problem solving skills in performance review

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53 performance review examples to boost growth

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The importance of performance reviews

53 performance review examples, 3 tips for delivering a performance review to an underperformer, a performance review is an opportunity to foster growth.

Even the most well-intentioned criticism can be hard to hear. 

If you need to give feedback to a peer or employee, you might feel nervous. After all, you can probably empathize — most of us have been in their position. You want the person to know where they excel and how to improve, but you don’t want to come off as harsh or lose your authority. It’s a delicate balance.

When sharing professional feedback, you need to achieve that perfect equilibrium to motivate your team to continue doing their best work. Perfect your delivery by studying these 53 performance review examples.

A performance review -– also known as a performance appraisal — evaluates how well an employee is tracking toward goals and upholding the company vision and values . This formal assessment documents strengths and weaknesses , expectations for improvement , and other relevant employee feedback , like kudos for a standout performance. 

Performance reviews are essential because they provide managers (or employees assessing their peers) with a set time and structure for delivering in-depth, example-driven feedback. It’s also an opportunity for the reviewer to set metrics-based expectations so the reviewee knows how to improve for next time. 

Plus, performance reviews are an excellent opportunity to open lines of communication between peers or a manager and their direct reports. Both sides can clarify questions or concerns about performance, and the reviewer may use this time to motivate the reviewee. These types of workplace conversations build more trusting, engaged, and caring professional relationships. 

Unfortunately, typical performance reviews only inspire 14% of employees . In other words, reviewers need to step up their own performance if they want to make an impression during these meetings.

Effective performance reviews are level-headed and honest. They aren’t excuses to scold an employee for a mistake or poor performance . They make time to offer constructive criticism, praise what the team member is doing well, and provide suggested areas for improvement. 

To keep the conversation as productive as possible, study our list of performance evaluation examples that provide focused feedback and maintain an upbeat, inspiring tone that doesn’t undermine the seriousness of the commentary. 

Here are 53 employee evaluation examples for various scenarios. 

Communication

Good workplace communication helps teams clearly express ideas and work through problems effectively. Respectful communication also fosters healthy social relationships between peers, which are essential for a positive work culture. 

When you assess a colleague on this interpersonal skill , focus on the politeness of their interactions, the coherence of how they present information, and their ability to listen to others actively .

Use performance evaluation comments like the following when a colleague has done an exceptional job of clearly and respectfully communicating:

1. “I’ve noticed how clearly you communicate complex concepts to clients. I really admire this ability.” 

2. “You’re excellent at solving conflicts . Thank you for taking on this responsibility.” 

3. “Several of your teammates have told me how pleasant it is to work with you. Thank you for being such a respectful communicator.”

4. “I’ve been observing your standout negotiation skills and will continue to look for opportunities for you to use them.”

5. “I’d like to congratulate you on your clear and easy-to-follow presentations. Would you consider giving a workshop for your teammates?”

Improvement suggestions 

Poor communication leads to confusion and fraught interactions. Plus, muddled instructions or explanations can cause project errors, and negative delivery can harm team and stakeholder relationships . It’s important for each team member to have this skill.

Here’s how to cite communication that needs improving: 

6. “I’ve noticed that you sometimes miss part of an explanation. I have helpful materials on active listening I recommend taking a look at.” 

7. “Clients have noted that your explanations are difficult to understand. You have a strong grasp of complex concepts, but let’s work together on ways to break them down for an unfamiliar audience.”

8. “I’d appreciate it if you could communicate when there’s an issue on a project or you have a question. I’ve seen delays and errors due to a lack of updates.”

9. “Some of your emails to clients have had spelling and grammar errors. Could you make an extra effort to check your work so that we keep our company communication as polished as possible?” 

10. “Your teammates have cited rude interactions with you. We must keep communication respectful. Is something going on that’s causing you frustration or prompting these interactions?”

Innovation and creativity 

Innovative solutions and creativity allow organizations to generate new products and services, build a more resonant brand image, and connect successfully with their target audience. When giving a performance review, provide positive feedback on how the person contributes to the team or company’s growth. 

Teammates who offer fresh ideas for projects or ways to improve company processes to boost efficiency deserve a proverbial pat on the back. Here are five performance appraisal examples that show how to give it:

11. “Last quarter, you saved our team 50 hours of administrative work with your solution for streamlining databases. Thank you for this invaluable idea.”

12. “The marketing campaign you created to target younger audiences has been one of our most successful. Everyone on our team has something to learn from you.” 

13. “You’ve been integral to launching one of the most innovative apps on the market. You should be proud of yourself. You’re helping a lot of end users.” 

14. “I admire the way you creatively approach complex problems . You resolved a tricky supply chain issue that kept our deliveries on track.”

15. “You deeply understand the brand image and voice. All of your marketing copy and designs represent us well.”

Improvement suggestions

Team members in creativity- and innovation-driven roles may stagnate. Your organization might have a performance review template you can follow to zero on in how to improve in these areas. You can also use the following feedback pieces to push them in the right direction:

16. "You’re one of our most valued graphic designers. However, I’ve noticed that your recent designs have been similar. Let’s talk about ways to innovate.”

17. “Since you’re in a leadership role, I would like it if you took more initiative to offer creative solutions to problems . I have some reading to guide you.” 

18. “I’ve noticed that your copy lacks that fresh voice we admire. Have you also tracked this change, and what solutions do you have to liven up the writing?”

19. “You’ve offered some of the most innovative development ideas our company’s seen. But you’ve been quiet in brainstorming sessions lately. Let’s talk about what may be going on.”

20. “Your latest product innovation had flaws resulting from rushed work and a lack of attention to detail. Does that resonate?”

Everyone can be a leader — regardless of their rank at an organization. Team members set examples for their peers, and managers guide reports toward success. Whether you’re giving a performance review for a veteran or an entry-level employee, address their leadership skills where you can. 

When an employee exceeds expectations by mentoring others, taking charge of problems, and upholding organizational values , recognize their outstanding work with phrases like the following:

21. “Your positive attitude , willingness to take on more responsibility, and ability to explain concepts to your peers makes you an example to all.”

22. “I appreciate your advances in developing better leadership skills, like clear communication and excellent negotiation tactics. Kudos.” 

23. “I know you started here recently, but many people already look up to you. You take initiative, aren’t afraid to share ideas, and treat your peers respectfully.” 

24. “Since you’ve become a project manager, the development team consistently delivers quality outputs on time. You’re doing a great job guiding the group.” 

25. “When there was a conflict with a client last month, you stepped in to manage it. You have the makings of a great leader.”

If an employee like a project manager or team lead isn’t mentoring others as well as they could, a performance review is the perfect moment to tackle the issue. And if you have a stellar employee who isn’t showing the leadership and initiative required to earn them a promotion, they might need some encouragement to strengthen these skills. Use the following examples as a guide for wording your feedback:

26. “You’ve consistently been an excellent leader, but teammates have reported a lack of mentorship on recent projects, leading to confusion and poor results. What can we do to improve the clarity of your communication and guidance?”

27. “I’ve noticed that you’re stepping back from public speaking opportunities. You’re a strong leader already, but giving talks is an inevitable part of your role. Here’s information on a speaking course I took that could help.”

28. “Some of your teammates have said you’re difficult to approach with a problem. Let’s work to improve your communication skills to make others comfortable asking you for help.” 

29. “Your communication and mentorship skills are unmatched, but you still have to improve your time management skills. Several projects have run late, impacting client deliveries.” 

30. “You form excellent social relationships with your team, but you may be getting too close. I’m concerned you could lose your authority if you continue to act more like a peer than a mentor.” 

Collaboration and teamwork

Teams must work well together — it’s synergy that allows them to accomplish more than they’d be able to alone. Collaboration drives better organizational results and fosters a communicative, innovative work environment. Here’s how to tackle this topic in a performance appraisal.

Certain team members go above and beyond to help peers, manage conflicts, and share their knowledge. Reward them with statements like the following: 

31. “You’re an excellent resource for new team members. Thank you for being willing to share what you know.” 

32. “Your ability to adapt when obstacles arise and encourage your teammates to do the same has saved us from late deliveries several times. Congratulations, and thank you.”

33. “You didn’t have to navigate that conflict between your peers last week, but you stepped up. I think everyone in your group learned something from you that day.” 

34. “I know you’d like to be doing more on projects, but I appreciate that you’re splitting the work with newer teammates so they can learn. Exciting opportunities are coming your way soon.” 

35. “Your team traditionally had trouble working together. Thank you for identifying their strengths and guiding them as a leader to use them in harmony.” 

Employees resisting participation in a team or creating conflicts must change behaviors to help their peers thrive. Here are a few ways to suggest improvements: 

36. “I’ve noticed that you’ve been canceling team meetings and avoiding social events. Let’s talk about what’s going on.” 

37. “It’s great to challenge your peers' ideas, but I’ve repeatedly observed you push contrary thoughts when the rest of the team has reached a consensus. This can hold up projects, so I’d like to ask you to be more flexible.” 

38. “I know you’ve been very busy, but could you take more time to share your skills with others? There are new team members who could learn from you.” 

39. “You’re sometimes quick to nix others’ ideas. Try listening to their suggestions with a more open mind to be a better team player.” 

40. “You’re an involved leader, and that’s an excellent trait. But sometimes, you get too close to a project, and your guidance borders on micromanaging . I’d encourage you to try taking a step back when the team is working well together.”

Work ethic and organization

Punctuality, time management , and planning keep work flowing. In performance reviews, ensure all team members understand how their work ethics contribute to overall success.  

Show your appreciation to those employees who keep administrative tasks running smoothly. Here are some examples:

41. “Thank you for changing our customer relationship management system. Now everyone can access data more easily, and it’s improved our workflow.” 

42. “Your persistence in implementing the Agile project management framework has paid off. We’re delivering better, more timely products to clients.”

43. “You’re never late and sometimes even early. I appreciate your dedication to punctuality. It helps meetings run on time, and the day gets off to a strong start.”

44. “You always answer clients’ emails promptly. Thank you for your dedication to excellent customer service.” 

45. “As a project manager, you do a great job resolving teammate’s blockers efficiently. This allows them to perform tasks confidently and keeps projects on track.” 

Improvement suggestion

Employees who consistently arrive late or have trouble organizing tasks and following company processes negatively impact others’ ability to work well — not to mention their own. Here are constructive employee review examples for those cases: 

46. “You’re often tardy to meetings, which causes your teammates and clients to wait. This can be frustrating for stakeholders. I’d like to share some tips for time management.” 

47. “I’ve noticed you consistently turn in work late. I’m concerned you may have too much on your plate. Let’s assess your workload.”

48. “Client emails are falling through the cracks, making us look like we don’t care. Here’s a system I use to ensure I respond to every email quickly.”  

49. “I understand the new customer relationship management system is tricky, but we need everyone to get on board. Would it be helpful if I set up an additional training session to walk you through the software?”

50. “You didn’t meet your goals this quarter, so I’m modifying them for the upcoming one. Please let me know if you need tools, skills, or support to make achieving these goals possible.”

Performance review summary examples

Wrap up your review by revisiting what the employee has done well and highlighting the improvements they should make. Here are three examples you can model your performance review summary on:

51. “You’ve improved your communication and public speaking skills this quarter, making you a stronger leader. But you can still work on your task and time management skills by implementing better organizational practices.” 

52. “Your first few months at the company have been a success. You’ve learned to use our tools and processes, and your teammates enjoy working with you. Next quarter, I’d like you to take more initiative in brainstorming sessions.” 

53. “You’re a long-time valued employee, and you have a unique talent as a graphic designer. Your social media campaign last quarter was top-notch, but others have been stagnant. I know you can tap into your talents and do more innovative work.”

You’re a compassionate leader and never want to hurt anyone’s feelings. But in a performance review , you may have to deliver tricky constructive criticism . You’re giving this feedback with the best intentions, but doing so might make the other person defensive. Keep the conversation productive and focus on framing improvement as a positive with these three tips:

• Start and end on a high note: Open the conversation with what the employee has done well and circle back to this point after giving criticism. This will remind the employee of their value. 
• Use metrics: Don’t run a performance review on “gut feelings.” Quantifiable metrics and clear feedback allow you to identify areas of improvement. You must demonstrate specific examples and measurable figures to back up your claims. Otherwise, your criticism can seem unfounded. 
• Offer suggestions: An employee may not know how to interpret feedback and translate it into action items. And they might have some concluding performance review questions about how to improve. Offer help and a professional development plan so the person feels inspired, capable, and supported in making the changes you suggest.

Many fear receiving and giving sub-optimal feedback. However, in performance reviews, colleagues inevitably highlight negative aspects of a person’s work.

But if you establish a healthy balance between recognizing an employee’s strengths and offering constructive feedback for improvement (like in our performance review examples), these sessions turn into growth opportunities. Your colleagues take on new challenges, acquire better skills, and become more understanding teammates thanks to criticism.

And guess what? The next performance review will be less nerve-wracking for everyone involved.

Understand Yourself Better:

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Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

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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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Problem/Situation Analysis: 40 Useful Performance Feedback Phrases

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

Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Problem/Situation Analysis: Exceeds Expectations Phrases

• Asks oneself what the situation is, makes a list of issues within the situation, and defines why each one is a problem
• Brainstorms possible ways to resolve the issue at hand and writes down possible solutions even those that seem absurd
• Weighs both the positive and negative effects of the suggested solutions to the problem or situation at hand
• Looks for the solution that highlights the most positive effects as well as that, which produces the mildest consequences
• Concentrates on the solution that can lead one to achieve the set goals and anticipates possible challenges associated with this solution
• Defines own goals specifically and makes them as realistic and as attainable as possible
• Accepts that the problem already exists and puts more energy into solving it rather than in resisting it
• Gathers some good knowledge about the problem at hand in order to decrease the uncertain anxiety and fear that one would face when solving it
• Tries to look for solutions from other people who have faced the same situation, how they have solved it and the kind of challenges they have faced along the way
• Opens own mind to a solution that may work and tries it out instead of making snap judgments based on little experience and information

Problem/Situation Analysis: Meets Expectations Phrases

• Tries to break the problem down into smaller, manageable parts in order to decrease anxiety and think more clearly
• Finds a more positive side of the situation and focuses on it in order to reduce the situation's negative emotional impact
• Uses more positive or neutral words to describe the situation and avoids words that may make one feel frustrated about the situation
• Keeps own motivation up by rewarding oneself after successfully completing a phase of the problem
• Looks at the problem from different directions in order to identify the root cause rather than getting sidetracked by the symptom
• Prepares for the worst possible outcome and how to deal with it; tries something else when a solution one has implemented doesn't work
• Tries to form own goals in the sense of actions one can take to achieve the desired goals
• Keeps track of each solution in order to know what needs to be changed or whether the solution itself needs to be changed
• Takes full responsibility for mistakes made from solutions that one has implemented and refrains from blaming other people
• Sets a deadline for when a situation should be solved and a schedule for reporting in order to stay on track and know when one is falling apart

Problem/Situation Analysis: Needs Improvement Phrases

• Blames other people when one makes mistakes instead of taking responsibility for own actions
• Spends time complaining about the problem at hand instead of looking for solutions and prevention of such a problem in the future
• Does not take the time to create a plan that would help one stay on track when analyzing the situation at hand
• Faces the problem alone without involving other people's ideas and therefore ends up spending more time on the problem than expected
• Believes in perfection; spends time going through a problem over and over instead of trying out the available solutions and looking for changes afterward
• Does not care about checking the progress of the implemented solutions or suggesting changes
• Does not create time to do exercises that improve one's ability to think strategically and analytically
• Jumps into solving a problem without enough information and facts thus generates solutions that are half-baked
• Does not ask questions or look at the situation from different angles thus fails to understand it better
• Breaks down a problem into smaller ones but does not develop strategies to solve the problems

Problem/Situation Analysis: Self Evaluation Questions

• Describe a time when you solved a problem without all the necessary information about it in hand. How did you go about it and what was the outcome?
• How do you weigh the advantages and disadvantages of a solution before implementing it?
• Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been?
• What information do you research when analyzing a problem and how do you use it?
• Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply?
• Describe a time when you have anticipated a problem. What did you do about it?
• Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome?
• What factors have you considered when developing and evaluating solutions to a problem?
• What are some of the challenges that you have encountered when analyzing problems and how have you faced them?
• Describe a time when you have found a creative way to solve a problem. How did you feel?

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Performance review phrases for employee evaluation (with examples)

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

TABLE OF CONTENTS

Performance review comments example

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

PHRASES FOR PERFORMANCE EVALUATION

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

Performance review closing comments

• Do performance reviews with software ✅

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

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

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

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

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

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

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

Performance review strength

Example Phrases for addressing employee strengths:

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

Performance review weakness

Example Phrases for addressing employee weaknesses:

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

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

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

Performance review phrases collaboration

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

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

Meets or Exceeds Expectations

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

Below Expectations

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

Performance review teamwork phrases

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

Performance review phrases for teamwork

Meets expectations

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

Below expectations

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

Performance review phrases professionalism

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

Meets or exceeds expectations

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

Performance review phrases attendance

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

Attendance and punctuality performance review sample

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

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

Employee performance review phrases attendance

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

Performance review comments quality of work

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

Productivity and quality of work performance review examples

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

Performance review phrases adaptability

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

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

Performance review communication skills comments

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

Performance review phrases communication skills

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

Performance review phrases for innovation and creativity

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

Creativity performance review phrases

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

Accountability performance review phrases

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

Performance review accountability

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

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

Performance review customer focus

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

Performance review phrases for customer focus

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

Performance review phrases decision making

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

Performance review phrases problem solving

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

Performance review phrases for dependability

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

Performance review phrases reliability

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

Performance review phrases integrity

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

Performance appraisal phrases for integrity

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

Performance review phrases flexibility

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

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

Performance review for leadership

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

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

Performance review comments initiative

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

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

Employee performance review comments job knowledge

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

Performance review job knowledge phrases

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

Planning and organizing performance review phrases

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

Meets or exceed expectations

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

Performance review phrases time management

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

Performance review time management phrases

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

Performance review phrases attitude

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

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

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

Here’s how you could do it:

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

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

Performance evaluation software

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

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

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220 Performance Review Phrases for the Workplace

By: Grace He | Updated: December 01, 2023

You found our list of the best performance review phrases .

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

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

This list includes:

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

Here we go!

Performance review phrases for communication

Positive comments.

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

Constructive Feedback

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

Performance review phrases for quality of work

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

Performance review phrases for job knowledge

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

Performance review phrases for teamwork

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

Performance review phrases for productivity

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

Performance review phrases for initiative

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

Performance review phrases for accountability

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

Performance review phrases for growth

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

Performance review phrases for leadership

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

Performance review phrases for new employees

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

Performance review phrases for longtime employees

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

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

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

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FAQ: Performance review phrases

Here are answers to common questions about performance review phrases.

What are performance review phrases?

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

What are some good performance review phrases?

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

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

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

How do you use performance review phrases?

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

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

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

Author: Grace He

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

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People & Culture Director at teambuilding.com.

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

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Examples of Well-Written Performance Reviews: A Guide to Effective Evaluation

Performance reviews are a crucial tool in assessing an employee's progress, acknowledging accomplishments, and identifying areas for improvement. However, crafting a well-written review requires finesse and a thorough understanding of the employee's strengths and weaknesses.

This article delves into exemplary, focused statements in performance reviews. It offers practical insights and guidance on delivering impactful evaluations. By mastering these typical review scenarios and employing example statements, you can craft effective evaluations that provide colleagues with valuable feedback.

Meeting Goals and Expectations

Well-written performance review focuses mainly on the employees performance against the goals and expectations set by the organization. By aligning them both, employees can have a clear understanding of what is expected of them, leading to increased motivation and productivity. This transparency lays the foundation for growth and fosters a culture of accountability.

Example: Constructive Feedback on Meeting Goals and Expectations

"John demonstrates considerable skill and knowledge in his role; however, he has struggled to meet the sales targets set for the last two quarters. While he has shown tenacity in his approach, the results have not been up to the expectations of the organization. It is recommended that John take advantage of the sales training resources available, and consider working closely with a mentor to improve his strategies. We believe in John's potential to excel and hope that with the right support, he will soon meet, and possibly surpass, his goals."

Example: Employee Exceeding Goals and Expectations

"Jane has consistently exceeded the sales targets set for the past four quarters, demonstrating exceptional skill and tenacity in her role. Her ability to generate leads and convert them into sales far exceeds our initial expectations. Not only does Jane excel in her personal performance, but she also takes the time to mentor others on her team, spreading her knowledge and contributing to the overall success of the department. We commend Jane's outstanding performance and encourage her to continue her excellent work. We believe that with her potential, Jane is well-positioned to take on more leadership responsibilities within the team."

Whether an employee is not meeting or exceeding the set goals and expectations, the aim is to provide constructive feedback that motivates them for growth, assists them in their professional development, and ultimately drives organizational success. These examples serve as a guide in navigating this crucial process with the goal of fostering a culture of transparency and accountability within the organization.

Showing Appreciation and Recognition

Appreciation and recognition are essential components of a performance review, serving as critical motivators and morale boosters. Acknowledging an employee's efforts and achievements not only validates their hard work but also fosters an environment of appreciation, thereby boosting overall productivity.

Let's delve into some examples:

Example: Constructive Feedback on Appreciation and Recognition

"Mark is known for his dedication and hard work; however, he tends to focus solely on his personal tasks, often missing opportunities to recognize and appreciate the efforts of his team members. It is important for Mark to acknowledge and show appreciation for the contributions of others, thus fostering a more positive and collaborative team atmosphere. We recommend that Mark participate in our team leadership training to gain skills in employee recognition. By doing so, we are confident that Mark can build a more cohesive and motivated team."

Example: Affirmation of Appreciation and Recognition

"Susan consistently acknowledges the efforts and achievements of her team members, fostering a positive and motivated work environment. Her exceptional ability to recognize and appreciate the contributions of others has not only boosted team morale but also increased productivity levels. We applaud Susan's exceptional leadership skills and her focus on recognition and appreciation. We encourage her to continue her excellent work and consider sharing her best practices with other team leaders in the organization."

Understanding the importance of recognition and appreciation in performance reviews is key to creating an engaged and motivated workforce. These examples highlight the potential for improvement and affirmation of excellent practices in this crucial area.

Encouraging Collaboration and Teamwork

Promoting collaboration and teamwork are vitally important aspects of a performance review, fostering a sense of unity, shared purpose, and mutual cooperation. Encouraging employees to work together effectively not only strengthens team relationships, but also enhances overall productivity and performance.

Here are a couple of examples:

Example: Constructive Feedback on Collaboration and Teamwork

"Despite his technical expertise, Robert tends to work independently and misses out on the benefits of teamwork and collaboration. While his individual contributions are valuable, we believe he could amplify his impact by collaborating more effectively with his peers. We suggest Robert participate in our team-building workshops to understand the importance of collaboration and learn techniques to enhance teamwork. We are confident that with increased collaboration, Robert can contribute significantly more to our team's success."

Example: Affirmation of Collaboration and Teamwork

"Linda's commitment to collaboration and teamwork is truly commendable. Despite her demanding role, she consistently takes the time to actively support her colleagues, sharing her knowledge freely and stepping in to assist whenever needed. Her collaborative mindset has greatly improved team cohesion and productivity. We applaud Linda's investment in teamwork and encourage her to continue her excellent work. We believe her collaborative approach serves as a model for others in the organization."

Recognizing the role of collaboration and teamwork in a performance review is crucial to building a harmonious and effective team. These examples underscore both the need for improvement and the affirmation of best practices in this key area.

Enhancing Communication Skills

Effective communication is a vital aspect of any performance review. It is not just about conveying information clearly; it's also about listening, understanding the viewpoints of others, and responding appropriately. Encouraging employees to develop their communication skills not only enhances interpersonal relationships within the team but also improves the overall workflow and productivity.

Here are a few examples:

Example: Constructive Feedback on Communication Skills

"Even though Emma excels in her role, she sometimes struggles to communicate her ideas effectively, which can lead to misunderstandings within the team. We believe Emma could benefit from attending our communication skills workshop to help her articulate her thoughts more clearly and confidently. With improved communication, we're confident Emma can reach her full potential and contribute even more to our team's success."

Example: Affirmation of Communication Skills

"John's communication skills are a true asset to our team. He articulates his ideas clearly and listens attentively to others, fostering an environment of mutual respect and understanding. His ability to effectively communicate complex concepts to clients and colleagues alike has significantly improved our team's efficiency and client satisfaction levels. We commend John's excellent communication skills and encourage him to continue his superb work. His approach to communication is a benchmark for others in the organization."

Understanding the importance of effective communication in a performance review is key to building a cohesive and efficient team. These examples highlight areas for improvement and affirm the value of good communication practices in this vital area.

Proactive Problem-Solving

Proactive problem-solving is a fundamental aspect of any performance review. It involves the ability to anticipate potential issues, devise effective solutions, and implement them in a timely manner. Encouraging employees to enhance their problem-solving skills not only increases their individual productivity, but also contributes to the overall performance of the team.

Example: Constructive Feedback on Problem-Solving

"Victoria has demonstrated her technical skills and expertise consistently; however, she tends to react to issues rather than proactively identifying and addressing them. We believe Victoria would benefit from our problem-solving training, which would equip her with strategies to anticipate and mitigate potential roadblocks. With improved problem-solving skills, we are confident that Victoria can enhance her contribution to our team's success."

Example: Affirmation of Problem-Solving

"Tom's proactive approach to problem-solving is truly commendable. He consistently anticipates potential issues and devises effective solutions ahead of time. His ability to tackle obstacles proactively has significantly improved our team's efficiency and performance. We applaud Tom's excellent problem-solving skills and encourage him to continue his exemplary work. His proactive approach serves as an ideal model for others in the organization."

Recognizing the importance of proactive problem-solving in a performance review is key to building a productive and efficient team. These examples highlight potential areas for improvement and affirm the value of proactive problem-solving practices in this critical area.

Showcasing Leadership Capabilities

Leadership capabilities play a significant role in any performance review. They encompass the ability to inspire and guide others towards achieving the team's objectives. Encouraging employees to further their leadership skills not only increases their individual impact but also contributes positively to the overall team dynamics.

Example: Constructive Feedback on Leadership Capabilities

"While James is highly competent in his individual role, he has occasionally missed opportunities to provide leadership within our team. We believe James could further his impact by embracing a leadership role during team projects and initiatives. We recommend he enrolls in our leadership development program to hone his skills in this area. With enhanced leadership capabilities, we are confident that James can greatly contribute to our team's success."

Example: Affirmation of Leadership Capabilities

"Samantha's leadership skills are a tremendous asset to our team. She guides her colleagues with empathy and clarity, fostering a positive and productive work environment. Her ability to motivate and inspire her peers has greatly contributed to our team's morale and efficiency. We commend Samantha's excellent leadership and encourage her to continue her outstanding work. Her approach to leadership serves as a benchmark for others in the organization."

Recognizing the importance of leadership capabilities in a performance review is key to building a dynamic and successful team. These examples demonstrate areas that need improvement and affirm the significance of strong leadership skills in this crucial area.

Emphasizing Attention to Detail

Attention to detail is a pivotal aspect of any performance review. It involves the ability to scrutinize tasks thoroughly, ensuring accuracy and minimizing errors. Encouraging employees to hone their attention to detail not only enhances individual task execution, but also improves the overall performance of the team.

Example: Constructive Feedback on Attention to Detail

"While Rebecca is an enthusiastic member of our team, she tends to overlook minor details in her work, which impact the overall quality of her output. We believe Rebecca could benefit from our training focused on attention to detail, which would assist her in developing the habit of thorough scrutiny of her work. With improved precision, we are confident that Rebecca can greatly contribute to our team's success."

Example: Affirmation of Attention to Detail

"Matthew's meticulous attention to detail is truly commendable. He ensures all tasks assigned to him are executed with precision and accuracy. His keen eye for detail has significantly improved the quality of our team's output and enhanced client satisfaction. We praise Matthew's excellent attention to detail and encourage him to continue his exemplary work. His approach to precision serves as a standard for others in the organization."

Recognizing the importance of attention to detail in a performance review is key to building a meticulous and successful team. These examples highlight potential areas for improvement and affirm the value of precise practices in this essential area.

Promoting Adaptability and Flexibility

Adaptability and flexibility are crucial aspects of any performance review. They involve the ability to adjust to new conditions and embrace change with ease. Encouraging employees to cultivate their adaptability and flexibility not only broadens their individual skill sets, but also enhances the overall resilience of the team.

Here are a couple examples:

Example: Constructive Feedback on Adaptability and Flexibility

"While Andrew is a dedicated member of our team, he tends to struggle when presented with unexpected changes or new work methodologies. We believe Andrew would benefit from our adaptability training, which would equip him with strategies to handle change more effectively. With improved adaptability and flexibility, we are confident that Andrew can become a stronger asset to our team."

Example: Affirmation of Adaptability and Flexibility

"Lisa's adaptability in the face of change is truly commendable. She consistently embraces new challenges and changes with a positive attitude, enhancing the overall resilience of our team. Her ability to adapt and adjust has significantly contributed to our team's ability to thrive amidst change. We applaud Lisa's excellent adaptability and flexibility and encourage her to continue her exemplary work. Her approach serves as an excellent model for others in the organization."

Recognizing the importance of adaptability and flexibility in a performance review is key to building a resilient and successful team. These examples highlight potential areas for improvement and affirm the value of adaptability and flexibility in this critical area.

In Conclusion

Writing effective performance reviews that create a positive impact requires attention to detail and skillful communication. By providing constructive feedback, setting clear goals, showing appreciation, and addressing areas for improvement with actionable solutions, you can empower your employees to grow and excel. Remember, the key to a well-written performance review lies in its ability to inspire and guide employees toward greater achievements while fostering a collaborative and supportive work environment.

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Performance Review Phrases for Problem Solving

Posted by Nancy Smart on Sunday, January 9, 2011 · Leave a Comment  

Whether you work as a clerk or as an executive, problem solving is part of any job.  It requires thinking on your feet and reacting to any given situation.  Some people can do this well, while others have difficulty doing this without guidance.

Some positive performance review phrases for Problem Solving might be:

Terry is able to successfully analyze a problem and find an accurate resolution

Terry clearly explains the problem and offers the users several different resolution options

Terry thinks through resolutions to problems before making a rash judgment

Terry keeps management apprised of ongoing problems or issues that are going on within the department

Terry is not afraid to respond to complex issues and provide recommendations to all levels of management

Some negative performance review phrases for Problem Solving might be:

Terry has difficulty coming up with resolution to difficult problems

Terry relies on others in heated situations

Terry loses his focus when problems arise

Terry fails to provide management with updates when problems are occurring in the department

Terry doesn’t learn from his mistakes and tends to repeat the same problems over

Problem Solving for some people comes easy for others it doesn’t.  To help employees work on their problem solving skills try role playing situations with them sometimes can help them learn how to react on their feet.    Work with them on various scenarios that could or might occur and see what their responses are and work through resolutions with them.   Also, have them try and follow these steps to work through the problem.

• Defining the problem.
• Generating alternatives.
• Evaluating and selecting alternatives.
• Implementing solutions

The next time they are faced with this problem, they will have already processed it through with you and be better prepared for the situation. For more Performance Review Phrases, return to the Core Competency Listings

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Problem solving: Performance Review Phrases Examples

Problem solving: sample phrases to write a performance appraisal feedback.

Customer Service Skills: 25 Performance Review Phrases Examples

Effective customer service skills are crucial to the success of any organization, and monitoring and evaluating employee performance in this area allows businesses to identify areas of strength and those in need of improvement.

Related: 242 Performance Appraisal Examples (Customer Satisfaction)

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

How to Write an Effective Performance Review (Essential Steps)

Questions to Determine an Employee’s Customer Service Skills

• How well does the employee communicate with customers? Are they able to listen actively and respond appropriately to customer inquiries and concerns?
• How effectively does the employee resolve customer complaints? Are they able to find solutions that satisfy the customer while also adhering to company policies and procedures?
• How knowledgeable is the employee about the company’s products and services? Are they able to provide accurate information and make recommendations to customers?
• How well does the employee handle difficult or challenging customer interactions? Are they able to remain calm and professional in the face of frustration or anger?
• How consistently does the employee deliver high-quality customer service? Are they able to maintain a positive attitude and provide excellent service even during busy or stressful periods?

Performance Review Phrases and Paragraphs Examples For Customer Service Skills

5 – outstanding.

A customer service representative with an outstanding rating of 5 consistently demonstrates exceptional customer service skills. They consistently exceed customers’ expectations and handle difficult situations with ease. Their communication is clear and concise, and they often go the extra mile to ensure customer satisfaction.

These employees are natural leaders, setting a positive example for their peers. They are skilled problem-solvers and demonstrate empathy and understanding towards customers. They regularly receive positive feedback from customers and have a track record of successfully resolving issues.

Paragraph Example 1

“Jane consistently goes above and beyond to ensure customer satisfaction. Her excellent communication skills and empathetic nature have resulted in numerous positive customer reviews and repeat business. She handles difficult situations with grace and professionalism, making her an invaluable member of the team.”

Paragraph Example 2

“Mary has consistently demonstrated a high level of proficiency in customer service skills. With a blend of patience, empathy, and active listening, she has been able to resolve customer issues effectively and efficiently. In several instances, Jane has gone above and beyond in assisting customers, resulting in positive feedback and increased customer satisfaction levels. Her attention to detail and dedication to providing a seamless experience make her an exceptional customer service representative.”

Paragraph Example 3

“Mark has consistently exceeded expectations in building rapport with customers and maintaining long-term relationships. He takes pride in personalizing interactions, allowing him to better understand the customers’ needs and concerns. Mark proactively anticipates customer requirements and provides relevant solutions before it becomes an issue. By utilizing exceptional communication skills and consistently following up, Mark has played an integral role in reducing churn and retaining numerous customers.”

Paragraph Example 4

“Sarah has proven to be an invaluable asset in supporting and coaching her fellow team members in customer service skills. She actively shares her knowledge and expertise, improving the overall skillset of the team. Sarah takes the initiative to stay up-to-date with company policies and procedures, ensuring that customers receive accurate and up-to-date information. Her organizational skills and time management capabilities allow her to handle a high volume of inquiries without sacrificing quality.”

Paragraph Example 5

“Thomas is a great example of someone who consistently exceeds expectations in problem-solving and decision-making. He remains objective and level-headed while addressing customer complaints, enabling him to find the best possible outcome for both the customer and the company. Thomas demonstrates strong analytical skills, allowing him to identify patterns in recurring issues, and works with other departments to implement long-term solutions. His proactive approach significantly contributes to the overall improvement of customer service processes and procedures.”

4 – Exceeds Expectations

An employee who exceeds expectations with a rating of 4 also provides excellent customer service. They often go beyond their job duties to help customers, and their interactions consistently result in satisfied customers. They possess strong communication skills and actively listen to customers’ needs to find effective solutions.

These employees show a knack for developing rapport with customers and always treat them with respect. They follow up on customer inquiries promptly and show a genuine interest in their customers’ experiences. Their performance contributes positively to the team and the company’s reputation for great customer service.

Paragraph Example

“John frequently exceeds customer expectations by providing detailed and accurate information to address their inquiries. His active listening skills and patience contribute to his ability to solve problems quickly and effectively. He understands the value of building long-term customer relationships and works diligently to achieve this goal.”

3 – Meets Expectations

An employee who meets expectations with a rating of 3 provides satisfactory customer service. They consistently follow established policies and procedures while handling customer interactions. Their communication skills meet the standard requirements, and they are capable of addressing most customer needs.

These representatives are reliable and maintain a professional demeanor when interacting with customers. They are competent in their job duties and handle most customer interactions without issue. They may require occasional guidance, but they consistently perform at an acceptable level.

“Mary meets the expectations for customer service by consistently providing polite and knowledgeable support. Her calm demeanor helps customers feel at ease, and she addresses their concerns in a timely manner. Mary contributes positively to the team and consistently meets her performance goals.”

“Jane consistently demonstrates a strong understanding of customer needs and is able to communicate effectively with them. She greets customers with a warm smile and always maintains a positive attitude, creating a pleasant atmosphere for interactions. Jane listens attentively to customer concerns and provides accurate, timely information. She successfully resolves issues and ensures that customers leave satisfied with the support they received.”

“John has shown a solid commitment to providing exceptional customer service. He is always willing to go the extra mile to ensure customer satisfaction, often offering additional assistance when needed. John displays good problem-solving abilities and is able to assist customers in finding resolutions to their concerns. He is respectful and courteous in all interactions, thereby maintaining strong customer relationships.”

“Sarah has consistently shown a strong ability to connect with customers on a personal level. She effectively builds rapport by asking questions and displaying empathy to gain a deeper understanding of their needs. Sarah provides clear and concise explanations when addressing customer inquiries and is thorough in her follow-up, ensuring there are no unresolved concerns. She is proficient in deescalating challenging situations and making customers feel heard and understood.”

“Tom’s customer service skills are on par with the expectations set by the company. He maintains professionalism in all interactions and communicates well with customers, providing the necessary information to address their needs promptly. Tom remains calm during high-pressure situations and works efficiently to resolve them to the best of his ability. His positive demeanor and commitment to serving customers contribute to customer satisfaction and loyalty.”

2 – Needs Improvement

Customer service representatives who need improvement, with a rating of 2, may struggle in certain aspects of their job duties. They may have difficulty effectively communicating with customers or lack the necessary problem-solving skills to resolve issues. Their customer interactions may not always result in a positive outcome, and they may receive some negative feedback.

These employees should focus on improving their skills by seeking guidance and training. Continued observation and constructive feedback can help them identify areas for improvement and work towards better performance.

“Jack often appears distracted when assisting customers, leading to incomplete resolutions and dissatisfaction. He would benefit from additional training in active listening and communication to strengthen his customer service skills. By focusing on improving these areas, Jack has the potential to contribute more effectively to the team.”

“Jane has been facing difficulties in handling customer complaints promptly and effectively during the past quarter. While she demonstrates the willingness to help customers, her problem-solving skills need improvement to address their concerns efficiently. Providing more training and support in this area could help Jane enhance her abilities and improve customer satisfaction.”

“Mike’s communication with customers has been inconsistent in tone and clarity. There have been instances where customers were unclear about the information provided or felt the response lacked empathy. To improve, Mike should work on refining his communication style and demonstrate a genuine understanding of the customer’s needs. Participating in workshops or seeking feedback from colleagues could offer valuable insights into improving his customer service skills.”

“Susan’s time management skills require attention as she frequently takes longer than the expected time to respond to customer inquiries. This delay can result in dissatisfaction and frustration for customers waiting for assistance. Susan should focus on organizing her tasks and prioritize addressing customer issues within the company’s assigned timeframe. Regular check-ins with team leads could help Susan monitor her progress and identify areas for improvement.”

“Bob occasionally fails to follow up with customers after their initial interaction, creating a lack of closure or resolution for their concerns. This failure can lead to customer dissatisfaction and damage the company’s reputation. In order to improve, Bob must develop a system to ensure timely follow-ups and keep accurate records of customer interactions. Undergoing additional training and seeking guidance from experienced colleagues could help Bob refine his approach to customer follow-ups.”

1 – Unacceptable

A rating of 1 indicates unacceptable performance in customer service. These employees consistently fail to meet the basic requirements of their job. They may be unable to handle customer inquiries effectively or lack the necessary communication skills to address customer concerns satisfactorily.

Their performance negatively impacts the team and the company’s reputation. Immediate intervention with clear expectations and an improvement plan is necessary for these employees. Failure to improve may result in disciplinary action or termination.

“Unfortunately, Susan’s customer service skills are consistently below company standards. She often seems disinterested in helping customers, and her lack of empathy results in numerous complaints. This negatively impacts the team and overall customer experience. Immediate and significant improvement in Susan’s customer service skills is necessary for her continued employment.”

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