problem solving work performance review phrases

174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)

By Status.net Editorial Team on June 18, 2022 — 13 minutes to read

• Performance Feedback Phrases for Problem Solving Part 1
• Performance Feedback Phrases for Reliability Part 2
• Performance Feedback Phrases for Ethics Part 3
• Performance Review Examples: Additional Resources Part 4

Performance feedback is a critical part of any organization. It helps managers assess the effectiveness of their employees and identify areas for improvement. The purpose of performance feedback is to help the employee improve their skills and work better in the future.

In this article you will find performance review examples for the following skills:

• Problem Solving and Decision Making The performance review assesses an employee’s ability to analyze complex problems, evaluate options, and make sound decisions within a reasonable timeframe. Looks at how well they troubleshoot issues.
• Reliability and Dependability The performance review evaluates how consistent an employee is in completing responsibilities on time and meeting expectations. Considers aspects like attendance, punctuality, follow-through, and ability to work independently with minimal supervision.
• Integrity and Ethics The performance review evaluates an employee’s character and ethics. Looks at trustworthiness, honesty, respect for company policies/procedures, maintaining confidentiality, treating others fairly, and conducting themselves professionally.

Each section below contains positive (“Meets or Exceeds Expectations”) and negative (“Below Expectations”) examples for the skills listed above. If you are looking for more performance review examples and phrases for different skills, check our main article here (click to open 2000+ Performance Review Phrases: The Complete List)

Part 1 Problem Solving and Decision Making

Meets or exceeds expectations.

✓ He is a person with good decision-making skills and can make sound fact based judgements.

✓ He is able to work out multiple alternative solutions and determine the most suitable choice.

✓ He is objective in considering facts or situations.

✓ He doesn’t allow individual emotions or feelings influence decisions.

✓ He is decisive in difficult situations.

✓ He is supportive and encourages others to work with him.

✓ He is skilled at analyzing any situation and working out a solution.

✓ He always defines a problem clearly and seeks out alternative solutions.

✓ He always thinks twice before making his decision.

✓ He consistently updates colleagues on what is going on within the company.

✓ He is prepared to tackle complex situations and always develops suitable solutions to offer to the managers.

✓ He always understands problem thoroughly and tries to find different solutions.

✓ He only makes a decision after considering it carefully.

✓ He provides the latest information relating to his job to everyone.

✓ He does not mind facing complicated situations and always finds appropriate solutions to offer.

✓ He is objective when considering a fact or situation.

✓ He is firm to not let the individual emotion and feeling affect on the made decision.

✓ He is able to make sound fact-based judgments.

✓ He is able to analyze any problem and find the best solution to any problem.

✓ He always analyzes an issue carefully and then looks for different ways to resolve that issue.

✓ He is ready to deal with complicated consequences. He has ability to find the most suitable solutions to submit to management.

✓ He thinks through potential resolutions to problems before making a rash judgment.

✓ He keeps management apprised of ongoing problems or issues that occur within the department.

✓ He is not afraid to respond to complex issues and provide recommendations to all levels of management.

✓ He is able to successfully analyze a problem and find an appropriate resolution.

✓ He clearly explains the problem and offers the users several different resolution options.

✓ His investigative skills has provided a key resource for a team focused on solving glitches. His ability to quickly assess a problem and identify potential solutions is key to his excellent performance.

✓ He examines a problem and quickly identifies potential solutions. He recommends the most suitable solution.

✓ He understands the testing process and how to discover a solution to a particular problem.

✓ He is one of the more technical employees we have on staff. He can quickly analyze a situation and discover practical solutions.

✓ He is adept at discovering potential solutions for problems.

Below Expectations

✗ He is too hesitant to make a decision.

✗ He applies overly complex and impractical approaches to solving problems.

✗ He fails to make short-lists of solutions recommended by direct units.

✗ He is often paralyzed and confused when facing tight deadlines to make decisions.

✗ He makes too many complaints about the content of the job.

✗ He tends to apply a narrow and rushed decision-making approach.

✗ He avoid conflicts at work in relation to the decision making process.

✗ He struggles to work out a solution to any difficult problem.

✗ He is uncomfortable when faced with any awkward problem.

✗ He easily loses focus when facing a complex situation.

✗ He fails to provide managers with the necessary information when a problem arises.

✗ He repeats his mistakes over and over again. He doesn’t know how to learn from failure.

✗ He is unable to find out a solution when facing a complicated situation.

✗ He cannot give managers the requisite information when an issue occurs.

✗ He makes mistakes again and again. John needs to learn the appropriate lessons from failure.

✗ He has difficulty coming up with resolution to difficult problems.

✗ He relies on others in heated situations.

✗ He loses his focus when problems arise.

✗ He is poor at communicating a problem’s status before it becomes a crisis.

✗ He can offer potential solutions to a problem but struggles to identify the best solution.

✗ She lacks the skill to analyze a problem to discuss the core issues.

✗ He resists further training in problem solving. He believes he is proficient, yet he is lacking in many areas.

✗ It is his responsibility, in his role, to solve problems. He seems slow and indecisive when presented with a major issue.

✗ He finds it hard to look for a solution to a difficult situation.

✗ He is impossible to submit needed information to the managers when he faces a complex situation.

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

Part 2 Reliability and Dependability

✓ He is the go-to person if the task absolutely must be completed by a given time.

✓ He shows that he is a positive person who is willing to do whatever it takes to help.

✓ He is an important member of our team and will finish the task when it is required.

✓ He is willing to work overtime until the project is finished.

✓ He never fails to impress by performing well each day. We depend on him.

✓ He always finishes the jobs faithfully, He performs at or above all our expectations.

✓ He is loyal and trustworthy.

✓ He is one of our hardest workers. He demonstrates that he cares about his job, his coworkers, and the company.

✓ He consistently impresses us with her willingness to do whatever it takes to get the job done.

✓ He is a very reliable employee.

✓ He is dependable and turns in good performance each day. He never fails to impress.

✓ He shows faithful commitment to getting the job done. He consistently performs at or above expectations.

✓ When we have a task that must be done, we turn to him. He has our trust because he’s proven he can get the job done.

✓ He is known for his dependability and willingness to do what it takes.

✓ He is willing to get her hands dirty with his employees to ensure the job gets completed on time.

✓ There are many times we have tasks that absolutely must be completed by a given time. He can be relied upon to get the task accomplished on time.

✓ He has been a reliable and valued member of team. His commitment to punctuality and attendance has contributed greatly to our team’s overall success.

✓ He displays exceptional performance day after day.

✓ He keeps his word under all circumstances.

✓ He does everything possible to maintain a strong and steady performance in all circumstances.

✓ He is unfazed by any obstacles, pressures or demands that would justifiably derail others.

✓ He can be counted on to give 100 percent under all circumstances.

✓ He keeps to his commitments and works with fellow employees to help them keep to theirs.

✓ He automatically works extra hours if that’s what it takes to get the job done right.

✓ He can be counted upon for steady performance.

✓ He consistently demonstrates solid performance in all aspects of his work.

✓ He handles projects conscientiously from start to finish.

✓ He is an asset to our team. If it needs to to completed, he will finish it.

✗ We cannot depend on him. If a task must be completed it is better assigned to someone else.

✗ He does not demonstrate a willingness to complete the job.

✗ He is never willing work overtime even if the jobs requires it.

✗ He shows no willingness to do what it takes to get the job done, especially in this economy.

✗ His reliability is in doubt. His work results are often poor and must be checked frequently.

✗ He tends to leave work for others to do; while most of his coworkers are willing to work late to finish the project.

✗ His productivity is not as good as that of his coworkers.

✗ He is very loyal but he cannot be depended on. He is an irresponsible person.

✗ He is usually reliable in his work, but there have been a few incidents where this was not the case.

✗ He is very loyal guy, but cannot be depended on.

✗ We need people who are willing to do whatever it takes to get the job done. He is not one of those people.

✗ He does not demonstrate a concern for others perception of him or his job performance.

✗ His results are not as consistent as those of her coworkers.

✗ He is not reliable for his effort and does not demonstrate a willingness to do whatever it takes to get the job accomplished.

✗ He does not show a willingness to help his employees out even when production is behind. Since being promoted to supervisor, he has taken a hands off approach to the detriment of her team.

✗ He demands reliability from others, but not from himself.

✗ He has energy, drive, and performance levels that are inconsistent and unpredictable.

✗ He talks about deliverables, but does not consistently deliver.

✗ He disappoints employees who depend on him.

✗ He makes promises that he doesn’t keep.

✗ He guarantees that deadlines will be met, but consistently misses them.

✗ He is reliable when it suits him, he constantly needs to be reminded to do tasks he does not enjoy.

Related: Reliability: Performance Review Examples (1 – 5) and Dependability: Performance Review Examples (1 – 5)

Part 3 Integrity and Ethics

✓ He is very punctual and values the time of her colleagues and business partners. He has never been late to business meetings.

✓ He is a very honest person. He never abuses any company benefits for personal purposes.

✓ He is highly principled. He is a good manager who treats all employees equally, regardless of gender, age or any other factor.

✓ He has the ability to resolve disputes with clients and partners peacefully.

✓ He discourages gossip or other negative discourse at the workplace. He forms a good working climate.

✓ He is well-mannered and never criticizes his colleagues when they do something incorrectly. He helps to remedy the situation instead.

✓ He always complies with the dress code. His conduct is as proper and formal as his appearance.

✓ He is a skilled negotiator who follows corporate rules and studied techniques. His negotiation skills have had a positive impact on his career development.

✓ He has developed an effective system of encouraging and criticizing of her employees. His people-management is respected by the working community.

✓ He is one of the most moral employees. His firm stand on principles and ethics is to be commended.

✓ He follows all company policies. He abides by both the letter and the spirit of the rules.

✓ He is highly trustworthy. He shows high ideals about how he believes those around him should behave.

✓ He is someone we expect a lot out of and he consistently delivers. His daily work ethic is a standard which others should follow.

✓ He understands his legal responsibility to the company very well.

✓ His high standards of ethics are shown through all of his work on a daily basis.

✓ He maintains the highest standards of personal integrity.

✓ He displays exemplary behavior in every aspect of his work.

✓ He is highly regarded for his integrity both within and outside the company.

✓ He Is a true embodiment of the company’s values regarding integrity.

✓ He sets the standard for integrity.

✓ He Identifies the most worthy steps and then follows them.

✓ He always opts for the reputable route when given a choice.

✓ He finds and implements commendable ways to handle any ethically challenging situation.

✓ His employees emulate the very high personal standards of integrity he sets.

✓ He consistently engages in meritorious behavior.

✓ He can be counted upon to act honorably in all situations.

✓ He fosters a climate of integrity in his department.

✓ He demonstrates the highest levels of integrity in all his dealings with employees.

✓ He always deals with customers with the highest levels of integrity.

✓ He has a strong sense of integrity that underlies all his dealings with vendors.

✓ He shows good intentions in all her workplace behaviors.

✓ He consistently takes the high road.

✓ He suitably counsels employees who engage in inappropriate behaviors.

✓ He has a strong sense of right and wrong. He consistently strives to do what’s right

✓ He maintains high standards of integrity across his department.

✓ He makes decisions that consistently reflect his strong commitment to acting reputably.

✓ He quickly dismisses less than exemplary options.

✗ He seems to be too focused on his appearance and following the dress code instead of working skills.

✗ His approach to respecting corporate ethics is too strict. The staff cannot show initiative in climate he has created.

✗ He is too restrained and does not encourage or compliment his personnel when he should.

✗ He fails to reprimand his employees even when they make serious mistakes in business negotiations.

✗ He goes into excessive details during business communications to make sure colleagues understands his point of view. It takes too much working time.

✗ His own high ethical approach and his faith in other people want to work ethically is often not justified.

✗ He values a mutually beneficial cooperation with his partners and maintains good relationships with them. He absolutely forgets about the necessary competitiveness, which is also important in business.

✗ He has created democratic and equal relationships with his employees but he should have been more demanding.

✗ He has occasionally made misleading statements that have needed to be corrected.

✗ He is often lax with regard to ethics in business dealings internationally. He must manage his employees to realize that international ethics must be more carefully considered.

✗ There are some accusations from customers that he been untruthful.

✗ He meets the letter of the law but frequently fails to respect the spirit as far as our ethics policy is concerned.

✗ Bending the rules is effectively breaking them in our line of work. He needs to be more cautious about sticking strictly to the rules as defined.

✗ He lets expedience take priority over integrity.

✗ He sets integrity aside when pursuing his goals.

✗ He tries to rationalize his less-than-meritorious behaviors.

✗ Integrity does not seem to rank particularly highly on his list of priorities.

✗ He always expects integrity from others, but doesn’t always display it himself.

✗ He demonstrates acceptable levels of integrity only intermittently.

✗ He has show several recent lapses in integrity.

✗ He violates company standards and expectations regarding employee integrity

✗ He has put the company at risk with his inappropriate actions.

✗ He engages in underhanded behaviors.

✗ Has taken actions that have caused his employees to question his integrity.

✗ He has generated complaints from customers because of issues with his integrity.

✗ He has been the cause of concern from vendors because of his integrity.

✗ He has cost the company customers and money because of his disingenuous behavior.

✗ He has engaged in questionable behaviors that have led to corporate embarrassment.

Related: Integrity: Performance Review Examples (1 – 5) and Ethics: Performance Review Examples (1 – 5)

Learn more:

How to Give Performance Feedback? Techniques and Examples (Positive, Negative, STAR Feedback)

How to Identify and Handle Employee Underperformance? 5 Proven Steps

How to Integrate an Effective Performance Management System?

More Performance Review Examples

Here you can find more performance review examples: click to open 2000+ Performance Review Phrases: The Complete List

• How to Give Performance Feedback? Techniques and Examples (Star Feedback)
• 30 Employee Feedback Examples (Positive & Negative)
• 2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)
• 169 Leadership Performance Review Examples for Management Style, Planning, Supervision
• Job Knowledge Performance Review Phrases (Examples)
• 242 Performance Appraisal Examples (Creativity, Accountability, Customer Satisfaction)

Performance review phrases for employee evaluation (with examples)

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

TABLE OF CONTENTS

Performance review comments example

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

PHRASES FOR PERFORMANCE EVALUATION

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

Performance review closing comments

• Do performance reviews with software ✅

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

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

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

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

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

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

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

Performance review strength

Example Phrases for addressing employee strengths:

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

Performance review weakness

Example Phrases for addressing employee weaknesses:

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

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

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

Performance review phrases collaboration

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

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

Meets or Exceeds Expectations

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

Below Expectations

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

Performance review teamwork phrases

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

Performance review phrases for teamwork

Meets expectations

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

Below expectations

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

Performance review phrases professionalism

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

Meets or exceeds expectations

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

Performance review phrases attendance

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

Attendance and punctuality performance review sample

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

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

Employee performance review phrases attendance

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

Performance review comments quality of work

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

Productivity and quality of work performance review examples

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

Performance review phrases adaptability

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

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

Performance review communication skills comments

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

Performance review phrases communication skills

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

Performance review phrases for innovation and creativity

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

Creativity performance review phrases

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

Accountability performance review phrases

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

Performance review accountability

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

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

Performance review customer focus

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

Performance review phrases for customer focus

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

Performance review phrases decision making

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

Performance review phrases problem solving

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

Performance review phrases for dependability

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

Performance review phrases reliability

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

Performance review phrases integrity

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

Performance appraisal phrases for integrity

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

Performance review phrases flexibility

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

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

Performance review for leadership

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

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

Performance review comments initiative

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

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

Employee performance review comments job knowledge

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

Performance review job knowledge phrases

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

Planning and organizing performance review phrases

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

Meets or exceed expectations

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

Performance review phrases time management

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

Performance review time management phrases

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

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

Related posts

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Performance reviews are a great opportunity to give an employee feedback on their poor performance to help them improve or to give them recognition for a job well done. Common performance review skill categories that are reviewed include productivity, work quality, and attendance. The right performance review phrases said in a goes a long way to motivate an employee to continue their good performance or improve on weaknesses.

If you’re a supervisor or manager looking for the right performance review phrases to recognize employees’ good work and address their weaknesses, this article will provide ideas for topics to discuss and examples of phrases you can use in your next performance reviews.

Key Takeaways:

Annual performance reviews are a good opportunity to talk about employees’ strengths, weaknesses, and growth, as well as to discuss training opportunities, goals, and any pay adjustments.

It’s a good idea to discuss employees’ productivity and work quality as well as their soft skills such as cooperation, accountability, and communication.

Give your employees plenty of notice about their performance review and then prepare for it by looking at their job description and KPIs and making a rubric based on those.

Examples of performance review phrases for productivity

Examples of performance review phrases for quality of work, examples of performance review phrases for attendance, examples of performance review phrases for punctuality, examples of performance review phrases for communication, examples of performance review phrases for teamwork and cooperation, examples of performance review phrases for interpersonal abilities, examples of performance review phrases for adaptability, examples of performance review phrases for problem-solving, examples of performance review phrases for achievement, examples of performance review phrases for leadership, examples of performance review phrases for innovation, examples of performance review phrases for attitude, examples of performance review phrases for accountability, what is a performance review, how to prepare for a performance review, performance review faq, final thoughts.

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Positive productivity performance review phrases

“Always manages their time well and is extremely well-organized.”

“Displays endless drive to improve productivity, profits, and meet business goals.”

“Your excellent work ethic speaks for itself.”

“Consistently contributes measurable value to company goals and projects.”

Negative productivity performance review phrases

“Often resists changes that could lead to an increase in productivity.”

“Distracts coworkers, impacting their productivity.”

“Poor time management often leading to failure to complete assigned work on time.”

“Sets a low bar and does as little as possible to get by.”

Positive quality of work performance review phrases

“Positively contributes to the performance of the team through their high-quality work.”

“Can be relied upon to consistently maintain a high quality of work.”

“I was blown away by the quality of your work.”

“Most employees aren’t as thorough in their work as you.”

Negative quality of work performance review phrases

“Often expects coworkers to complete unfinished tasks.”

“Regularly fails to follow established processes.”

“Delivers work of an inconsistent quality.”

“Rarely attains monthly performance goals.”

Positive attendance performance review phrases

“Begins every day fully prepared and ready to work.”

“Shows respect for the time of others by always coming to work on time.”

“A reliable worker who is always there when you need their help.”

Negative attendance performance review phrases

“Fails to meet company standards for attendance.”

“Often offline on communication channels when working remotely.”

“Regularly take more frequent or longer breaks than permitted.”

“Has not met attendance objectives set at previous performance appraisal.”

Positive punctuality performance review phrases

“Always follows through on their promises and delivers work ahead of time.”

“Consistently meets deadlines and can always be relied upon.”

“You’re among the most reliable workers I’ve ever had.”

“I really respect how you always take your promises seriously.”

Negative punctuality performance review phrases

“Meeting times often start later than scheduled or run over time.”

“Regularly late to work without reason.”

“Needs to work on responding to meeting invitations.”

“I want our team to be known for respecting others, and when you arrive late to meetings, it’s disrespectful.”

Positive communication performance review phrases

“Is mindful of the team and provides any updates when their situation changes.”

“Is able to effectively break down complex ideas and bring everyone on board.”

“Has a way of explaining complicated subjects to anyone.”

“ Thank you for always speaking up during team meetings and providing important updates.”

“You’re always quick to answer and follow up on emails .”

Negative communication performance review phrases

“Actively avoids conversations with managers and supervisors.”

“Struggles to communicate ideas and information with team members.”

“Often fails to provide timely project updates.”

“Has a tough time communicating constructive feedback to others.”

Positive teamwork and cooperation performance review phrases

“Extremely easy to work with and respects all team members.”

“Always puts the team first and adapts to any situation.”

“Improves team atmosphere by resolving conflicts between others.”

“Everyone tells me they really enjoy working with you.”

Negative teamwork and cooperation performance review phrases

“Often sticks to a small team, failing to find help and resources in other departments.”

“Unwilling to help others with tasks when asked.”

“Prefers to work alone, even when a project has multiple stakeholders.”

“You’re very skilled in what you do, but I’ve noticed you haven’t joined any of the new projects our team has taken on. You have a lot to offer, and I’d love to see you stretch yourself and take on some of these new responsibilities and challenges.”

Positive interpersonal abilities performance review phrases

“Has a pleasant personality that contributes to a positive team environment.”

“Maintains positivity and raises team morale during challenge circumstances.”

“Is thoughtful of other team members and is always pleasant to work with.”

“You always know how to cheer everyone up.”

Negative interpersonal abilities performance review phrases

“Does not work well with others on the team.”

“Needs to improve attitude when receiving constructive feedback.”

“Your customer satisfaction reviews are always really high on the phone, but they aren’t as great after you meet with a client in person. Why do you think that is? What training or resources can we get you to help with that?”

“I respect and appreciate your ability to be honest and direct with everyone, but sometimes it comes across as unfriendly or even rude. I’d hate to see that hinder your ability to create strong working relationships, so I’d like you to take this course in office communication to help you get your points across more effectively.”

Positive adaptability performance review phrases

“Is extremely understanding and flexible when unforeseen circumstances arise.”

“Can be counted on to be a team player during less than ideal situations.”

“Is able to quickly find ways to contribute when factors that influence business operations change.”

“I want to thank you for how flexible you’ve been during this difficult period.”

Negative adaptability performance review phrases

“Easily becomes frustrated when unexpected challenges arise.”

“Pushes back against new processes and policies without fully implementing or adhering to them.”

“Resists changes that could lead to higher productivity.”

“You do excellent work, and I think you’d do even better if you didn’t let the pressure get the better of you in stressful situations. You’re a very capable employee, and I hate to see you lose your confidence in those times. How can I help you with that?”

Positive problem-solving performance review phrases

“Demonstrates expertise and critical-thinking skills by cleverly finding solutions to problems.”

“Is always a reliable source of help for employees who need assistance.”

“You’re able to overcome any obstacle that stands in your path.”

“Is there anything you can’t do?”

Negative problem-solving performance review phrases

“Unwilling to work on problems outside of skill set.”

“Fails to contribute to group discussions on how to approach problems.”

“Can be indecisive in producing and implementing new solutions.

“Struggles to see patterns in recurring issues.”

Positive achievement performance review phrases

“Always surprises the entire team with the exceptional quality of their work.”

“Is constantly looked up to by staff members for their exceptional abilities.”

“You’re one of the most uniquely skilled professionals I’ve ever worked with.”

“You never fail to break records that we all thought were unbreakable.”

Negative achievement performance review phrases

“Has consistently struggled to meet KPIs.”

“Struggles to set measurable goals that align with the strategic needs of projects.”

“Does not set personal goals for improvement.”

“Unmotivated by achievement.”

Positive leadership performance review phrases

“Improves the job performance of the entire team by leading by example.”

“It’s extremely commendable how you always bring new employees up to speed.”

“Not only delivers high-quality work, but strengthens the entire culture of the team.”

“Having you on the team makes a massive difference.”

“Calling you anything but a team leader would be selling you short .”

Negative leadership performance review phrases

“Struggles to motivate employees to work hard and on task.”

“Indecisive about allocating responsibilities.”

“Sets unclear goals and objectives, making it hard to measure results in a meaningful way.”

“Workers often complain about a lack of recognition for a job well done.”

Positive innovation performance review phrases

“You always bring a unique perspective that nobody else had thought of.”

“It’s admirable how you’re able to view the same situation in a completely new light.”

“Wow, nobody knew it was even possible to do it in a better way until you showed us.”

“You come up with amazing ideas.”

Negative innovation performance review phrases

“Uninterested in trying novel solutions or integrating the creative ideas of others.”

“Has a difficult time formulating new ideas when normal processes fail.”

“Resists implementing new processes that have been proven as more effective.”

Positive attitude performance review phrases

“Everyone appreciates your upbeat attitude.”

“Even when things are tough, you continue to maintain a positive mindset.”

“You’re always quick to offer a healthy perspective.”

Negative attitude performance review phrases

“Inconsistent working relationship with some team members.”

“Often defiant when assigned tasks, openly questioning the wisdom of supervisors.”

“Becomes easily upset when unexpected challenges come up.”

“Noticeably unexcited about company goals, bringing down the enthusiasm of other members of the team.”

Positive accountability performance review phrases

“Shows honesty and strong character by accepting accountability when appropriate.”

“Strives to constantly improve on their work and is never satisfied with less-than-perfect results.”

“Your honesty and prioritization of the team ahead of all else are inspiring.”

Negative accountability performance review phrases

“Often blames others for mistakes.”

“Regularly fails to follow up with clients.”

“Needs to improve the ability to learn from errors.”

Performance reviews are evaluations where supervisors appraise an employee’s performance at work.

The main topics that are commonly discussed during the appraisal process are:

Strengths and weaknesses. Employees are made aware of the areas in which they excel or underperform. This is an opportunity to define performance expectations clearly.

Employee progress. If a particular weakness was identified in a previous performance review, supervisors should comment on whether the employee has taken the necessary actions to fix it.

Training opportunities. Managers may suggest career development resources or certification programs that fit the employee’s situation.

Future goals. Employees and supervisors will often agree to an improvement plan to address weaknesses . Whether the employee met these goals and objectives can be assessed during the next performance appraisal.

Pay adjustments. Performance reviews are also an opportunity to give employees promotions or raises .

Performance evaluations are conducted on a regular basis that’s determined by the organization or team. These periods are typically six months apart but can also be quarterly, monthly, or even more frequent.

Update job descriptions. Employees appreciate clarity in the way their role is defined, and from an organizational standpoint, delineating roles clearly is an important element of planning. You can even have employees help with this process to make sure the written word matches the actual job.

Determine the purpose of the role. With the above point in mind, it’s also crucial to understand why the position exists in the first place. Is the reason you created the role still the primary function or has the need for that responsibility passed?

Recalibrate your KPIs . Again, most employees appreciate concrete goals. But those goals and the ability to replicate them infinitely are not static. Maybe a goal of 100 cold calls a week no longer makes sense when you’ve already reached out to most of the local businesses you could serve, for example.

Identify skill gaps. Sometimes, skill gaps can creep on you and your business. With how fast technology changes in today’s world, you need to constantly reevaluate the skill sets of your employees and lend a hand when they need it.

Make a rubric. Or familiarize yourself with the one provided by your company. It’s good to have a plan for what topics you want to cover and in what order. It might also make sense to change the order of events for certain employees.

Inform employees in advance. It’s best to give at least a week’s notice before performance reviews, but more or less time could make sense depending on the nature and size of your organization. You want to give everyone a chance to consider what they want to discuss at the meeting and prepare responses to questions they know will come up.

What should I say in a performance review?

You should say both positive observations and constructive criticisms to your employee in a performance review. It’s important to let employees know the good things you’ve seen them doing in addition to calling out their weak points, and don’t forget to provide resources and support on how to improve those weak points.

How do you write an impactful performance review phrase?

You write an impactful performance review phrase by being specific and using quantifiers. Saying that an employee is “always positive even in the most stressful situations” is far more impactful than just saying, “they have a good attitude.”

What should I say in my boss review?

You should say positive things in your boss review. Even if you have some negative things to say, they’ll go over far better if you include honest, positive feedback as well.

Are performance reviews important?

Yes, performance reviews can be important because it’s a way to give both the company and employees important feedback. Without feedback, whether positive or negative, managers and employees are not able to improve their skills. Without feedback, someone may be unaware of their poor performance and not be able to change it. It’s also a great opportunity for employers to highlight and give recognition to a job well done.

Effective performance reviews are critical for maximizing employee engagement. Simply recognizing a subordinate’s efforts and delicately addressing their weaknesses can significantly improve the value they bring to your business.

In addition to the example performance review phrases we’ve given you, think of other ways you can sincerely show appreciation to your employees. They’ll be sure to return that appreciation and continue their positive behavior.

MyHR – Why Performance Reviews are Important

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Chris Kolmar is a co-founder of Zippia and the editor-in-chief of the Zippia career advice blog. He has hired over 50 people in his career, been hired five times, and wants to help you land your next job. His research has been featured on the New York Times, Thrillist, VOX, The Atlantic, and a host of local news. More recently, he's been quoted on USA Today, BusinessInsider, and CNBC.

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300 Performance Review Phrases in 20 Areas of Work

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

Two pieces of advice before you get started:

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

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

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

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

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

Active Listening

1. Is an active and focused listener

2. Makes sure the team feels heard

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

4. Listens with an open mind

5. Demonstrates a sincere appreciation for opposing viewpoints

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

7. Asks insightful questions to understand the root cause

8. Empathizes with others who have opposing viewpoints

9. Follows instructions with care and attention

Needs Improvement

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

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

12. Interrupts peers

13. Constantly interjects into conversations

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

15. Stops listening when presented with an opposing viewpoint

Administration

16. Is effective when handling large amounts of data 

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

18. Is capable of working independently from day one

19. Is a strong team player
 

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

21. Can make independent decisions when necessary
 

22. Demonstrates good time management skills
 

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

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

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

Areas for Improvement 

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

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

28. Seemed to have trouble getting organized this week
 

29. Demonstrates disinterest in the administrative aspects of the job 

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


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

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

Attendance & Being On-Time

33. Is punctual and consistently on-time to meetings

34. Arrives at meetings on time and is always prepared

35. Attained perfect attendance over $time_period

36. Schedules time-off according to company policy

37. Completes deadlines as promised

Areas for improvement

38. Does not meet attendance standards for punctuality

39. Has exceeded the maximum number of vacation days allotted

40. Is frequently late to work

41. Does not return communications in a timely manner

42. Is a quick study 

43. Learns from mistakes 

44. Is willing to hear constructive criticism 

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

46. Takes responsibility for own mistakes and failures 

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

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

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

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

Areas of Improvement

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

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

Communication

53. Regularly gives constructive feedback

54. Is willing to entertain others ideas

55. Asks great questions

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

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

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

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

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

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

62. Makes new employees feel welcome

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

64. Blames others for problems

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

66. Fails to alert proper personnel regarding bad news

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

68. Humiliates staff members on a regular basis

69. Has trouble communicating effectively in groups

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

71. Makes others feel intimidated when working on company projects

Cooperation

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

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

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

75. Fosters a cooperative atmosphere 

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

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

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

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

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

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

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

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

84. Artfully changes when presented with new information and ideas

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

86. Contributes fresh ideas regularly

87. Encourages coworkers to be inventive

88. Contributes innovative ideas in group projects

89. Contributes suggestions regularly on how to improve company processes

90. Demonstrates disinterest in contributing creative or innovative ideas

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

92. Fails to properly attribute coworkers who contribute innovative solutions

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

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

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

Customer Relations

96. Works effectively with clients

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

98. Enjoys the people related aspects of the business

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

100. Has become a linchpin with clients

101. Consistently spearheads effective customer relations

102. Is empathetic towards customer issues

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

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

105. Artfully helps customers overcome objections

106. Can handle difficult customers with grace

107. Consistently receives substandard comments from customers

108. Appears disinterested in helping customers with their challenges

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

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

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

112. Uses inappropriate language with colleagues or customers

113. Appears to become frustrated by clients who ask questions

114. Displays sarcasm when dealing with client challenges

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

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

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

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

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

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

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

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

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

Flexibility

124. Constantly identifies more efficient ways of doing business


125. Is accepting of constructive criticism


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


127. Is calm under pressure


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


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

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

131. Tends to resist activities where the path is unknown

132. Appears uninterested in new duties

133. Becomes uptight when the plan changes

Goal-Setting

134. Is effective at goal-setting and challenging oneself

135. Clearly communicates goals and objections to coworkers

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

137. Sets concrete and measurable goals

138. Sets aggressive targets to meet business objectives

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

140. Proactively shares progress on goals

141. Is inconsistent in defining goals and objectives

142. Struggles to set goals that align with company objectives

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

144. Struggles to communicate when deadlines will be missed

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

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

147. Is unwilling to claim responsibility for missed goals

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

149. Finds creative ways to solve problems and improve processes 

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

151. Contributes new ideas to team project discussions regularly 

152. Contributes new ideas at staff meetings  

153. Contributes well-thought out suggestions for company improvements 

154. Evolves process improvement ideas in staff meetings 

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

Areas of Improvement 

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

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

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

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

Interpersonal skills

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

160.Is a strong team player who thrives on teamwork 

161. Has the ability to diffuse conflict among peers 

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

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

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

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

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

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

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

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

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

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

172. Displays defensiveness when receiving constructive criticism

173. Appears uncomfortable when asked questions during group discussion

174. Shows sound judgment when evaluating multiple opportunities

175. Comes to reasonable conclusions based on information presented

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

177. Remains calm, especially under stress

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

179. Is confident and persuasive when making big decisions

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

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

182. Effectively prioritizes urgent matters with those that can wait

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

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

185. Consistently displays analysis paralysis when making a decision

186. Makes big decisions without approval from respective parties

187. Is unable to keep confidential information private

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

Leadership Ability

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

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

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

192. Actively listens to his/her team

193. Creates a culture of dialogue

194. Recognizes staff for a job well done

195. Provides just enough conflict to find the best outcome

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

197. Demonstrates a high bar for ethical behavior

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

199. Fails to plan for the future

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

201. Rarely gives recognition to his/her team

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

203. Fails to keep confidential information secret

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

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

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

207. Consistently seeks out professional development opportunities 

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

209. Is able to learn from past mistakes 

210. Consistently seeks out new experiences 

Needs Improvement 

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

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

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

214. Has difficulty accepting criticism 

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

Management skills

216. Is self-motivated

217. Manages time well

218. Sets attainable goals and objectives

219. Is able to effectively prioritize amongst competing demands

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

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

222. Recognizes the contributions of peers and subordinates

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

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

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

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

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

Motivation & Drive

228. Constantly pursues learning opportunities

229. Consistently takes on additional responsibility for the team

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

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

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

233. Requires little direction when given a new responsibility

234. Is not afraid to take calculated risks

235. Is not afraid to make periodic mistakes

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

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

238. Resists opportunities to train and learn new things

239. Contributes few suggestions to projects with ambiguity

240. Can be overzealous, stepping on others’ toes

241. Seems unwilling to learn new things

242. Struggles to do tasks without assistance from peers

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

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

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

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

247. Is an effective time manager 

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

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

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

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

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

253. Has difficulty making quick decisions under pressure 

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

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

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

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

Problem-Solving Skills  

258. Sees problems as challenges to be overcome

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

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

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

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

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

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

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

266. Demonstrates effective leadership skills when solving group problems 

267. Demonstrates disinterest in pressure testing ideas with others 

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

269. Fails to take action when a problem is raised 

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

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

272. Does not solve problems in an efficient manner 

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

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

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

Time Management

276. Handles multiple assignments and projects well with limited supervision 

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

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

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

280. Is able to complete assignments even with extended deadlines 

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

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

283. Has difficulty balancing multiple assignments and projects 

284. Does not manage his/her time effectively 

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

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

Understanding of Job Responsibilities

287. Has a strong understanding of job responsibilities

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

289. Has deep knowledge that surpasses job expectations

290. Regularly contributes and works with other departments

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

292. Shares knowledge with peers

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

294. Is adept in all areas of job responsibility

295. Has little understanding of the competitive landscape

296. Has difficulty locating necessary information to complete job responsibilities

297. Produces many unnecessary errors

298. Produces substandard work

299. Fails to demonstrate a strategic mindset

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

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

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Performance review template

Download our template for better performance reviews today.

Latest blog posts, 118 performance review phrases to develop your team.

Which performance review phrases should you use the next time you (or your managers) are running a review? We compiled a collection of phrases that can be mixed and matched and leveraged as part of the performance process .

• 1 118 performance review phrases you can use 
• 2 Communication and interpersonal skills
• 3 Time management
• 4 Attendance
• 5 Leadership
• 6 Performance
• 7 Collaboration
• 9 Attitude and dependability
• 10 Innovation and motivation
• 11 Creativity
• 12 Adaptability
• 13 Goal-setting
• 14 How to deliver performance review phrases 
• 15 Constructing your own review phrases 
• 16 Run better employee performance reviews with Personio 

118 performance review phrases you can use 

From communication to innovation, our curated list empowers you to conduct effective performance reviews that inspire growth, foster collaboration and drive excellence across your entire organisation. 

Enable your line managers to host great performance conversations

Download our performance review template to help your teams design, structure and run performance reviews that truly make the grade. Grab your copy for free right now.

Communication and interpersonal skills

Positive phrases:.

Excellent communicator, both written and verbal.

Demonstrates active listening skills.

Effectively conveys ideas and information.

Able to establish rapport with colleagues and clients.

Handles difficult conversations with professionalism.

Open to feedback and receptive to suggestions.

Builds strong relationships with team members.

Fosters a positive and inclusive work environment.

Constructive phrases:

Struggles to communicate clearly and concisely.

Needs improvement in active listening.

Tends to interrupt others during conversations.

Could work on handling conflicts more diplomatically.

Sometimes avoids having difficult conversations.

Should be more open to receiving feedback.

Needs to improve relationship-building skills.

Could contribute more to a positive team atmosphere.

Time management

Efficiently manages time and prioritises tasks.

Meets deadlines consistently.

Shows excellent organisational skills.

Able to multitask effectively.

Consistently completes tasks ahead of schedule.

Manages workload effectively during peak periods.

Struggles with time management and often misses deadlines.

Needs better organisation to improve time management.

Could benefit from prioritising tasks more effectively.

Sometimes overcommits and becomes overwhelmed.

Needs to improve workload management during busy times.

Has outstanding attendance and punctuality.

Reliably meets all work schedule requirements.

Takes minimal unplanned time off.

Demonstrates a strong commitment to work attendance.

Occasionally arrives late or leaves early without prior notice.

Takes too many unplanned absences.

Needs to improve punctuality.

Should provide more advance notice for time off.

Provides clear direction and sets a positive example.

Motivates and inspires team members.

Exhibits strong decision-making skills.

Demonstrates excellent problem-solving abilities.

Leads by example and earns the respect of the team.

Effectively delegates tasks and responsibilities.

Provides constructive feedback to team members.

Struggles to provide clear direction to the team.

Needs to work on motivating team members.

Could improve decision-making skills under pressure.

Occasionally struggles with problem-solving.

Needs to lead by example more consistently.

Could delegate tasks more effectively.

Needs to provide more frequent feedback to team members.

Performance

Consistently exceeds performance expectations.

Achieves goals and targets consistently.

Takes initiative to improve performance.

Delivers high-quality work consistently.

Demonstrates a strong work ethic.

Shows dedication and commitment to the job.

Occasionally falls short of performance expectations.

Needs to set more specific and achievable goals.

Could be more proactive in seeking performance improvement.

Occasionally delivers work of lower quality.

Needs to improve consistency in work output.

Collaboration

Works effectively with colleagues from diverse backgrounds.

Builds strong working relationships with team members.

Encourages a culture of collaboration.

Shares knowledge and resources willingly.

Actively participates in team projects and initiatives.

Collaborates effectively across departments.

Occasionally struggles to work well with others.

Could improve interpersonal skills within the team.

Needs to contribute more to a collaborative culture.

Should be more willing to share knowledge and resources.

Sometimes lacks participation in team efforts.

An essential team player who consistently contributes.

Demonstrates a willingness to assist team members.

Effectively collaborates with colleagues to achieve goals.

Promotes a positive team spirit.

Needs to improve teamwork skills.

Occasionally fails to support team members.

Could work on better collaboration within the team.

Should contribute more to a positive team atmosphere.

Attitude and dependability

Maintains a positive and optimistic attitude.

Remains composed and focused under pressure.

Can be relied upon to complete tasks effectively.

Takes ownership of responsibilities.

Demonstrates a strong sense of responsibility.

Is adaptable and willing to take on new challenges.

Sometimes displays a negative attitude.

Could improve composure in high-stress situations.

Needs to be more dependable in completing tasks.

Should take more ownership of responsibilities.

Occasionally struggles with adaptability.

Innovation and motivation

Brings fresh ideas and innovative solutions to the team.

Motivates colleagues through enthusiasm and creativity.

Demonstrates a strong passion for the work.

Encourages a culture of innovation within the team.

Proactively seeks opportunities for improvement.

Could be more innovative and creative in problem-solving.

Needs to motivate team members more effectively.

Should demonstrate more enthusiasm for the job.

Could contribute more to fostering a culture of innovation.

Needs to be more proactive in seeking improvement opportunities.

Exhibits a unique and creative approach to problem-solving.

Brings a fresh perspective to projects and challenges.

Demonstrates a strong creative flair in work.

Occasionally lacks creativity in problem-solving.

Could benefit from thinking more outside the box.

Needs to develop a more creative approach to tasks.

Adaptability

Adapts easily to changing circumstances and priorities.

Remains flexible and open to new ideas.

Thrives in a dynamic work environment.

Struggles to adapt to changing situations.

Could be more flexible in handling new challenges.

Needs to improve adaptability in a rapidly changing environment.

Goal-setting

Sets clear and achievable goals.

Consistently meets or exceeds established objectives.

Shows a strong commitment to personal and professional growth.

Sometimes sets unrealistic goals.

Could benefit from more realistic goal-setting.

Needs to improve goal attainment.

How to deliver performance review phrases 

Now that you have this list, get your leaders and managers to deliver these performance review phrases to maintain consistency across your organisation. 

To help make them even more actionable, we’d share some of the following tips to help your managers communicate more effectively: 

Be specific: Encourage managers to be specific and partner these phrases (whether one or a collection of them) with real examples. This makes them more tangible. 

Focus on behaviours: Remember the importance of communicating not on the person, but on the behaviour perceived. Address actions, not attributes. 

Direct is best : Let your managers know that direct, potentially uncomfortable feedback is best. Don’t skirt the issue. 

Be timely: Some of the best examples of performance appraisals are those that happen more regularly. Feedback deserves to be communicated quickly.

Require input: Encourage employees to self-assess and share their perspectives during the review process.

Co-create goals: Collaboratively set future goals and discuss how to support an employee's professional growth.

The best way to deliver performance review phrases is as part of a holistic performance management framework. They should be specific, backed up by examples, supported by additional feedback from colleagues and forward-looking. 

Constructing your own review phrases 

Want to create something a bit more tailored to your organisation and ways of working? Here is a handy formula that can help you craft your own phrases: 

Action + Task + Impact 

First, start with an action verb or a mandate to describe what the employee did. Examples include “achieved,” “completed,” “needs to,” “demonstrates,” etc. 

Then, identify the task in question. This is where you can be more concise and specific to your organisation. Name the project or work done. 

Finally, finish with impact. Whether positive or negative, comment on the effect of the task and the behaviour exhibited. 

And, keep a couple of the following best practices in mind: 

Quantify achievements: Whenever possible, use data or metrics to quantify an employee's accomplishments.

Tailor feedback to goals: Align your feedback with the employee's goals, job responsibilities or career progression framework . 

Avoid jargon: Use language that is clear and easily understandable, avoiding industry-specific jargon.

Run better employee performance reviews with Personio 

The fact is that performance review phrases are only one part of the entire performance review process. We hope this list gave you a good source of inspiration, which begs the question: How are organisations currently run at your organisation? 

Personio’s all-in-one HR software offers a Performance & Development feature to set up cycles, collect feedback, prompt managers and run organisation-wide performance reviews in an automated and seamless way. You can learn more here . 

Speak with one of our HR experts today to see Personio in action. 

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October 2023

January 2023

• Great Workplaces
• DEI Leaders
• HR Thought Leaders
• Incorporating 160 Effective Performance Phrases in Your Performance Appraisal Review Templates
• Anna Verasai
• May 09, 2023

The process of conducting a performance appraisal can be a daunting task for many managers and HR professionals. It involves assessing an employee’s strengths and weaknesses, setting goals, and providing feedback on their performance. While it’s easy to fall into the trap of using generic phrases and templates, truly effective performance reviews require a personalized touch.

To make the most of performance appraisals, it’s important to use performance appraisal examples that reflect your organization’s culture and values. With the right performance review templates and sample performance appraisals, you can create a language that resonates with your employees, helping them understand their strengths and areas for improvement.

But what makes an effective performance review? The answer lies in using the right performance appraisal phrases and performance evaluation language. Using obscure words and unique expressions can help keep your employees engaged and motivated to improve their performance. Providing effective performance feedback examples and performance appraisal comments can help managers provide constructive feedback that empowers employees to achieve their goals.

Performance Appraisal Phrases For Employee Performance Reviews

In this article, we’ll delve into the intricacies of conducting performance appraisals, exploring the best practices for creating effective performance review templates, and providing sample performance appraisals that reflect your organization’s unique culture. We’ll also explore the art of crafting effective performance appraisal phrases, providing insights into how to provide employee review feedback that truly drives performance. By the end of this article, you’ll be equipped with the knowledge and skills you need to conduct performance appraisals that inspire your employees to reach their full potential.

When conducting a performance appraisal, it’s essential to have a clear set of categories to assess an employee’s performance. By using well-defined categories, managers can provide specific feedback that helps employees improve their work performance. Additionally, having a variety of phrases to choose from helps ensure the review is comprehensive and objective. Below are some categories and phrases to consider when conducting a performance appraisal.

COMMUNICATION SKILLS

Let’s face it, miscommunication can be a huge obstacle in the workplace. Poor communication can lead to misunderstandings, mistakes, and even conflicts. By evaluating an employee’s communication skills , employers can identify areas for improvement and provide targeted training to help them become more effective communicators.

By emphasizing communication skills in the performance evaluation process, employers can also encourage their employees to develop their own unique communication styles. Some employees may be more comfortable with written communication, while others may excel in public speaking or interpersonal communication. By recognizing and rewarding these strengths, employers can create a diverse and dynamic team. Here are 20 performance appraisal phrases to provide feedback on an employee’s communication skills:

• Articulates ideas and thoughts clearly and concisely.
• Uses active listening skills to understand others’ perspectives.
• Effectively communicates with both internal and external stakeholders.
• Responds to feedback constructively and with an open mind.
• Speaks with confidence and clarity during presentations.
• Writes clearly and effectively in both formal and informal settings.
• Keeps others informed and up-to-date on relevant information.
• Demonstrates strong negotiation and conflict resolution skills.
• Adapts communication style to fit the needs of different audiences.
• Asks thoughtful questions to gather information and clarify understanding.
• Maintains a positive and professional tone in all communication.
• Demonstrates empathy and understanding when communicating with others.
• Provides clear and constructive feedback to colleagues and team members.
• Uses appropriate body language and nonverbal cues in communication.
• Proactively communicates challenges or roadblocks to prevent issues from arising.
• Collaborates effectively with team members and encourages open communication.
• Strives to continuously improve communication skills through training and feedback.
• Uses technology effectively to enhance communication and collaboration.
• Takes ownership of communication mistakes and works to correct them.
• Acts as a positive role model for effective communication within the organization.

By incorporating these communication skills categories and phrases into performance appraisals, employers can effectively assess and improve their employees’ communication skills. Performance appraisal templates, examples, and comments are valuable resources for managers to conduct effective performance appraisals that provide employees with constructive feedback and support their growth and development.

Leadership skills aren’t just about being a boss or a manager. They can be demonstrated at any level of an organization, from entry-level employees to executives. And when leadership skills are valued and encouraged in the performance evaluation process, employees are more likely to take ownership of their work, seek out new challenges, and contribute to the overall success of the organization.

So, if you’re an employer or a manager, consider making leadership skills a priority in your performance evaluation process. Look for employees who demonstrate a strong sense of initiative, communication, and teamwork. Provide opportunities for training and development, and recognize and reward those who excel in leadership. And if you’re an employee, don’t underestimate the value of leadership skills in your career. Even if you’re not in a formal leadership position, you can still demonstrate leadership qualities in your work and make a meaningful impact on your team and your organization .

Here are 20 performance appraisal phrases that can be used to evaluate leadership skills include:

• Demonstrates a clear vision and inspires others to follow.
• Displays strong decision-making skills in high-pressure situations.
• Leads by example, setting a high standard for others to follow.
• Effectively communicates expectations and goals to team members.
• Encourages and facilitates collaboration among team members.
• Proactively identifies and addresses potential issues before they become problems.
• Recognizes and rewards team members for their contributions.
• Provides constructive feedback in a supportive manner.
• Acts as a mentor and coach to team members, helping them develop their skills.
• Takes ownership of projects and holds team members accountable for their roles.
• Maintains a positive attitude and fosters a culture of positivity.
• Adapts to change quickly and effectively.
• Develops and implements strategies for continuous improvement.
• Takes calculated risks and encourages others to do the same.
• Demonstrates a strong sense of empathy and emotional intelligence.
• Prioritizes and manages time effectively to ensure successful completion of tasks.
• Creates a sense of purpose and meaning for team members in their work.
• Is receptive to new ideas and feedback from team members.
• Proactively seeks out opportunities for professional development.
• Maintains a professional demeanor in all interactions, setting an example for others.

By using these categories and phrases, organizations can effectively evaluate and recognize employees who demonstrate strong leadership skills, and provide them with the feedback and support they need to continue to grow and excel in their roles.

ATTENDANCE AND PUNCTUALITY

Attendance and punctuality may seem like basic workplace expectations, but they are actually critical indicators of an employee’s commitment and reliability. Consistently showing up on time and being present when scheduled sends a strong message to colleagues and supervisors that an employee is serious about their job and values their role in the organization.

So why is attendance and punctuality such an important factor in the performance evaluation process? Well, for starters, it directly impacts productivity and efficiency. When an employee is absent or arrives late, it can disrupt workflows, delay projects, and cause unnecessary stress for their colleagues.

But it’s not just about the immediate impact on day-to-day operations. Attendance and punctuality also speak to an employee’s overall work ethic and dedication to their job. When someone consistently misses work or shows up late, it can raise questions about their reliability and commitment to the organization.

Here are 20 performance review phrases to evaluate attendance and punctuality:

• Regularly arrives at work on time and ready to start the day.
• Demonstrates a strong commitment to attendance and punctuality.
• Consistently meets attendance and punctuality expectations.
• Arrives early to ensure ample time to prepare for the day ahead.
• Has a consistent attendance record and rarely misses work.
• Shows up to work on time every day, ready to contribute.
• Sets a positive example for the team with their punctuality and attendance.
• Consistently meets deadlines and arrives at meetings on time.
• Is a reliable team member who can be counted on to show up on time.
• Prioritizes attendance and punctuality as a key part of their job.
• Rarely takes unscheduled time off and always informs the team in advance.
• Displays a strong work ethic by always showing up to work on time.
• Is a model employee when it comes to attendance and punctuality.
• Makes a point to arrive early to ensure a smooth start to the day.
• Meets attendance and punctuality requirements consistently and without fail.
• Demonstrates a high level of professionalism by being punctual and dependable.
• Has a history of strong attendance and punctuality performance.
• Maintains a consistent attendance record and has a positive impact on team morale.
• Is a dependable employee who consistently shows up on time.
• Goes above and beyond to ensure attendance and punctuality expectations are met.

By using these performance appraisal categories and phrases, you can accurately assess an employee’s attendance and punctuality. It’s essential to recognize the importance of these skills and ensure that your employees are meeting the necessary requirements. Remember to provide constructive feedback and coaching to help employees improve in areas where they may be struggling.

PROBLEM-SOLVING SKILLS

Think about it: superheroes don’t just rely on their natural talents. They train hard and practice relentlessly to hone their skills and stay sharp. Similarly, employees with strong problem-solving skills don’t just rely on their instincts. They use critical thinking, data analysis, and creativity to come up with the best solutions.

But it’s not just about being a superhero. By emphasizing problem-solving skills in the performance evaluation process, employers can create a culture of innovation and growth. Employees will feel empowered to take ownership of their work, seek out new challenges, and collaborate with others to achieve common goals.

And just like superheroes have their weaknesses, employees may have areas where they struggle with problem-solving. But by identifying those areas through the evaluation process, employers can provide targeted training and support to help employees improve and grow.

Problem-solving is a crucial skill for employees to have, regardless of their role in an organization. It’s important to assess their ability to identify, analyze, and solve problems to ensure that they can contribute to the growth and success of the company. Here are some additional performance review phrases to assess problem-solving skills:

• Effectively resolves complex problems with creativity and critical thinking.
• Demonstrates exceptional analytical skills when faced with challenging situations.
• Consistently comes up with innovative solutions to problems.
• Quickly identifies the root cause of problems and develops effective solutions.
• Takes ownership of problems and proactively seeks out solutions.
• Successfully navigates obstacles to achieve desired outcomes.
• Remains calm and focused when dealing with challenging situations.
• Successfully resolves conflicts and disputes to maintain team cohesion.
• Uses logic and reasoning to effectively evaluate different solutions.
• Consistently meets or exceeds performance expectations when solving problems.
• Effectively communicates problem-solving strategies to others.
• Uses data and research to inform problem-solving decisions.
• Takes calculated risks to solve problems in a timely and effective manner.
• Collaborates with others to develop effective solutions to complex problems.
• Anticipates potential problems and takes proactive measures to prevent them.
• Balances short-term and long-term solutions when solving problems.
• Effectively prioritizes competing demands to ensure timely problem-solving.
• Uses feedback to continually improve problem-solving skills.
• Encourages and empowers others to contribute to problem-solving efforts.
• Demonstrates a willingness to learn and adapt when faced with new challenges.

In addition to these phrases, it’s important to use appropriate performance appraisal categories and templates to ensure that the review is comprehensive and accurate. By using categories such as communication skills, leadership, teamwork, attendance and punctuality, adaptability and flexibility, and problem-solving, organizations can assess employee performance more effectively. Performance appraisal examples and templates can also be helpful in providing guidance and structure for the review process.

An effective performance appraisal requires a collaborative approach that involves clear communication and feedback. By using performance appraisal phrases that are specific, measurable, and relevant, organizations can provide valuable feedback to their employees and help them improve their skills and performance.

TIME MANAGEMENT

Time management is an often-overlooked aspect of workplace productivity, but its importance cannot be overstated. As the acclaimed entrepreneur and author, Jim Rohn, once said, “Time is more valuable than money. You can get more money, but you cannot get more time.”

It is therefore imperative that companies recognize the significance of time management in their employees’ performance evaluations. A recent study by the American Psychological Association revealed that poor time management leads to decreased productivity, increased stress, and a higher likelihood of burnout.

Including time management as a performance indicator in employee evaluations not only promotes efficient use of time but also fosters a culture of accountability and responsibility. It encourages employees to prioritize tasks, meet deadlines, and avoid procrastination. This, in turn, leads to increased job satisfaction, higher job performance, and greater overall success.

Incorporating time management into performance evaluations is not just a matter of adding a checkbox on a form. It requires HR professionals to educate employees on the importance of time management and provide resources such as training and tools to help them manage their time more effectively.

Here are 20 examples of performance review phrases that can be used to assess an employee’s time management skills:

• Consistently meets deadlines and completes tasks on time.
• Prioritizes tasks effectively, ensuring that urgent tasks are completed first.
• Uses time efficiently to maximize productivity and minimize wasted time.
• Demonstrates a strong sense of urgency and consistently meets tight deadlines.
• Takes proactive steps to manage time effectively, including setting reminders and scheduling tasks.
• Is highly organized and efficient in their approach to work.
• Plans and schedules work in advance to ensure deadlines are met.
• Anticipates potential time constraints and takes proactive steps to manage them effectively.
• Shows excellent time management skills, completing tasks on schedule and to a high standard.
• Consistently demonstrates a strong work ethic, working efficiently and effectively to complete tasks on time.
• Is reliable and consistently meets deadlines, demonstrating excellent time management skills.
• Consistently demonstrates an ability to manage multiple tasks and prioritize effectively.
• Manages their workload effectively, consistently completing tasks on schedule.
• Demonstrates excellent organizational skills, which enable them to manage their time effectively.
• Consistently completes tasks within budget and on time.
• Is highly responsive to time-sensitive tasks, demonstrating excellent time management skills.
• Anticipates time constraints and adjusts their work accordingly, consistently meeting deadlines.
• Demonstrates a strong sense of urgency, consistently working to tight deadlines.
• Manages their time effectively, ensuring that all tasks are completed on schedule and to a high standard.
• Is highly efficient in their work, completing tasks on time and to a high standard.

As the great management consultant Peter Drucker famously said, “Time is the scarcest resource and unless it is managed nothing else can be managed.” Therefore, including time management as a performance indicator in employee evaluations is not just beneficial but essential to the success of any organization.

INNOVATION AND CREATIVITY

Innovation is the lifeblood of any successful organization, and as Steve Jobs, once said, “Innovation distinguishes between a leader and a follower.” Therefore, it is crucial that companies recognize and reward innovation as a key performance indicator in employee evaluations.

Innovation can take many forms, from process improvements to breakthrough product developments, and it is vital that employees feel empowered and motivated to contribute their innovative ideas. By including innovation as a performance indicator, companies can encourage a culture of creativity and forward-thinking, and ultimately drive growth and success.

An example that highlights the importance of innovation can be found in the story of the Xerox PARC lab. In the 1970s, Xerox created a research facility, PARC, where they developed the first personal computer, graphical user interface, and mouse. However, Xerox failed to capitalize on these groundbreaking inventions, and it was Apple who ultimately brought them to market and revolutionized the computer industry.

With effective performance review techniques, you’ll see improvements in employee morale and productivity, as well as a boost in your company’s bottom line. Start incorporating these 20 performance appraisal comments and employee review feedback that focuses on innovation today:

• Consistently demonstrates a creative approach to problem-solving.
• Displays a high level of creativity in brainstorming sessions.
• Has a track record of generating new and innovative ideas.
• Shows a willingness to take risks and try new approaches.
• Regularly identifies new opportunities for process improvement.
• Has a talent for thinking outside of the box.
• Demonstrates a natural curiosity and a desire to learn new things.
• Displays a passion for exploring new technologies and methodologies.
• Has a keen eye for identifying opportunities for growth and expansion.
• Demonstrates a unique perspective on business challenges.
• Regularly offers creative and innovative solutions to complex problems.
• Has a proven ability to generate new revenue streams through creative thinking
• Demonstrates a talent for turning creative ideas into actionable plans.
• Shows a talent for identifying and solving customer pain points through innovative solutions.
• Displays a willingness to experiment and try new things to drive business success.
• Has a talent for identifying new market trends and developing products to meet customer needs.
• Regularly participates in innovation-focused training and development opportunities.
• Demonstrates a natural talent for generating ideas that challenge the status quo.
• Displays a track record of successfully implementing innovative solutions to business challenges.
• Has a passion for driving change and pushing boundaries in the workplace.

So why settle for the same old performance review templates and ineffective performance phrases? Give your employees the feedback they deserve with sample performance appraisals that encourage and inspire greatness.

COLLABORATION AND TEAMWORK

Imagine a workplace where every employee works in isolation and never collaborates with others. Sounds boring and unproductive, right? That’s because collaboration and teamwork are crucial components of any successful workplace.

In today’s fast-paced business world, it’s impossible for individuals to achieve success on their own. Collaboration and teamwork allow employees to leverage the strengths of others, leading to greater productivity and innovation. And let’s not forget about the warm and fuzzy feeling of belonging to a team. Working collaboratively fosters a sense of community and shared ownership of projects, leading to increased job satisfaction and employee retention.

Now, let’s talk about the dreaded performance appraisal process. Collaboration and teamwork are essential indicators of good performance. Managers look for employees who can work well with others, contribute to a positive work environment, and help achieve organizational goals. That’s why it’s important to use effective performance review templates and performance evaluation language. It’s also helpful to have performance appraisal comments and performance feedback examples to provide employee review feedback. With that in mind, we have 20 examples of performance evaluation phrases to provide feedback on an employee’s collaboration and teamwork skills.

• Shows an exceptional ability to work well with others towards a common goal.
• Regularly offers assistance and support to colleagues without being asked.
• Communicates effectively with team members, leading to successful project completion.
• Builds trust and respect among team members through strong collaboration skills.
• Demonstrates a strong commitment to teamwork and collaboration.
• Consistently works to improve team dynamics and foster a positive work environment.
• Maintains a positive attitude, even in challenging situations, encouraging others to do the same.
• Brings diverse perspectives to team discussions, leading to more creative solutions.
• Proactively shares knowledge and expertise with team members.
• Effectively manages conflict within the team, leading to successful resolution.
• Takes responsibility for their actions and holds themselves accountable for team success.
• Encourages participation from all team members, ensuring everyone’s voice is heard.
• Collaborates effectively with colleagues from different departments and backgrounds.
• Actively seeks out opportunities to collaborate with others outside of their team.
• Shares credit with the team, acknowledging the contributions of all members.
• Demonstrates flexibility in adapting to changing team needs and priorities.
• Openly communicates feedback to team members in a constructive and supportive manner.
• Works to build a sense of camaraderie and shared purpose among team members.
• Consistently delivers high-quality work, reflecting a commitment to teamwork and collaboration.
• Motivates and inspires team members to achieve common goals through collaboration and teamwork.

Employees who are good collaborators and team players are often recognized for their contributions to the team’s success and are rewarded with promotions or bonuses. However, employees who struggle to collaborate and work well in teams may face negative performance reviews or may not be considered for advancement opportunities.

By prioritizing these skills in the performance appraisal process, employers can increase productivity, innovation, and employee satisfaction, leading to long-term success.

A strong work ethic is the backbone of a thriving workplace. It encompasses dedication, accountability, and consistently delivering high-quality results. Employees who exhibit a strong work ethic often exceed performance expectations, take on additional responsibilities, and go above and beyond expectations. They take pride in their work and are dedicated to meeting organizational goals. Effective performance review templates look for employees who exhibit a strong work ethic and prioritize them for promotions or bonuses.

Conversely, employees who demonstrate a poor work ethic may face negative performance reviews or lose out on advancement opportunities. Poor work ethic can lead to low-quality work, missed deadlines, and negative impacts on team morale. Performance appraisal examples highlight employees who consistently demonstrate a strong work ethic, meet or exceed performance expectations, and take pride in their work.

Here are 20 performance evaluation phrases that can be used to provide feedback on an employee’s work ethic.

• Consistently meets or exceeds performance expectations
• Demonstrates a strong commitment to achieving success
• Takes ownership of work and responsibilities
• Goes above and beyond expectations
• Shows a strong dedication to their work
• Is reliable and accountable
• Consistently delivers high-quality work
• Takes pride in their accomplishments
• Maintains a positive attitude towards their work
• Is willing to take on additional responsibilities
• Shows initiative and drive
• Is highly motivated and focused
• Demonstrates a high level of professionalism
• Is committed to professional development and growth
• Takes constructive feedback positively and applies it to their work
• Is organized and efficient in their work
• Is punctual and meets deadlines
• Shows a strong attention to detail
• Maintains open and clear communication with colleagues and superiors
• Takes personal responsibility for their work and their team’s success.

Employers should prioritize work ethic when evaluating employee performance. By fostering a culture of strong work ethic, organizations can increase productivity, innovation, and employee satisfaction. Effective performance phrases that highlight work ethic help in creating a successful workplace environment, leading to long-term success. It is essential to give employees the right performance appraisal comments and employee review feedback that emphasizes the importance of work ethic.

When conducting performance appraisals, it is important to use appropriate performance appraisal categories and phrases, such as those related to time management, to assess an employee’s performance accurately. By using these phrases, managers can provide specific feedback to employees, helping them to improve their time management skills and work more effectively. Effective performance appraisals help organizations to identify high-performing employees, provide them with appropriate feedback, and develop strategies to help employees improve their performance.

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500+ Performance Review Phrases for 2023

Performance reviews.

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

What is a performance review?

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

How to create a performance review for an employee?

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

Striking the right balance

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

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

Using the right appraisal phrases in a performance review

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

Goal-setting

Good performance feedback phrases- examples

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

Poor performance feedback phrases- examples

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

Accountability

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

Poor performance feedback phrases – examples

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

Attendance & Punctuality

Good performance feedback phrases – examples

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

Poor Performance Review Phrases- Examples

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

Good Performance Review Phrases- Examples

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

Management Style

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

Communication

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

Customer Service

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

Coaching & Training

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

Adaptability

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

Commitment & Professionalism

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

Ethics & Integrity

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

Technical Skills

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

Problem-solving

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

Critical Thinking

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

Time Management

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

Balanced Reviews Leading to Positive Outcomes

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

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

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