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31 examples of problem solving performance review phrases

Jump to section

You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

Problem solving performance review phrases: you should think of improving

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

Performance review tips to improve problem solving

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

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Madeline Miles

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

25 performance review questions (and how to use them)

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55 Effective Performance Review Phrases to Use — and Which Ones to Avoid

Finding the right words can be challenging — especially when it comes to performance reviews . Managers have to strike the delicate balance between acknowledging successes and giving constructive feedback on areas of improvement.

In this guide, you’ll find best practice examples of performance review phrases, broken down by common themes seen in employee performance reviews. Think of this as a series of templates — they’re generic phrases that you can build on to reflect individual employee traits and overall performance by adding in your own specific examples.

Communication

People’s communication and interpersonal skills can vary widely, so it’s important to specifically highlight how an employee’s ability to communicate supports their success in their role — whether by deepening relationships with team members, managing difficult customers, or providing clear direction and constructive feedback to direct reports.

When evaluating employees on communication skills , make sure you consider their ability to promote clarity, specificity, and collaboration.

Positive Feedback Examples for Communication

• Often asks for immediate feedback to clarify and ensure understanding.
• Regularly asks well-prepared or thoughtfully composed questions.
• Quick to ask follow-up questions that pinpoint misunderstanding or a lack of foresight.
• Comfortable saying, “I’m not sure. Can I get back to you?“
• Asks others for their opinions and makes coworkers feel comfortable contributing.
• Collaborates cross-functionally and builds strong working relationships with other internal departments.
• Promotes cooperation, communication, and collaboration by sharing their own knowledge and inviting others to do the same.
• Explicitly communicates expectations, metrics, objectives, and key results to team members and direct reports.

Constructive Feedback Examples for Communication

• Can be verbose, which makes it difficult for them to communicate a clear message.
• Exhibits difficulty breaking down complex issues into manageable parts.
• Is unwilling to commit their staff’s resources to other departments when asked.
• Forgets to include key stakeholders when sharing information with cross-functional teams.
• Is quick to share negative feedback without considering the recipient’s sensitivity.

Teamwork and Collaboration

Teamwork and collaboration skills are essential for a high-performance and employee engagement. Good team relationships not only increase job satisfaction and psychological safety for the individual, but they also make the whole team perform better too, supporting greater knowledge sharing and innovation .

“When an employee makes their coworkers’ work better, they’re bringing value to your company as a whole,” said ‍ Daivat Dholakia , Director of Operations at Force by Mojio , a GPS fleet-tracking app.

Positive Feedback Examples for Teamwork and Collaboration

• Elevates their team’s performance and productivity by [include one to two specific examples].
• Promotes collaboration on teams and encourages participation from individual members.
• Builds effective teams by helping team members play to their strengths.
• Fosters a sense of unity on teams, which encourages individual buy-in and helps the group reach its common goal.
• Insists on mutually respectful dialogue when resolving interpersonal problems or challenges .
• Provides positive affirmation and encouragement to balance constructive criticism.

Constructive Feedback Examples for Teamwork and Collaboration

• Fails to provide emotional encouragement or hands-on support to struggling members of the team.
• Discourages coworkers from volunteering ideas by interrupting others in team meetings.
• Responds aggressively when their authority is challenged.
• Takes individual credit for team success instead of crediting others for their contributions.

Goal Achievement

Evaluating how well employees have set and met their goals is a core part of the performance review process. As much as possible, managers need to tie what employees did to its outcome on the business. Linking the two clarifies to employees how their actions are helping advance the organization’s goals and agenda .

“I like to use phrases that home in on key positive traits of the employee that are benefitting our business, then back them up with specific examples,” said Ravi Parikh , CEO of RoverPass , a SaaS company that helps individuals book campsites. “If I can tie it to a clear outcome, I do.” Parikh offered this phrasing as an example: “Your implementation of chatbots on our websites contributed to a 21% rise in online sales this past year.”

Positive Feedback Examples for Goal Achievement

• Improved communication by [include one to three specific examples].
• Improved our service and/or production of X item or X service by Y%.
• Led X project that resulted in higher-than-expected profits in Y quarter.

Constructive Feedback Examples for Goal Achievement

• Has consistently struggled to achieve OKRs over the last X quarters.
• Often reports a lack of necessary resources to perform their job description adequately.
• Has trouble setting measurable goals that align with company strategic objectives.

Creativity, Problem-Solving, and Critical Thinking

Evaluating your employees’ creativity and problem-solving skills during the performance appraisal process means considering how they generate ideas, approach new challenges, and use their problem-solving ability to complete tasks. 

“[It’s important to] acknowledge an individual who develops creative strategies and seeks creative solutions to challenging obstacles,” said Lori Rassas , SPHR-certified employment attorney and author of It’s About You, Too: How to Manage Employee Resistance to Your Diversity Initiatives and Improve Workplace Culture and Profitability . “You want to be sure to acknowledge those who carefully evaluated the pros and cons of challenging decisions and excelled in seeking solutions.”

Positive Feedback Examples for Creativity, Problem-Solving, and Critical Thinking

• Identifies new approaches to complex problems or obstacles.
• Translates creative ideas into practical application to solve everyday issues.
• Analyzes possible barriers and bottlenecks to reduce delays.
• Resolved long-standing X problem with the creative workaround of Y.
• Understands when to take creative risks and when to stick with more conventional solutions.
• Drives creativity across the team by seeking out different perspectives and embracing experimentation.

Constructive Feedback Examples for Creativity, Problem-Solving, and Critical Thinking

• Struggles to adjust their quality of work in the face of a client’s changing needs.
• Unwilling to explore the creative ideas of peers.
• Struggles to see the patterns in recurring issues.

Flexibility and Adaptability

During times of change — like a merger or acquisition , layoff, or economic instability — adaptability is vital for keeping your employees motivated, engaged, and performing at their best. It’s what helps your people adjust quickly to a new work environment, maintain their work ethic during trying times, or proactively learn new skills to help them overcome new challenges. 

Positive Feedback Examples for Flexibility and Adaptability

• Shows a positive attitude when the team has to pivot quickly.
• Maintains composure when faced with stressful or unexpected situations.
• Quickly adapts to a new action plan when plans change or unexpected issues arise.
• Proactively focuses on professional development to accomplish new tasks or team goals.

Constructive Feedback Examples for Flexibility and Adaptability

• Unwilling or unable to listen to others’ points of view.
• Becomes frustrated and unfocused when faced with unexpected challenges.
• Resists implementing new company policies or programs in their day-to-day work.

Time Management and Dependability

Time management skills and dependability are a key component of a well-oiled, productive team. When evaluating this skill in performance reviews, it’s important to consider how well your employees manage their time in their individual tasks, as well as how this impacts the wider team’s goal accomplishment and employee engagement. 

Positive Feedback Examples for Time Management and Dependability

• Meets deadlines and delivers high-quality work on time.
• Demonstrated excellent task prioritization and project management skills when working on X project with Y team.
• Communicates in a timely manner when extra time is needed to complete a project.

Constructive Feedback Examples for Time Management and Dependability

• Appears to find time management difficult when working on specific tasks, including X and Y.
• Struggles with onsite punctuality when required.
• Struggles to manage time effectively when required to deliver under pressure.

Leadership and Management

Leadership and management isn’t just about evaluating how well your leaders lead. Instead, it’s just as much a chance to see how readily your individual contributors will support and mentor their colleagues, show initiative with decision-making, and take the wheel on team projects or company-wide initiatives. 

Positive Feedback Examples for Leadership and Management

• Demonstrates willingness to lead the onboarding process for new employees to the team.
• Founded and led a company-wide ERG.
• Mentors junior employees to help their professional development in X skill.
• Takes charge when required in group projects.

Constructive Feedback Examples for Leadership and Management

• Struggles with effective decision-making when leading a team project.
• Shows an unwillingness to participate in company mentorship program for junior employees.
• Can appear unsupportive or unhelpful when colleagues need help or advice.

3 Things to Avoid When Writing Performance Reviews

Getting the words right in a performance review means your employees have clear, specific information on what they’ve done well, what they need to improve, and critically, how they can get there. But beyond saying the right things, there are a few key rules of thumb when it comes to what to avoid saying in a performance review.

1. Don’t be vague.

You’d be surprised how often ambiguous wording slips into our written and verbal communication. This is even more true in business settings — we’re at greater risk of speaking or writing in vague terms because using jargon or clichés is so common.

Dholakia said this is why he avoids the term ‘team player,’ for instance: “It’s a meaningless term that doesn’t say anything concrete or specific about how the employee collaborates with others.”

For greater clarity and specificity during performance reviews, avoid business jargon, acronyms, or team-specific cultural references that might confuse a team member. Instead, opt for simple sentences and specific details that clearly point to next steps.

2. Avoid absolutes.

Use words like ‘always’ and ‘never’ sparingly, if at all. It’s rarely accurate that an employee always or never does something. If an employee is often late to work, avoid saying,“You’re always late” or, “You’re never punctual.” Rebecca Southern Mills , HR consultant and founder of Simplecated , said managers should provide more accurate and specific feedback, like, “You’ve been late to work at least twice a week for the last six months.”

3. Skip surprises.

Because managers and their direct reports should have open communication and exchange regular feedback , “nothing in a performance review should ever come as a surprise to a team member,” said Arron Grow, PhD , CEO at management consulting firm AP Grow and author of How to Not Suck As a Manager .

Great managers ensure employees know how they are performing, and whether they are exceeding expectations or not. “If something needs to be said to help a team member improve, have that conversation (or two) long before the performance review,” Grow advised. “Surprises are great for holidays and birthdays, but not for performance reviews.”

Performance Reviews Are Just One Piece of Performance Management

Words matter — and finding the words and phrases to accurately describe employee performance can be tough. But remember, even if you provide the most incisive, accurate, and motivational performance review, doing so in a vacuum absent of other feedback won’t get you far. 

To be effective, performance reviews must exist within the ecosystem of greater performance management , which includes mid-year and annual reviews , but also regular check-ins, like one-on-ones ; affirmations, like sharing everyday praise ; and a consistent culture of feedback .

‍Balancing all of these essential feedback processes requires you to match the specificity and clarity of your feedback with compassion, sensitivity, and empathy so that your employees feel recognized for their successes , understand their opportunities for growth and development , and understand what to do next to perform at their best.

While this might seem like a tall order, Lattice is here to help. If you’re a manager, download our free workbook, Preparing for Performance Reviews as a First-Time Manager . And if you’re an HR leader looking to enable your managers, request a demo to see our continuous feedback features in action.

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4 Tips for Conducting Successful Employee Performance Appraisals for UK Staff

7 Best Practices to Increase Your Performance Review Participation Rates

60 Best Performance Review Phrase Examples

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

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

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

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

Performance Review Phrases for Employees

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

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

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

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

Performance Review Phrases for Managers

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

Performance Objectives 

• Job knowledge/Self-Development 

Problem-Solving and Decision-Making 

• Productivity 

Quality of Work

Delivers results.

Core Values 

Adaptability

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

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

Not Meeting Expectations:

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

Meeting Expectations:

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

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

Exceeding Expectations:

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

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

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

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

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

 Meeting Expectations:

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

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

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

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

Productivity

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Phrase Examples for Core Values

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Create Effective Performance Review Conversations with WorkDove

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

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

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100 Employee Performance Review Comments and Phrases!

by Emre Ok July 3, 2024, 6:36 pm updated August 26, 2024, 3:24 pm 96.6k Views

In this freshly updated list, you will find 100 of the best performance review comments on some of the most relevant performance appraisal topics today.

We know that every leader and reviewer has their own rapport with their employees and the performance review phrases they use will rely heavily on that very relationship.

The performance review comments and phrases in this list are only meant to serve as a structural guide for reviewers as they respond to their employees during performance appraisals. You can also refer to performance review summary examples for additional context and ideas.

While the sample review phrases on this list can simply be used as they are, what we recommend is that you make adjustments using examples from real cases and occurrences from that employee’s performance through the review period.

Before we move on with our list of performance review comments examples, we also wanted to provide you with one of the easiest ways you can respond to performance reviews!

Table of Contents

Can I use AI to write performance review comments? 

Yes, you can! For those reviewers who have too many performance reviews to comment on but still want to respond to them personally effectively, using an AI writing assistant is a solid idea.  

Teamflect’s digital performance review templates come with a built-in AI writing assistant that allows reviewers to enhance their review responses and comments with the help of AI! When responding to a performance review, you have the option: 

• Lengthen 
• Shorten 
• Formalize 
• Spell Check 
• Regenerate 

Your review comments, as well as check for biased language! You can try this feature alongside customizable digital performance review templates right inside Microsoft Teams by clicking the button below. 

Performance Review Phrases About Communication Skills 

While communication skills are a key aspect of employee performance and have a place in performance appraisals, performance review comments or phrases about communication skills have a very thin line to walk. Out of all the supervisor comments examples on this list, review phrases about communication skills have the most risk of making the employee feel like this is a direct attack on their personality. 

While many aspects of employee performance or position-related competencies depend on voluntary decisions and planned actions, how individuals communicate is more natural and reflexive. To help you navigate this area, here are sample performance review phrases about communication skills. 

Positive Performance Review Phrases:  

• “You consistently impress with how you communicate your ideas and feedback so clearly and effectively. You ensuring everyone understands your perspective and that is a huge asset to your team.  
• “You excel at active listening and it helps you address concerns and provide thoughtful responses to your team members.”  
• “You regularly use clear and concise language in your written communications. Messages from you are always easy to understand, leaving no room for misunderstandings.”  
• “Regardless of the situation, you always maintain a positive and approachable demeanor and it hasn’t gone unnoticed! You easily encourage open communication and collaboration among your colleagues.”  
• “You effectively facilitate meetings, ensuring all participants have a chance to contribute and feel heard.”  

Constructive Performance Review Comments:  

• “You could benefit from providing more detailed explanations when sharing complex information to ensure all team members fully grasp the concepts.”  
• “You sometimes dominate conversations, which can make it difficult for others to share their thoughts. Try to balance speaking and listening.”  
• “You might improve your communication by considering the audience’s perspective and tailoring your messages accordingly.”  
• “You tend to rely heavily on email for important communications. Incorporating more face-to-face or virtual meetings could enhance clarity and understanding.”  
• “You could work on managing your tone and body language during stressful situations to avoid misunderstandings and maintain a positive work environment.”  

Examples of Quality of Work Performance Review Phrases  

Performance review comments about quality of work form the backbone of the performance appraisal process. More often than not the quality of an employee’s work is one of the most simple and direct indicators of high or low performance. As is the case with all different performance feedback types, there are some areas to be mindful of. 

Regardless of an individual’s seniority in the organization, whether we are writing performance review comments for managers or direct reports, we need to keep in mind that people have a tendency to fall in love with their work. When that work is criticized without care, it may damage the relationship. Below you will find performance review comment examples on quality of work: 

Positive Phrases:  

• “The work you deliver is consistently at a very high quality. This not only reflects well on your performance and benefits the organization but also sets a high standard for your teammates..”  
• “You pay great attention to detail. We’ve noticed that your work is always crisp, accurate and free from errors.”  
• “This review period, you’ve demonstrated a strong commitment to excellence, regularly going above and beyond to produce outstanding results.”  
• “I can see that you show a deep understanding of your tasks, which is reflected in the high quality of your outputs.”  
• “You take pride in your work, consistently producing thorough and well-researched deliverables.”  

Constructive Phrases:  

• “You could benefit from dedicating more time to reviewing your work to ensure it meets the expected quality standards.”  
• “You sometimes rush through tasks, leading to avoidable errors. While we appreciate your desire to be more productive, slowing down and double-checking your work could enhance its quality.”  
• “You might improve the quality of your work by seeking feedback from peers and incorporating their suggestions.”  
• “You tend to overlook minor details, which can affect the overall quality of your work. Paying closer attention to these details could improve your results.”  
• “You could work on enhancing the thoroughness of your work by ensuring all aspects of a task are fully addressed before considering it complete.”  

Performance Review Comments About Role-Related Competencies 

One of the core goals of a performance review is the development of talent. Employee performance should be evaluated with the intention of helping that employee grow and develop their skills in order to improve that very performance within the upcoming review period.  

In order to achieve that very goal, discussing role-related competencies is a must. While the performance review comments and phrases in this section are on the more general side when it comes to employee competencies, these example phrases can be customized to match the competency framework your organization uses. 

• “Throughout the review period, you’ve demonstrated a high level of expertise in your role, consistently applying your knowledge and skills to achieve excellent results.”  
• “You are proficient in using the tools and technologies required for your job, which enhances your efficiency and productivity.”  
• “You continuously seek to improve your competencies by staying updated with the latest industry trends and best practices.”  
• “You effectively apply your problem-solving skills to overcome challenges and find innovative solutions.”  
• “You exhibit strong analytical abilities, enabling you to make data-driven decisions that benefit the team and organization.”  
• “You could benefit from further developing your technical skills to better meet the demands of your role.”  
• “You might improve your job performance by seeking out additional training or professional development opportunities.”  
• “You sometimes struggle with applying theoretical knowledge to practical situations. Gaining more hands-on experience could help bridge this gap.”  
• “You could work on enhancing your decision-making skills by thoroughly analyzing all available information before taking action.”  
• “You tend to rely on familiar methods and approaches. Exploring new techniques and innovative solutions could improve your job performance.”  

Examples of Initiative Performance Review Phrases  

Taking initiative at work is a great indicator of a high-performing employee. That is why the discussion of taking initiative is always welcome in performance appraisals. Taking initiative not only shows the employee has taken ownership of their role and responsibilities but also how they are willing to take on more work.  

The discussion of initiative in performance reviews can quite easily facilitate conversations of succession planning and career pathing . The initiative performance review phrases below are there to help you kickstart those conversations in self reviews . 

• “You’ve shown a strong tendency to take the initiative to identify and tackle problems before they escalate. This is a sign of your proactive attitude.”  
• “You are always willing to take on additional responsibilities and go above and beyond your regular duties.”  
• “On many different occasions, you’ve proposed new ideas and improvements. This shows your commitment to enhancing our processes and outcomes.”  
• “You take the lead on projects, coordinating efforts and ensuring tasks are completed efficiently and effectively.”  
• “You demonstrate strong self-motivation, regularly seeking out opportunities to contribute to the team’s success.”  

Constructive Review Phrases:  

• “We know you are capable of contributing more. You could be a bit more proactive in identifying areas where you can help without waiting for direction.”  
• “You sometimes hesitate to take on new challenges. Embracing a more proactive mindset could help you grow in your role. We trust your judgement. So should you.”  
• “You have the potential to be more effective by simply taking the initiative to address issues as they arise, as opposed to waiting for them to be assigned.”  
• “You could work on suggesting solutions to problems you identify, rather than just pointing them out.”  
• “You tend to rely on others to drive projects forward. Taking more ownership and initiative could enhance your impact on the team’s success.”  

Performance Appraisal Comments About Problem-Solving 

While each role may have its own set of competencies associated with it, the ability to solve problems as they arise is a competency shared by almost any role in an organization. So it is only natural to have performance evaluation phrases about problem solving.  

Below are 10 supervisor comment examples about an employee’s problem-solving skills. While these review phrases can be used as they are, we strongly recommend you customize them to reflect specific instances where an employee’s problem-solving skills were on display.  

• “It hasn’t gone unnoticed that you demonstrate strong problem-solving skills. You quickly identify the root causes of issues and nd develop effective solutions.”  
• “You approach challenges with a positive attitude, using creative thinking to overcome obstacles and achieve goals.”  
• “You excel at analyzing complex problems and breaking them down into manageable components. On many occasions, you’ve made it easier to find solutions.”  
• “You actively seek out information and resources to address problems, demonstrating resourcefulness and initiative.”  
• “The way you effectively collaborate with team members to brainstorm and implement solutions has enhanced the overall problem-solving process in our organization.”  
• “We believe you are capable of developing a more structured approach to problem-solving, and ensure all potential solutions are thoroughly evaluated.”  
• “There have been instances in which you’ve focused on the symptoms of a problem rather than the underlying cause. Identifying the root issue could lead to more effective solutions.”  
• “You might improve your problem-solving skills by seeking input from colleagues and considering diverse perspectives.”  
• “You have the tendancy to rush through the problem-solving process. This in turn can result in overlooking important details. Slowing down and being more thorough could enhance your effectiveness.”  
• “You could work on becoming more proactive in identifying potential problems before they arise, allowing for preemptive action.”  

Performance Review Comments About Time Management 

Another key area that has gained more and more prominence in performance appraisals is time management. Performance review comments and questions about time management skills have over time evolved to reflect an employee’s ability to maintain a healthy work-life balance. 

Creating a culture where your employees know just how much you value their work-life balance can help immensely with issues such as employee disengagement and feeling burnt out.  

• “You regularly complete tasks ahead of schedule, demonstrating excellent time management skills and reliability.”  
• “We appreciate the way you prioritize your workload. You always ensure that high-priority tasks are completed on time and with high quality.”  
• “You are adept at managing your time during meetings, keeping discussions focused and productive.”  
• “You set an example with your use of productivity tools and techniques to stay organized and manage your time efficiently.”  
• “You balance multiple projects seamlessly, meeting all deadlines without compromising the quality of your work.”  
• “We’ve noticed that you could be setting clearer priorities to ensure that high-impact tasks are completed on time.”  
• “You sometimes take on too many tasks at once, which can lead to missed deadlines. Delegating when appropriate might help manage your workload more effectively.”  
• “We appreciate the amount of work you are taking on. Perhaps you could make your life easier by breaking down larger projects into smaller, more manageable tasks with specific deadlines.”  
• “There have been instances where we noticed that you underestimate the time required for some tasks. Allocating buffer time could help in managing unforeseen delays.”  
• “You could work on minimizing distractions during work hours to enhance your focus and productivity.”  

Leadership Performance Review Comments  

Performance reviews are often meant to be followed up with succession planning . Whether that includes using the 9-box talent grid or mapping out career paths for employees, this process more often than not includes the employee moving on to roles that rely more heavily on their leadership skills. 

For that and many other reasons beyond counting, we put together a list of performance review phrases about leadership. These review comments are centered around recognizing the areas in which an employee’s leadership skills shined as well as discussing some areas of improvement. 

• “You demonstrate exceptional leadership skills, consistently guiding your team towards achieving their goals with clarity and motivation.”  
• “You lead by example, maintaining high standards of integrity and professionalism that inspire others to follow.”  
• “You excel at delegating tasks effectively, ensuring that team members are empowered and tasks are completed efficiently.”  
• “You possess strong decision-making abilities, confidently addressing challenges and making informed choices that benefit the team.”  
• “You foster a positive and inclusive work environment, promoting teamwork and collaboration among all team members.”  
• “Improving your communication with team members can help ensure everyone is aligned and informed about key objectives.”  
• “You still have some room to grow when it comes to providing constructive feedback. Developing this skill could help team members grow and improve their performance.”  
• “You could improve leadership effectiveness by being more open to input and ideas from your team.”  
• “You could work on better managing conflict within the team, addressing issues promptly and fairly to maintain a harmonious work environment.”  
• “You tend to take on too many tasks yourself. Delegating more effectively could help you focus on strategic priorities and develop your team’s skills.”  

Performance Review Comments About Creativity

The last “specific” performance review comment area we want to highlight on this list is perhaps the most versatile of them all. Performance review phrases about creativity and innovation are truly necessary. Whether you are praising an employee’s creativity or simply encouraging them to be more innovative, the discussion of creativity in performance appraisals is gaining more importance every single day. 

• “You bring fresh and innovative ideas to the table. We’ve seen how this helps drive the team’s creative efforts forward.”  
• “You have, throughout the review period, demonstrated a strong ability to think outside the box, finding unique solutions to complex problems.”  
• “You are always willing to experiment with new approaches, and they often lead to successful and innovative outcomes.”  
• “You inspire creativity in others by encouraging a collaborative and open-minded work environment.”  
• “You regularly contribute original and valuable ideas that enhance our projects and processes.”  

Areas of Improvement Phrases:  

• “We appreciate your consistency but we believe you could benefit from taking more risks with your ideas, even if they are unconventional, to foster greater innovation.”  
• “You tend to focus on traditional methods, which can limit creativity. Embracing a more open approach could lead to more innovative solutions.”  
• “We know you have a lot of creative potential. You can improve your creative output by seeking inspiration from a wider range of sources and industries.”  
• “Have you considered working on developing your brainstorming techniques to generate a broader array of creative ideas.”  
• “Your commitment to excellence sometimes results in you overthinking new ideas. This can stifle innovation. Trusting your instincts more could help unleash your creative potential.”

Overall Performance Comments 

We didn’t want to provide you with just very specific appraisal comments. Below we included some overall performance review comments and phrases that can be used in a variety of different performance appraisal scenarios. 

Positive Overall Performance Review Phrases:  

• “You have exceeded expectations in your role and demonstrated exceptional performance alongside a strong commitment to our organization’s goals.”  
• “You show remarkable dedication and enthusiasm for your work, consistently delivering high-quality results.”  
• “You are a reliable and valued team member who regularly contributes innovative ideas and solutions.”  
• “You exhibit excellent leadership qualities, effectively managing your responsibilities and inspiring your colleagues.”  
• “You have shown significant growth and development over the past year, continuously improving your skills and performance.”  
• “We’ve noticed that you could be setting clearer goals and priorities to help focus your efforts and improve your overall performance.”  
• “You on occasion struggle with meeting deadlines. Enhancing your time management skills could lead to more consistent results.”  
• “We appreciate your effort but we believe there is still room to grow. You could build upon your overall performance by seeking regular feedback and actively working on areas for development.”  
• “You have a tendency to rely heavily on established methods. Being open to new approaches and ideas could enhance your effectiveness.”  
• “You could work on building stronger relationships with your colleagues to improve teamwork and collaboration.”  

Examples of Self-Appraisal Comments by Employees 

No performance review would be complete without a self-review on behalf of the employee. So here are some examples of self-appraisal comments by employees. If you have a performance appraisal coming up and you are not quite certain how you should phrase the self-review section, these employee self-review examples can surely be of assistance! 

• “I believe I always strive to exceed expectations in my role by delivering high-quality work and meeting deadlines efficiently.”  
• “I take pride in my ability to collaborate effectively with my team, fostering a positive and productive work environment.”  
• “I have demonstrated strong leadership skills by successfully managing projects and guiding my team to achieve our objectives.”  
• “I am committed to continuous improvement, regularly seeking out opportunities for professional development and skill enhancement.”  
• “I have effectively managed my time and resources, balancing multiple tasks and projects to ensure timely and successful completion.”  
• “I recognize that I need to improve my time management skills to better prioritize tasks and meet all deadlines consistently.”  
• “I acknowledge that I could benefit from seeking more feedback from my colleagues and supervisors to identify areas for growth.”  
• “I am working on enhancing my communication skills to ensure that my ideas and feedback are clearly understood by the team.”  
• “I realize that I sometimes hesitate to take on new challenges, and I am committed to being more proactive in seeking out opportunities.”  
• “I understand the importance of delegating tasks more effectively to empower my team and focus on strategic priorities.”  

How to write performance review comments?

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

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

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

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

What should I avoid saying in performance reviews?

Performance reviews are a crucial part of employee development and growth within any organization. They provide an opportunity for constructive feedback and goal-setting. Delivering effective performance appraisal comments can be challenging, and using the wrong words or phrases can have a detrimental impact on your team’s morale and productivity. So in this particular section, we’ll explore what you shouldn’t say in performance reviews and provide examples to steer clear of these pitfalls. Negative Language Avoid using harsh or negative language in your performance appraisal comments. Phrases like “You always” or “You never” can be demotivating and unproductive. Instead, focus on specific behaviors or incidents and provide constructive feedback. Example: Instead of saying, “You always miss deadlines,” try, “I noticed a few instances where deadlines were not met. Let’s work together to improve your time management skills.” Comparative Statements Refrain from making direct comparisons between employees in your performance review examples. Using phrases like “You’re not as good as [colleague]” can create unhealthy competition and resentment among team members. Instead, concentrate on individual strengths and areas for improvement. Example: Avoid saying, “You’re not as efficient as Sarah,” and opt for, “I believe you can further improve your efficiency by implementing time-saving techniques.” Vague Feedback Performance review phrases that lack specificity can be frustrating for employees. Avoid vague comments like, “You need to do better” or “Your work has room for improvement.” Instead, provide clear examples and suggest actionable steps for improvement. Example: Say, “Your recent project lacked detailed documentation. To improve, please make sure to document all processes thoroughly for future projects.” Personal Criticisms Keep your performance appraisal comments focused on work-related matters. Avoid making personal criticisms or judgments about an employee’s character or personality. Example: Don’t say “You’re too introverted for this role,” and opt for, “To excel in this role, consider taking on more proactive communication and teamwork initiatives.”

How to make supervisor comments and recommendations?

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

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

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

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

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

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

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Written by emre ok.

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

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100 Performance Review Example Phrases & Comments for 2024 [Free PDF]

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

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

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

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

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

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

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

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

Want to download the Performance Review Examples Phrases Free PDF? Click here.

Example phrases about aptitude.

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

Example Phrases about Employee Attendance

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

Example Phrases about Communication and Interpersonal Skills

• "Your ability to clearly articulate ideas and feedback contributes to our team's overall effectiveness and success."
• "Your open and approachable communication style fosters a positive work environment and aids in conflict resolution."
• "You excel at maintaining open lines of communication with all team members, helping to keep everyone informed and on the same page."
• "Your excellent listening skills and empathy create an environment of mutual respect and understanding within the team."
• "You're highly skilled at conveying complex information in an understandable way, which greatly aids in our team's productivity and collaboration."

» 6 Examples of Positive Performance Review Phrases

• "There have been instances where your messages could be misunderstood due to lack of clarity. Developing your communication skills should be a focus area."
• "While your technical skills are strong, improving your interpersonal skills could help build better relationships within the team."
• "You occasionally tend to dominate conversations, which can prevent others from sharing their views. Actively inviting and listening to others' inputs could help address this."
• "At times, there seems to be a delay in your responses to emails and messages. Prompt communication is crucial for effective team functioning."
• "Improving your ability to convey negative or constructive feedback in a respectful and understanding manner should be a focus for you going forward."

Example Phrases about Creativity

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

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Example Phrases about Dependability

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

Example Phrases about Efficiency and Time Management  

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

Example Phrases about Flexibility

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

Example Phrases about Leadership

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

Example Phrases about Quality of Work

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

Overall performance summary comments

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

Job knowledge comments

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

Development comments

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

Technical expertise comments

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

Compliance comments

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

Teamwork comments

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

Integrity comments

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

Self-appraisal comments 

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

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

Example Phrases for Employees When Responding to Feedback

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

Responses to Positive Feedback

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

Responses to Critical Feedback:

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

Employees shouldn't have to spend so much time on performance reviews. Tell your HR team to streamline the process with PerformYard Learn More

Additional Considerations

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

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

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

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

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

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

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11 minute read

28 Performance Review Summary Examples - Phrases & Expert Tips

Kat Boogaard

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

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

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

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

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

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

What is a performance review?

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

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

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

What to say during a performance review

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

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

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

🏅Performance review comments about leadership

If your employee is meeting expectations… 

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

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

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

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

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

If your employee needs improvement… 

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

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

🤝Performance review comments about teamwork and collaboration 

If your employee is meeting expectations…

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

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

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

Phrases to use if your employee needs improvement…

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

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

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

📞Performance review comments about communication

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

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

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

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

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

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

🕵️Performance review comments about problem solving

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

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

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

If your employee needs improvement…

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

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

🪴Performance review comments about growth and development

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

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

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

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

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

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

What are the benefits of performance reviews?

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

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

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

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

6 more tips for top-notch performance reviews

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

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

1. Collect peer feedback

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

2. Avoid ganging up

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

3. Provide specific examples

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

4. Don’t skip the positives

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

5. Remember to listen

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

6. Check in frequently

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

Stressed about performance reviews? Take a deep breath

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

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

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Kat is a writer specializing in creating online content for software clients in the training, careers, self-development, human resources, productivity, project management, and business ownership spaces. Her content has been published and/or syndicated by brands such as The New York Times, Forbes, Fast Company, Inc., Business Insider, TIME, Mashable, and LifeHacker. Beyond writing, she has had roles in marketing, public relations, and has worked as an employment advisor. When she escapes her computer, she enjoys reading, hiking, golfing, and dishing out tips for prospective freelancers on her website. . Find her on Linkedin here.

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41 performance review phrases for managers, peers & yourself

Are you feeling a little lost in the wilderness of performance review season? Don't worry, we've got you covered!

Performance reviews are a crucial part of the working world, but let's be honest, they can be daunting.

However, they can't be overlooked. Highly engaged employees have an  87% lower likelihood  of leaving their positions, and getting performance reviews right plays an important role in the employee experience.

That's why we've put together this list of performance review phrases to help you navigate the maze of peer, self, and managerial performance reviews. 

We'll share a range of example phrases to use in your performance reviews, so you can give feedback that will motivate and inspire your team.

What is a performance review?

Think of your employees as plants in a garden. Just like plants need sun, water, and fertilizer to thrive, your employees need feedback, support, and recognition to grow and succeed. 

That's where performance reviews come in. 

They're your chance to nourish your employees and help them reach their full potential. 

During a performance review, you get to talk to your employees about what they're doing well, where they could improve, and how you can help them get there. 

It's not about criticising or micromanaging - it's about working together to create a healthy, happy, and productive garden. 

💡Pro tip: You don’t have to wait till review time to give and get employee feedback. The Eletive Platform allows you to keep a pulse on your employees year-round with Employee Pulse Surveys …

The Eletive platform allows HR and managers to streamline and automate the entire performance review process.

Performance review phrases for managers

Performance review phrases can help managers evaluate employees accurately and fairly. While also providing meaningful feedback that will help employees improve their work in the future.

When evaluating direct reports, it is important to use positive performance review phrases that focus on strengths rather than weaknesses. 

For example…

“You have a strong work ethic and consistently deliver results”

“You take initiative when completing tasks and often exceed expectations”. 

These types of comments will encourage employees to continue performing at a high level.

It is imperative to use constructive performance review phrases when addressing areas of improvement, as opposed to being overly critical or negative. 

Instead of saying “you need to do better at time management”, try something like… 

“Planning ahead more effectively would be a great way for you to get tasks done faster and smoother” or

“Regular attendance at team meetings could help us all stay in the loop with projects”. 

By taking this approach, clear direction can be provided while maintaining an upbeat attitude overall.

Managers should look out for specific examples where employees demonstrate key skills such as problem solving ability or creativity; they should also note instances where improvements need to be made regarding attitude towards colleagues or adherence/compliance with company policies etc. 

By using specific language throughout the entire process - both praise and criticism - managers create an environment that encourages open communication between them and their direct reports which fosters trust, leading to increased engagement levels across teams.

Positive performance review phrases for managers

“John has consistently outdone expectations, meeting deadlines ahead of schedule”

“Jane's attitude towards her job is admirable as she always goes the extra mile”

“Susan achieved all tasks assigned within budget and Joe dealt with customer complaints expeditiously”

“John shows excellent initiative when problem-solving” 

“Jane demonstrates strong organizational skills when managing projects".

Negative performance review phrases for managers

"Let's work on delegating tasks and giving team members the autonomy they need to complete their work effectively."

"I've noticed that there have been some misunderstandings lately. Let's work on improving your communication skills to ensure everyone is on the same page."

"We need to prioritize our tasks to meet our goals. Let's work together on improving your time management skills to ensure we're meeting our deadlines."

"Let's work on developing a leadership style that is more collaborative and supportive of the team, to create a more positive work environment."

"Your presentations could be clearer. Let's work on improving your public speaking skills to ensure your message is getting across effectively."

Situational examples

Corrective action.

Ella, a marketing executive, has consistently missed deadlines and has been producing low-quality work. 

She’s been given opportunity after opportunity to address this. 

But despite that Ella continues to falter. 

After discussing the issue with her, her manager decides to take corrective action to improve her performance.

Performance review phrases for this situation:

"Your performance has fallen below expectations. Let's work together to identify the reasons why and create a plan to improve."

"I have noticed that your work has not been meeting the standards we expect. Let's discuss how we can work together to address this issue."

"It is important to us that our team members meet deadlines and produce high-quality work. Let's work together to get you back on track."

Promotion or transfer

Sarah has been working as a customer service representative for two years and has consistently exceeded expectations in her role. 

She blows her colleagues out of the water. Because she cares about her customers and has taken extra care in learning about them.

That allows her to handle potential issues with ease. 

Her manager believes she is ready for a promotion or transfer to a higher-level position.

"You have consistently demonstrated a strong work ethic and exceeded expectations in your role. I believe you are ready for a new challenge."

"You have shown excellent performance in your current role and have the skills and potential to take on a more senior position."

"Your dedication and hard work have not gone unnoticed. I believe you have the potential to excel in a new role."

Eletive makes the performance review process smoother, easier and faster.

For example, you can use our 1on1 meeting templates to steer managers in the right direction. Saving hours of time, frustration and testing.

To learn more about Eletive's 1:1 and performance management features, contact sales for a quick demo.

Peer performance review phrases

Peers should also provide honest but respectful feedback on one another's performances during team presentations, meetings, etc. To get an accurate assessment from multiple perspectives within the organization. 

For instance, Wilfred could be commended for his stellar leadership in running the meeting and Violette could be acknowledged for her preparedness when giving her presentations. This type of peer evaluation helps ensure everyone has equal opportunities for success within the company culture by fostering collaboration among colleagues.

When evaluating peer performance, it’s best to focus on specific examples of behaviour rather than general statements about their overall job performance. 

Positive phrases should highlight strengths and achievements, while negative ones should point out weaknesses and areas for improvement without being overly critical or harsh. 

Positive peer performance review phrases

“Cristobal has consistently demonstrated excellent teamwork skills by helping his peers complete tasks efficiently and effectively.”

“Jill has been an invaluable asset to our team with her strong communication skills and willingness to help others succeed."

“Sam is always willing to lend a hand when needed, which has made him an integral part of the team dynamic."

Negative peer performance review phrases

"John often fails to take initiative on projects despite being given multiple opportunities."

"Jill does not demonstrate enough enthusiasm for her work which impacts the morale of the entire team." • "Sam needs to improve his communication skills as he frequently misunderstands instructions from management."

Situational Examples

Team-based work.

Bernard is part of a cross-functional team that has been working on a project for the past six months. As the project nears completion, Bernard's team members have recognised his outstanding contributions to the team's success.

His team members used the following phrases to recognize his contributions to the team:

"Bernard’s natural ability to connect with team members and build strong relationships has been essential to the team's success."

"Bernard’s creative problem-solving skills have been instrumental in overcoming the challenges we've faced as a team."

"Bernard’s attention to detail and organisation skills have helped keep the team on track and ensure we meet our deadlines."

360° performance reviews

A 360° approach helps provide a holistic view of an employee's professional performance and behaviour. However, it is essential to regard the 360-degree feedback as a complement to the performance review process, and not use it as a performance appraisal on its own..

Eletive's 360° feedback surveys contain both closed questions, where the reviewers gets to the accuracy of statements on a scale from 1-5, and open-ended questions where they can provide feedback in their own words. Integrating 360° feedback in the performance process helps increase self-awareness, encourages self-reflection from team members, and provides invaluable insights into any blind spots management may have overlooked previously that can still be acted upon. When implementing 360-degree feedback in an organisation, it's important to communicate clearly what is expected of the reviewers, and what the purpose is. Everyone needs to understand that this feedback is for the benefit of the person being reviewed, and the purpose is to help them grow and develop. Therefore the tone and content of 360° feedback scould always be helpful and constructive.

Example of performance review phrases that peers can use when in a 360 review situation:

"Tanya's creative problem-solving skills have been a game-changer for our team, and her unique perspective has led to some truly innovative solutions."

"Jake's positive attitude and infectious energy have not only lifted the morale of our team but have also inspired us to go above and beyond in our work."

"Maria's unwavering dedication to quality has resulted in some of the best work our team has produced, and her attention to detail is second to none."

Related reading: 360-degree feedback questions [with examples]

Self-performance review phrases

Self-performance review phrases can help individuals reflect on their own performances objectively by asking themselves questions such as: What have I done well? What areas could I improve on for future performances? How am I progressing towards my professional goals? 

Answering these questions honestly can lead to greater self-awareness which ultimately leads to improved job satisfaction and career development over time.

When writing self-performance review phrases, it is important to be specific about what was done well and where improvement could be made. 

Positive self-performance review phrases 

“I successfully completed all tasks assigned within the given timeframe” 

“I handled customer complaints professionally and efficiently”. 

Negative self-performance review phrases 

Constructive feedback should address any issues that need improvement such as… 

“I could have been more proactive in addressing customer concerns”

“I need to work on my communication skills when dealing with difficult customers”.

If there is a particular skill that needs developing such as public speaking then this should be noted down alongside other achievements like receiving recognition for completing projects early or exceeding sales targets month after month. 

This kind of reflection will help managers evaluate each employee's progress accurately come evaluation time.

Mid-year review

You're halfway through the year, and it's time for a mid-year review. You've had some successes and challenges, and you want to take stock of where you are and what you need to do to achieve your goals for the rest of the year.

Performance review phrases for a self-review:

"I've shown resilience and resourcefulness in tackling unexpected challenges, and have demonstrated an ability to adapt and find creative solutions."

"My strong work ethic has allowed me to consistently meet deadlines and exceed expectations, even when faced with competing priorities."

"I've taken the initiative to seek out new opportunities for professional development and growth, and have actively pursued learning opportunities outside of my comfort zone."

"I've demonstrated effective communication skills by clearly articulating my ideas and actively listening to feedback, resulting in improved collaboration and teamwork."

Performance review writing tips

Composing successful appraisals can be a daunting task, yet there are several key strategies HR administrators should remember when constructing them.

Provide specific feedback on the employee’s performance 

Avoid general statements like “you did a good job” or “you need to do better next time." Instead focus on what the employee has done well and how they could improve going forward. This will give the employee clear direction and help them understand exactly where they stand with their manager.

Use positive language when possible

Performance reviews don't have to be all negative; instead focus on highlighting areas where employees excel or have improved over time as well as areas that need further development or improvement. By emphasizing both successes and opportunities for growth it encourages employees to strive towards their goals while also giving them recognition for their achievements thus far.

Constructive criticism should always be phrased positively as well; rather than pointing out what someone has done wrong, emphasize how they could do it better next time. 

“If you plan ahead more carefully, you will be able to complete tasks faster”

“By taking extra care when preparing reports you will ensure accuracy every time”.

As a HR Manager, it is important to use performance review phrases in order to accurately measure and increase employee engagement and performance. 

By using the right words during reviews, managers can provide clear feedback on an employee's progress while also inspiring them to reach their goals. 

Additionally, self-reviews allow employees to reflect upon their own work which further contributes towards bettering themselves as well as the team or organization they are part of.

Take the guesswork out of employee performance reviews with Eletive . Our easy-to-use tools help you measure and improve engagement for better results in your organisation. Contact sales today for more information. 

FAQs in relation to performance review examples

What should i write in a performance review example.

Employee performance reviews are an important tool for measuring and increasing employee engagement and performance. When evaluating an employee, it is essential to be precise regarding their accomplishments, capabilities, shortcomings, areas needing development and overall contribution to the team or company.

For example: "James has consistently demonstrated strong communication skills in his role as Sales Manager. He regularly exceeds expectations with customer service initiatives and has been instrumental in driving sales growth over the past year."

By providing clear feedback that focuses on both successes and areas of development opportunities, managers can help employees reach their fullest potential while also encouraging them to continue striving for excellence.

How do you start a performance review essay?

A performance review essay should begin by outlining the objectives of the review, such as identifying areas for improvement and recognising accomplishments. It is essential to outline what will be expected of the individual going forward and how these criteria will be assessed.

The essay should also include an evaluation of past performance against established goals or standards, with specific examples where applicable. Finally, it should conclude with suggestions on how to improve employee engagement and productivity in the future.

How do you write a performance review statement?

A performance review statement should be an objective assessment of the employee's work. It should detail their accomplishments as well as any areas for improvement. A performance review statement should also provide clear examples to demonstrate the points being made, and offer helpful feedback on how the employee can progress. The performance review statement should always focus on tangible results and SMART goals to motivate employees towards further success.

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100 Best Performance Review Examples (Comments & Phrases)

Author & Editor at ProProfs

Michael Laithangbam is a senior writer & editor at ProProfs with over 12 years of experience in enterprise software and eLearning.

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

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

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

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

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

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

Examples of Positive Attendance Review Comments

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

Examples of Negative Attendance Review Comments

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

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

Examples of Positive Attitude Review Comments

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

Examples of Negative Attitude Review Comments

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

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

Examples of Positive Leadership Review Comments

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

Examples of Negative Leadership Review Comments

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

Communication & Interpersonal Skills

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

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

Examples of Positive Review Comments On Communication & Interpersonal Skills

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

Examples of Negative Review Comments On Communication & Interpersonal Skills

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

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

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

Teamwork & Collaboration

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

Examples of Positive Teamwork & Collaboration Review Comments

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

Examples of Negative Teamwork & Collaboration Review Comments

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

Watch: How to Build High-Performing Teams 

Flexibility & Agility

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

Examples of Positive Flexibility & Agility Review Comments

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

Examples of Negative Flexibility & Agility Review Comments

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

Dependability

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

Examples of Positive Dependability Review Comments

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

Examples of Negative Dependability Review Comments

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

Time Management & Efficiency

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

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

Examples of Positive Time Management Review Comments

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

Examples of Negative Time Management Review Comments

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

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

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

Innovation & Creativity

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

Examples of Positive Review Comments On Innovation & Creativity

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

Examples of Negative Review Comments On Innovation & Creativity

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

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

Problem-Solving

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

Examples of Positive Review Comments On Problem-Solving

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

Examples of Negative Review Comments On Problem-Solving

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

Ready to Conduct Outstanding Performance Reviews?

If yes, start with these employee performance review examples.

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

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

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

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

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

Frequently Asked Questions

What is a performance review.

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

How to write an effective employee performance review

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

About the author

Michael Laithangbam

Michael Laithangbam is a senior writer & editor at ProProfs with over 12 years of experience in enterprise software and eLearning. His expertise encompasses online training, web-based learning, quizzes & assessments, webinars, course development, LMS, and more. Michael's work has been featured in industry-leading publications such as G2, Software Advice, Capterra, and eLearning Industry. Connect with him on LinkedIn .

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Bibliometrics & citations, view options, recommendations, supply chain optimization system of mass customization based on multi-codp.

Supply chain systems of mass customization based on a CODP has the contradiction between optional scope of customized user and delivery time is principal contradiction. For this reason, this paper put forward supply chain optimizing system of MC by ...

An application of deep reinforcement learning and vendor-managed inventory in perishable supply chain management

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Deep Reinforcement Learning (RL) has been used recently in many areas achieving successful results. A multi-period supply chain operation can be viewed as a sequential decision-making problem for which Deep RL may be appropriate. Previous uses of ...

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30 Examples: Self Evaluation Comments for Problem Solving

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

Problem Solving Self-Evaluation Comments Examples

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

Improving Problem Solving Skills

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

Developing Critical Thinking Skills

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

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

Effective Communication Skills

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

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

To improve your communication skills, you need to:

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

Prioritizing Tasks

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

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

To prioritize tasks effectively, you need to:

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

Brainstorming Techniques

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

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

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

Time Management and Productivity

Managing time effectively.

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

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

Overcoming Overwhelm

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

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

Being Proactive

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

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

Performance Review and Goal Setting

Setting objectives.

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

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

Measuring Performance

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

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

Creating an Action Plan

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

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

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

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

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