • You’ve been instrumental in fostering a positive environment by encouraging open communication, actively listening, and providing constructive feedback.
  • Your ability to build and maintain strong working relationships with team members greatly enhances collaboration and contributes to the overall success of the team.
  • You consistently demonstrate a strong commitment to teamwork by being flexible, adaptable, and supportive of changes.

Examples of Negative Teamwork & Collaboration Review Comments

  • We observed difficulty in working well with others and resistance to cooperation, negatively impacting team dynamics.
  • You often fail to participate in team discussions actively and tend to work independently, which limits collaboration and the ability to generate innovative ideas.
  • Your lack of communication skills often leads to misunderstandings and conflicts within the team, hindering collaboration and productivity.
  • The tendency to dominate conversations during team meetings inhibits equal participation and diminishes the sense of collaboration among team members.
  • There has been a consistent failure to meet deadlines and deliver on commitments, putting additional pressure on team members.

Watch: How to Build High-Performing Teams 

Flexibility & Agility

Flexibility & Agility

Flexibility and agility enable employees to adapt to changing business environments, respond quickly to new challenges, and stay competitive. They make a business more resilient.

Examples of Positive Flexibility & Agility Review Comments

  • You have consistently demonstrated a high level of flexibility in adapting to changing work demands.
  • Your ability to quickly switch gears and handle unexpected challenges is commendable.
  • You’re always willing to go above and beyond your designated responsibilities by helping out team members in various areas.
  • You consistently exhibit a positive attitude and adaptability when faced with new procedures or systems.
  •  You’re always open to change and it has positively impacted the overall productivity of the team.

Examples of Negative Flexibility & Agility Review Comments

  • You have shown some difficulty in adjusting to changes, which has resulted in delays and inefficiencies in task completion.
  • Your lack of flexibility in accepting feedback and resisting alternative approaches has hindered team collaboration and stalled projects.
  • In situations that required quick decision-making, you tended to become overwhelmed and struggled to adapt your approach, leading to missed opportunities.
  • A rigid adherence to established routines limits your ability to respond effectively in dynamic situations.
  • We have observed that you struggle to maintain composure and adapt when dealing with unexpected challenges or setbacks. Your ability to stay agile in such situations needs improvement.



Dependable employees contribute to a positive work environment by meeting deadlines and enhancing overall organizational efficiency. Their reliability reduces stress, builds trust among team members, and positively impacts the company’s reputation.

Examples of Positive Dependability Review Comments

  • You’re a reliable person and you consistently deliver high-quality work on time.
  • We can always count on you to meet project deadlines in record time.
  • Your dependability is exceptional. You consistently show up on time and are always ready to help team members.
  • You’re a true team player who can always be relied upon to get the job done, no matter the circumstances.
  • Your dependability is outstanding. You take ownership of your tasks and ensure they are completed efficiently and accurately.

Examples of Negative Dependability Review Comments

  • You need to improve your dependability. There have been several instances where you’ve missed deadlines or been late for meetings.
  • Your lack of reliability often causes delays in project completion and negatively impacts the team’s overall productivity.
  • Your uninformed leaves are a big concern, as they create disruption in team schedules and hamper progress on deliverables.
  • You came up short in fulfilling commitments and it caused frustration among team members and hindered goal achievement.
  • Your lack of accountability and reliability has led to missed opportunities and dissatisfied customers.

Time Management & Efficiency

Time Management & Efficiency

Time management and the resulting efficiency enable individuals to maximize productivity and accomplish tasks in a timely manner. By effectively managing one’s time, prioritizing tasks, and implementing efficient strategies, employees can reduce stress, optimize workflow, and meet deadlines consistently.

Let’s check out some employee performance review comments examples on time management.

Examples of Positive Time Management Review Comments

  • Your time management skills are notable. Your ability to organize and allocate time to different tasks efficiently contributes to the overall success of the team.
  • You consistently deliver tasks within tight deadlines, showing a remarkable ability to balance multiple tasks simultaneously.
  • Your dedication to efficient time utilization is commendable.
  • You’ve been a reliable team member with outstanding time management abilities.
  • You’re adept at setting realistic timelines and consistently meeting or exceeding expectations.

Examples of Negative Time Management Review Comments

  • Your time management has been a concern lately. There have been instances of missed deadlines, so you need to prioritize tasks and allocate time effectively to ensure timely project completion.
  • Based on our reviews, you should start developing a more structured approach to planning and executing tasks to avoid the negative impact on team timelines.
  • Time management has been inconsistent on your part. While you show the capability to meet deadlines, there have been instances where poor planning resulted in rushed work.
  • Your time management skills need improvement. There have been occasions where tasks were not completed on schedule. You should focus on better planning and organization.
  • Poor time management is a concern. Focus on addressing this issue promptly to avoid further setbacks.

Is a lack of time management taking a toll on your employees’ productivity and overall performance?

This online training course on managing time can help your employees become more productive by prioritizing their daily activities more efficiently. It demonstrates how to overcome procrastination, handle distractions, and schedule tasks smartly.

Innovation & Creativity

Innovation & Creativity

Innovation and creativity in the workplace are highly sought after as it is crucial for businesses to stay ahead of the competition. They drive growth, bring new ideas to the table, and create unique and valuable products or services that meet the changing needs of customers.

Examples of Positive Review Comments On Innovation & Creativity

  • You always bring fresh and creative ideas to the table, which has helped us come up with some truly innovative solutions.
  • Your ability to think outside the box and come up with new approaches to difficult problems is a real asset to the team.
  • Your creativity has helped us win several new clients, and your willingness to take risks has paid off in big ways.
  • You consistently produce high-quality work that shows your ability to innovate and improve upon existing processes.
  • Your ideas and suggestions have helped us streamline our operations and improve efficiency across the board.

Examples of Negative Review Comments On Innovation & Creativity

  • You’re resistant to change and unreceptive to new ideas, which holds back the team’s progress and prevents us from reaching our full potential.
  • Your lack of creativity has resulted in stagnant projects and missed opportunities to improve our business.
  • Your work has been lacking in originality and innovation, which has affected our ability to compete in the market.
  • Your unwillingness to try new things or take calculated risks has prevented us from exploring new revenue streams.
  • You tend to focus too heavily on the status quo, rather than exploring new ideas and approaches to problem-solving.

Train your employees on how to build a culture of innovation in the workplace by using the following course:


Problem Solving

Problem-solving ability enables individuals to navigate challenges, make informed decisions, and contribute to organizational success. Employees with strong problem-solving skills can efficiently address issues, enhance productivity, and foster innovation, ultimately promoting a dynamic and adaptive work environment.

Examples of Positive Review Comments On Problem-Solving

  • Your problem-solving skills are truly impressive. You can tackle challenges with a creative and analytical mindset.
  • We appreciate the way you approach problems. You’re not afraid to take the initiative and find solutions independently.
  • Your resourcefulness in handling unexpected issues is commendable, and it greatly contributes to the overall efficiency of the team.
  • You demonstrate a keen ability to identify root causes and implement effective solutions.
  • Your problem-solving skills have made a significant difference in several recent projects. It’s testimony to your ability to thrive in challenging situations.

Examples of Negative Review Comments On Problem-Solving

  • There have been instances where your problem-solving approach seemed reactive rather than proactive. It’s crucial to anticipate potential issues and address them before they escalate. Let’s work on fostering a more anticipatory mindset.
  • We’ve noticed a pattern where you tend to struggle with finding solutions independently. It’s important to be more self-reliant in problem-solving situations. Consider taking the initiative to research and explore potential answers.
  • Your problem-solving skills need improvement, particularly in terms of speed and efficiency. There have been delays in resolving issues, impacting our team’s productivity. Let’s discuss strategies to streamline your problem-solving process.
  • In some instances, your problem-solving approach lacked a comprehensive analysis of the situation. Start delving deeper into the root causes of issues rather than opting for quick fixes.
  • There have been communication gaps in your problem-solving process, leading to misunderstandings within the team. Always keep everyone informed about your approach and progress.

Ready to Conduct Outstanding Performance Reviews?

If yes, start with these employee performance review examples.

Annual employee evaluations are an age-old tradition in any organization, but the way you summarize your assessments is even more important.

Regardless of which KRA you’re evaluating, clear phrasing makes it easier for employees to understand the points you’re communicating, and they can focus on future expectations better.

Make the feedback as objective as possible and express them concisely.

Such clarity in performance review phrases and comments will enable your employees to absorb the feedback and ultimately act on it.

To help you make headway, here’s a performance review template you can use. It contains manager and self performance review examples.

Know More About Employee Performance Reviews

What is a performance review? A performance review is a process where employees and their supervisors discuss the employee’s job performance, identify areas that need improvement, and set goals for future development. Generally, such reviews are held annually and they are done for all employees at all levels. But while annual performance reviews are a common practice, some organizations are moving towards more frequent and continuous feedback systems. This enables more timely adjustments, fostering a culture of ongoing improvement and development.

How to write an effective employee performance review?

The effectiveness of performance reviews depends on the quality of the feedback provided, the clarity of goals, and the commitment of both managers and employees to the process. To write an effective employee performance review, set clear expectations and goals from the start, document specific examples of the employee’s performance, provide constructive feedback on areas for improvement, recognize the employee’s strengths and successes, and develop a plan for future performance and career growth.

Michael Laithangbam

About the author

Michael laithangbam.

Michael Laithangbam is the senior writer & editor at ProProfs with 12 years of experience in enterprise software and eLearning. Michael's expertise encompasses online training, web-based learning, quizzes & assessments, LMS, and more. Michael’s work has been published in G2, Software Advice, Capterra, and eLearning Industry. You can connect with him via LinkedIn .

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100 Useful Performance Review Comments to Choose From!

performance review comments decision making

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.

Performance review comments: three crumpled yellow papers on green surface surrounded by yellow lined papers

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 2023 . If you’re old-fashioned, we also have something for you: Excel Performance Review Templates .

Performance review comments : Teamflect performance reviews example with questions in microsoft teams

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!

Teamflect Image

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.

image 20 2

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.

image 20 1

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.

image 20

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!

image 19

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:

performance review comments decision making

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.

race track

Best Performance Review Tips for Employees – 2024

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6 Types of Employee Recognition: Best Practices and Examples! – 2024

300 Performance Review Phrases in 20 Areas of Work

performance review comments decision making

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

Two pieces of advice before you get started:

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

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

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

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

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

Active Listening

1. Is an active and focused listener

2. Makes sure the team feels heard

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

4. Listens with an open mind

5. Demonstrates a sincere appreciation for opposing viewpoints

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

7. Asks insightful questions to understand the root cause

8. Empathizes with others who have opposing viewpoints

9. Follows instructions with care and attention

Needs Improvement

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

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

12. Interrupts peers

13. Constantly interjects into conversations

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

15. Stops listening when presented with an opposing viewpoint


16. Is effective when handling large amounts of data 

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

18. Is capable of working independently from day one

19. Is a strong team player

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

21. Can make independent decisions when necessary

22. Demonstrates good time management skills

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

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

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

Areas for Improvement 

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

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

28. Seemed to have trouble getting organized this week

29. Demonstrates disinterest in the administrative aspects of the job 

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

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

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

Attendance & Being On-Time

33. Is punctual and consistently on-time to meetings

34. Arrives at meetings on time and is always prepared

35. Attained perfect attendance over $time_period

36. Schedules time-off according to company policy

37. Completes deadlines as promised

Areas for improvement

38. Does not meet attendance standards for punctuality

39. Has exceeded the maximum number of vacation days allotted

40. Is frequently late to work

41. Does not return communications in a timely manner

42. Is a quick study 

43. Learns from mistakes 

44. Is willing to hear constructive criticism 

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

46. Takes responsibility for own mistakes and failures 

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

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

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

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

Areas of Improvement

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

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


53. Regularly gives constructive feedback

54. Is willing to entertain others ideas

55. Asks great questions

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

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

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

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

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

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

62. Makes new employees feel welcome

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

64. Blames others for problems

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

66. Fails to alert proper personnel regarding bad news

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

68. Humiliates staff members on a regular basis

69. Has trouble communicating effectively in groups

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

71. Makes others feel intimidated when working on company projects


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

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

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

75. Fosters a cooperative atmosphere 

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

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

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

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

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

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

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

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

84. Artfully changes when presented with new information and ideas

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

86. Contributes fresh ideas regularly

87. Encourages coworkers to be inventive

88. Contributes innovative ideas in group projects

89. Contributes suggestions regularly on how to improve company processes

90. Demonstrates disinterest in contributing creative or innovative ideas

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

92. Fails to properly attribute coworkers who contribute innovative solutions

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

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

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

Customer Relations

96. Works effectively with clients

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

98. Enjoys the people related aspects of the business

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

100. Has become a linchpin with clients

101. Consistently spearheads effective customer relations

102. Is empathetic towards customer issues

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

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

105. Artfully helps customers overcome objections

106. Can handle difficult customers with grace

107. Consistently receives substandard comments from customers

108. Appears disinterested in helping customers with their challenges

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

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

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

112. Uses inappropriate language with colleagues or customers

113. Appears to become frustrated by clients who ask questions

114. Displays sarcasm when dealing with client challenges

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

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

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

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

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

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

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

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

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


124. Constantly identifies more efficient ways of doing business

125. Is accepting of constructive criticism

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

127. Is calm under pressure

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

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

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

131. Tends to resist activities where the path is unknown

132. Appears uninterested in new duties

133. Becomes uptight when the plan changes


134. Is effective at goal-setting and challenging oneself

135. Clearly communicates goals and objections to coworkers

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

137. Sets concrete and measurable goals

138. Sets aggressive targets to meet business objectives

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

140. Proactively shares progress on goals

141. Is inconsistent in defining goals and objectives

142. Struggles to set goals that align with company objectives

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

144. Struggles to communicate when deadlines will be missed

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

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

147. Is unwilling to claim responsibility for missed goals

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

149. Finds creative ways to solve problems and improve processes 

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

151. Contributes new ideas to team project discussions regularly 

152. Contributes new ideas at staff meetings  

153. Contributes well-thought out suggestions for company improvements 

154. Evolves process improvement ideas in staff meetings 

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

Areas of Improvement 

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

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

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

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

Interpersonal skills

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

160.Is a strong team player who thrives on teamwork 

161. Has the ability to diffuse conflict among peers 

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

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

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

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

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

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

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

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

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

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

172. Displays defensiveness when receiving constructive criticism

173. Appears uncomfortable when asked questions during group discussion

174. Shows sound judgment when evaluating multiple opportunities

175. Comes to reasonable conclusions based on information presented

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

177. Remains calm, especially under stress

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

179. Is confident and persuasive when making big decisions

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

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

182. Effectively prioritizes urgent matters with those that can wait

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

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

185. Consistently displays analysis paralysis when making a decision

186. Makes big decisions without approval from respective parties

187. Is unable to keep confidential information private

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

Leadership Ability

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

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

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

192. Actively listens to his/her team

193. Creates a culture of dialogue

194. Recognizes staff for a job well done

195. Provides just enough conflict to find the best outcome

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

197. Demonstrates a high bar for ethical behavior

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

199. Fails to plan for the future

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

201. Rarely gives recognition to his/her team

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

203. Fails to keep confidential information secret

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

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

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

207. Consistently seeks out professional development opportunities 

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

209. Is able to learn from past mistakes 

210. Consistently seeks out new experiences 

Needs Improvement 

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

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

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

214. Has difficulty accepting criticism 

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

Management skills

216. Is self-motivated

217. Manages time well

218. Sets attainable goals and objectives

219. Is able to effectively prioritize amongst competing demands

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

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

222. Recognizes the contributions of peers and subordinates

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

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

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

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

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

Motivation & Drive

228. Constantly pursues learning opportunities

229. Consistently takes on additional responsibility for the team

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

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

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

233. Requires little direction when given a new responsibility

234. Is not afraid to take calculated risks

235. Is not afraid to make periodic mistakes

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

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

238. Resists opportunities to train and learn new things

239. Contributes few suggestions to projects with ambiguity

240. Can be overzealous, stepping on others’ toes

241. Seems unwilling to learn new things

242. Struggles to do tasks without assistance from peers

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

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

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

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

247. Is an effective time manager 

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

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

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

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

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

253. Has difficulty making quick decisions under pressure 

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

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

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

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

Problem-Solving Skills  

258. Sees problems as challenges to be overcome

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

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

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

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

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

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

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

266. Demonstrates effective leadership skills when solving group problems 

267. Demonstrates disinterest in pressure testing ideas with others 

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

269. Fails to take action when a problem is raised 

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

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

272. Does not solve problems in an efficient manner 

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

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

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

Time Management

276. Handles multiple assignments and projects well with limited supervision 

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

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

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

280. Is able to complete assignments even with extended deadlines 

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

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

283. Has difficulty balancing multiple assignments and projects 

284. Does not manage his/her time effectively 

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

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

Understanding of Job Responsibilities

287. Has a strong understanding of job responsibilities

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

289. Has deep knowledge that surpasses job expectations

290. Regularly contributes and works with other departments

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

292. Shares knowledge with peers

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

294. Is adept in all areas of job responsibility

295. Has little understanding of the competitive landscape

296. Has difficulty locating necessary information to complete job responsibilities

297. Produces many unnecessary errors

298. Produces substandard work

299. Fails to demonstrate a strategic mindset

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

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

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220 Performance Review Phrases for the Workplace

You found our list of the best performance review phrases .

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

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


This list includes:

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

Here we go!

Performance review phrases for communication

Positive comments.

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

Constructive Feedback

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

Performance review phrases for quality of work

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

Performance review phrases for job knowledge

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

Performance review phrases for teamwork

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

Performance review phrases for productivity

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

Performance review phrases for initiative

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

Performance review phrases for accountability

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

Performance review phrases for growth

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

Performance review phrases for leadership

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

Performance review phrases for new employees

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

Performance review phrases for longtime employees

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

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

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

FAQ: Performance review phrases

Here are answers to common questions about performance review phrases.

What are performance review phrases?

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

What are some good performance review phrases?

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

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

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

How do you use performance review phrases?

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

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

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

Author avatar

Author: Grace He

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

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Problem Solving: 40 Useful Performance Feedback Phrases

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

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

Problem Solving: Exceeds Expectations Phrases

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

Problem Solving: Meets Expectations Phrases

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

Problem Solving: Needs Improvement Phrases

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

Problem Solving: Self Evaluation Questions

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

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Problem Solving Skills: Performance Review Examples (Rating 1 – 5)

By Editorial Team on July 21, 2023 — 4 minutes to read

Problem solving is an important skill in any work environment: it includes the ability to identify, understand, and develop solutions to complex issues while maintaining a focus on the end goal. Evaluating this skill in employees during performance reviews can be highly beneficial for both the employee and the organization.

Questions that can help you determine an employee’s rating for problem solving skills:

  • How well does the employee define the problem and identify its root cause?
  • How creative is the employee in generating potential solutions?
  • How effective is the employee in implementing the chosen solution?
  • How well does the employee evaluate the effectiveness of the solution and adjust it if necessary?

Related: Best Performance Review Examples for 48 Key Skills

2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

Performance Review Phrases and Paragraphs Examples For Problem Solving

5 – outstanding.

Phrases examples:

  • Consistently demonstrates exceptional problem-solving abilities
  • Proactively identifies issues and offers innovative solutions
  • Quickly adapts to unforeseen challenges and finds effective resolutions
  • Exceptional problem-solving ability, consistently providing innovative solutions
  • Regularly goes above and beyond to find creative solutions to complicated issues
  • Demonstrates a keen understanding of complex problems and quickly identifies effective solutions

Paragraph Example 1

“Jane consistently demonstrates outstanding problem-solving skills. She proactively identifies issues in our department and offers innovative solutions that have improved processes and productivity. Her ability to quickly adapt to unforeseen challenges and find effective resolutions is commendable and has proven invaluable to the team.”

Paragraph Example 2

“Sarah has demonstrated an outstanding ability in problem solving throughout the year. Her innovative solutions have significantly improved our department’s efficiency, and she consistently goes above and beyond expectations to find creative approaches to complicated issues.”

4 – Exceeds Expectations

  • Demonstrates a strong aptitude for solving complex problems
  • Often takes initiative in identifying and resolving issues
  • Effectively considers multiple perspectives and approaches before making decisions
  • Displayed a consistently strong ability to tackle challenging problems efficiently
  • Often takes the initiative to solve problems before they escalate
  • Demonstrates a high level of critical thinking when resolving issues

“John exceeds expectations in problem-solving. He has a strong aptitude for solving complex problems and often takes initiative in identifying and resolving issues. His ability to consider multiple perspectives and approaches before making decisions has led to valuable improvements within the team.”

“Sam consistently exceeded expectations in problem solving this year. His efficient handling of challenging issues has made a positive impact on our team, and he often takes the initiative to resolve problems before they escalate. Sam’s critical thinking ability has been a valuable asset to our organization, and we appreciate his efforts.”

3 – Meets Expectations

  • Displays adequate problem-solving skills when faced with challenges
  • Generally able to identify issues and propose viable solutions
  • Seeks assistance when necessary to resolve difficult situations
  • Demonstrates a solid understanding of problem-solving techniques
  • Capable of resolving everyday issues independently
  • Shows perseverance when facing difficult challenges

“Mary meets expectations in her problem-solving abilities. She displays adequate skills when faced with challenges and is generally able to identify issues and propose viable solutions. Mary also seeks assistance when necessary to resolve difficult situations, demonstrating her willingness to collaborate and learn.”

“Sarah meets expectations in her problem-solving abilities. She demonstrates a solid understanding of problem-solving techniques and can resolve everyday issues independently. We value her perseverance when facing difficult challenges and encourage her to continue developing these skills.”

2 – Needs Improvement

  • Struggles to find effective solutions to problems
  • Tends to overlook critical details when evaluating situations
  • Reluctant to seek help or collaborate with others to resolve issues
  • Struggles to find effective solutions when faced with complex issues
  • Often relies on assistance from others to resolve problems
  • May lack confidence in decision-making when solving problems

“Tom’s problem-solving skills need improvement. He struggles to find effective solutions to problems and tends to overlook critical details when evaluating situations. Tom should work on being more willing to seek help and collaborate with others to resolve issues, which will ultimately strengthen his problem-solving abilities.”

“Mark’s problem-solving skills need improvement. He often struggles to find effective solutions for complex issues and seeks assistance from others to resolve problems. We encourage Mark to build his confidence in decision-making and focus on developing his problem-solving abilities.”

1 – Unacceptable

  • Fails to identify and resolve problems in a timely manner
  • Lacks critical thinking skills necessary for effective problem-solving
  • Often creates additional issues when attempting to resolve problems
  • Demonstrates a consistent inability to resolve even basic issues
  • Often avoids responsibility for problem-solving tasks
  • Fails to analyze problems effectively, leading to poor decision-making

“Sally’s problem-solving skills are unacceptable. She consistently fails to identify and resolve problems in a timely manner, and her lack of critical thinking skills hinders her ability to effectively solve challenges. Additionally, her attempts to resolve problems often create additional issues, resulting in a negative impact on the team’s overall performance.”

“Susan’s problem-solving performance has been unacceptable this year. She consistently demonstrates an inability to resolve basic issues and avoids taking responsibility for problem-solving tasks. Her ineffectiveness in analyzing problems has led to poor decision-making. It is crucial that Susan improve her problem-solving skills to succeed in her role.”

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