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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.

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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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120 Self-Performance Review Examples (Copy and Paste)

Chris Drew (PhD)

Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

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A self-performance review is a process where employees assess their own performance related to their job roles and responsibilities (Boud & Falchikov, 2010). 

I’m going to prevent a wide range of examples of self-performance reviews you can copy and paste, edit, and personalize below. But first, here are some quick pieces of advice on writing your self-performance review:

• First, keep a record. Consistently keep a record of your achievements, challenges, and learning experiences . This will make the self-review painless. But if you haven’t done that, start now by writing down as many achievements, learning experiences, and challenges that you can brainstorm!
• Second, use evidence. You should support your statements with explicit examples of your accomplishments and challenges. Providing clear examples aids in giving a comprehensive view of your performance and brings credibility to your review (Fitzpatrick, 2013).
• Third, align your contributions with the organization’s objectives. Illustrate how your work has contributed to the company’s goals. This binds your performance to the larger strategic focus of the organization, acknowledging that your role plays an integral part in the team/company’s progress (Smithers & Walker, 2015).
• Finally, be realistic and self-critical (but not excessively). In plain terms, ensure that your self-appraisal is balanced by acknowledging both your strengths and areas for improvement. Constructive criticism prompts personal growth and depicts you as someone who is open to self-importance (Dahling & Whitaker, 2016).

Below is a list of strengths and weaknesses you could copy-and-paste for your own self-performance review. Build on these, by including evidence supporting your points, and aligning them with your organization’s objectives. Include both strengths and weaknesses.

Self-Performance Review Examples

Strengths for a self-performance review.

• Exceptional Communicator: Demonstrates excellent oral and written communication skills .
• Conflict Manager: Excels in conflict resolution, helping to maintain a positive work atmosphere.
• Time Manager: Prioritizes tasks effectively and manages time efficiently .
• Eye for Detail: Has a keen eye for detail showing a consistently high commitment to quality.
• Technical Pro: Demonstrates advanced technical proficiency relevant to job role.
• Problem Solver: Shows great expertise in innovative problem-solving .
• Able Multitasker: Has a strong ability to multitask effectively even under pressure.
• Sales Achiever: Has a record of consistently meeting or exceeding sales targets.
• Customer Service Star: Demonstrates exceptional customer service skills.
• Responsiveness: Known for providing timely, constructive responses.
• High Performer: Continually seeks ways to improve and deliver high performance.
• Agile Learner: Able to quickly learn and adapt to new situations and challenges.
• Team Player: Collaborates effectively with teams and supports colleagues.
• Dependability : Exhibits reliability and always meets deadlines.
• Initiative Taker: Proactively takes on responsibilities and challenges.
• Diverse Skills: Shows proficiency in various different skills relevant to the work.
• Caring Leader: Provides empathetic and effective leadership to the team.
• Self-Starter: Takes initiative without needing direction.
• Organisational Expert: Exhibits excellent organisational skills.
• Influencer: Has a strong ability to persuade and influence others.
• Committed: Shows high level of dedication to job role.
• Ethical: Demonstrates strong ethical behaviour and integrity.
• Creative Thinker : Provides unique solutions by thinking outside the box.
• Analytic Mind: Exhibits strong analytical and strategic thinking skills .
• Goal Getter: Shows high drive in setting and achieving goals.
• Calm: Stays composed and calm under pressure.
• Decision Maker: Makes quick and effective decisions.
• Versatility: Adapts well to new roles and tasks.
• Strategic Planner: Excels in laying out effective strategies to achieve objectives.
• Constructive Critic: Gives well thought-out, constructive criticism .
• Enthusiastic: Brings high levels of energy and enthusiasm to their role.
• Resourceful: Makes effective and efficient use of available resources.
• Mentally Agile: Is quick to understand new ideas and concepts.
• Culturally Aware: Displays consideration and awareness of diverse cultural norms .
• Empathetic: Understands and shares the feelings of others.
• Respectful: Shows respect for others and their ideas.
• Financial Acumen: Demonstrates strong understanding of financial concepts.
• Project Management: Able to manage projects effectively from start to finish.
• Presentation Skills: Can present information accurately and clearly.
• Skilled Negotiator: Possesses strong negotiation skills.
• Compliance Expert: Understands and adheres to necessary regulations.
• Tech Savvy: Comfortable working with varying types of technology.
• Constructive Feedback: Provides clear, specific feedback to improve performance.
• Risk Management: Identifies and manages potential risks effectively.
• Resource Allocator: Makes effective decisions about resource distribution.
• Proactiveness: Anticipates needs and takes action.
• Patience: Shows patience in dealing with complex situations or problems.
• Resilience: Exhibits the ability to bounce back from adversity.
• Delegation : Capable of assigning tasks to the right people.
• Focus: Sustains attention on tasks in spite of distractions.
• Transparency : Communicates openly and honestly.
• Meeting Facilitation: Leads and manages meetings effectively.
• Motivated: Exhibits a high level of self-motivation and drive.
• Collaboration: Works well with others to achieve common goals.
• Discipline: Demonstrates self-restraint and an ability to work diligently.
• Humility: Accepts shortcomings and works towards self-improvement .
• Mentorship : Guides and supports the growth of others.
• Commitment: Exhibits strong commitment to tasks or projects.
• Problem Recognition: Able to identify problems quickly and effectively.
• Punctuality: Always on time and ready to work.

Weaknesses for a Self-Performance Review

• Presentation Nerves: Struggles to present information clearly and confidently.
• Negative Outlook: Often expresses a cynical or negative outlook in team meetings.
• Trouble Delegating: Struggles with delegating tasks appropriately to team members.
• Poor Time Management: Often misses deadlines due to inadequate time management.
• Attachment to Routine: Has difficulty adapting to changes in methods and practices.
• Limited Technical Skills : Struggles with some technical aspects of the job.
• Lack of Assertiveness : Doesn’t express viewpoints or ideas strongly enough.
• Impatient: Struggles with patience in waiting for results or responses.
• Disorganization: Has trouble keeping areas, tasks, or projects organized.
• Trouble with Constructive Criticism: Finds it hard to take or give constructive feedback.
• Ineffective Communication: Struggles with clear and effective communication.
• Inconsistency: Performance is inconsistent, fluctuating between high and low.
• Poor Prioritization : Fails to prioritize well, often focusing on less important tasks first.
• Difficulty Resolving Conflict: Struggles when dealing with conflict situations.
• Tardiness: Often late and lacking punctuality.
• Lack of Commitment: Shows low levels of commitment to tasks or projects.
• Struggles with Work-Life Balance: Tends to overwork, resulting in burnout.
• Poor Leadership Skills: Struggles to lead a team or project effectively.
• Inefficient Resource Management: Has issues managing and allocating resources.
• Neglects Health: Doesn’t prioritize personal health, affecting performance.
• Difficulty Saying No: Struggles with setting boundaries and saying no.
• Slow to Adapt: Has trouble adapting to new technologies or methods.
• Procrastinator: Tends to put off tasks until the last minute.
• Overthinker: Given to overthinking, which impedes decisiveness and efficiency.
• Lacks Creativity: Struggles with creative thinking and problem-solving.
• Avoids Risks: Is overly risk-averse and consequently misses opportunities.
• Inflexible: Shows little flexibility in plans or ideas.
• Impulsive: Makes decisions or takes action too hastily.
• Difficulty Accepting Help: Hesitates to accept or ask for help.
• Shy: Struggles to voice ideas or concerns in groups or meetings.
• Overconfident: Overestimates abilities leading to failure or errors.
• Difficulty Following Instructions: Often misunderstands or fails to follow directions.
• Overdependence on Tools: Overly reliant on tools or software.
• Difficulty with Collaboration: Struggles to work effectively in a team.
• Low Motivation: Lacks self-motivation or enthusiasm at times.
• Lack of Empathy: Finds it hard to understand or appreciate colleagues’ perspectives.
• Misjudges Situations: Often misreads situations or people.
• Resistant to Change: Resists changes to routine or familiar procedures.
• Difficulty Setting Goals: Struggles to set clear and achievable personal goal.
• Misses Details: Tends to overlook smaller, but important details.
• Financial Mismanagement: Struggles to manage budget and financial responsibilities.
• Negative Attitude Towards Feedback: Receives feedback negatively or defensively.
• Difficulty with Multi-tasking: Struggles to handle multiple tasks simultaneously.
• Poor Networking Skills : Finds it hard to create effective professional networks.
• Lacks Initiative: Doesn’t take action unless directed or prompted.
• Difficulty in Confrontation: Avoids confrontational or difficult conversations.
• Trouble in Making Decisions: Finds it challenging to make timely and effective decisions.
• Doesn’t Meet Expectations: Consistently underperforms or fails to meet goals.
• Lack of Innovation: Struggles to come up with innovative ideas or solutions.
• Incomplete Knowledge: Has gaps in necessary job-related knowledge or skills.
• Fear of Failure: Allows fear of failure to hinder risk-taking and ambition.
• Micromanager: Tends to micromanage instead of trusting team capabilities.
• Difficulty Handling Pressure: Performance dips under high stress or pressure.
• Poor Negotiation Skills: Struggles to negotiate effectively.
• Bad Work-Life Balance: Struggles to balance work priorities and personal life.
• Difficulty Self-Reflecting: Finds it hard to analyze own performance.
• Poor Listening Skills: Fails to listen completely to colleagues or superiors.
• Inability to Prioritize: Struggles to differentiate important tasks.
• Perfectionist: Tends to get hung up on perfection, hindering progress.
• Lacks Enthusiasm: Doesn’t display enthusiasm leading to uninspired results.

Completed Examples in Various Fields

1. A Customer Service Representative Self-Review “Consistently, I’ve strived to provide excellent customer service, as evidenced by my average customer rating of 4.7/5. I have faced challenges, specifically during peak hours, managing the high volume of calls, and sometimes I have struggled to meet wait time targets during these periods. Moving forward, I will enroll in time-management courses to enhance my skills and increase efficiency.”

2. A Social Media Manager’s Self-Review “Over the course of the year, my social media campaigns have increased the company’s online following by 30%, a clear indication of my capacity to reach and engage our target audience. However, I acknowledge that my monitoring and response to customer feedback on social media platforms need improvement. To remedy this, I aim to establish more rigorous procedures for customer interaction tracking and response.”

3. A Project Manager’s Self-Review “Toward project management, I have successfully led and completed six major projects this year, under budget and by meeting all deadlines. My team management skills, however, require refinement as delegation of tasks has been a challenge. I plan to attend leadership workshops to better my team management abilities and improve project workflow.”

4. A Software Developer’s Self-Review “Focused on delivering high-quality results, I successfully developed and deployed three software applications that have streamlined operational processes within the company. There’s a need to increase my knowledge in emerging technologies, as I have sometimes struggled with new tools. I’ve set a profession goal to engage in continuous learning by enrolling in annual industry-related courses and seminars.”

5. A Sales Associate’s Self-Review “Evidently, my sales performance has improved, surpassing quotas by 15% in each quarter. However, I encountered difficulties with up-selling products to walk-in customers, and this is an area where I believe my sales approach needs to be reiterated. I plan to work closely with our sales manager and initiate shadowing sessions to learn more about up-selling techniques and incorporate them into my sales approach.”

6. An Accountant’s Self-Review “As an accountant, I’ve successfully reconciled over a hundred accounts this year while maintaining high-level accuracy. Despite these victories, I have noticed a slow-down in my productivity during peak audit periods. To tackle this issue, I will enhance my skills in using auditing software and learn new techniques for efficient audit handling.”

7. A Human Resources Manager’s Self-Review “In fulfilling my responsibilities as an HR Manager, I’ve innovatively streamlined recruitment processes that led to a 20% decrease in hiring costs. I’ve struggled, however, with timely execution of tasks during peak recruitment periods. For improvements, I aim to explore automation tools for recruitment and administer more efficient time management strategies.”

8. A Content Writer’s Self-Review “Throughout the year, I’ve successfully delivered every content task assigned to me, leading to increased web traffic and reader engagement. There were instances where I faced challenges in conducting efficient keyword research leading to longer content creation cycles. To address this, I plan to undertake a professional SEO course to enhance my keyword research skills.”

9. A Product Manager’s Self-Review “Launched two successful products to market after conducting in-depth market research and planning. However, I have experienced difficulties maintaining effective communication with the development team, leading to a couple of delayed deliverables. To improve my abilities in cross-team collaboration, I will enroll in relevant training and routine inter-department meetings.”

10. A Graphic Designer’s Self-Review “Delivered powerful and visually engaging designs that improved brand recall and online presence. Recognizing a limitation, my proficiency in using a variety of designing software has been sub-par. I intend to dedicate time to learning new design tools, which will enhance my skill set and ultimately result in diverse and dynamic designs.”

Self-performance reviews serve as a multi-functional tool that caters to various aspects of organizational development. From fostering self-awareness and communication to promoting goal alignment, this introspective process proves to be vital in encouraging overall work performance and growth. Follow the four tips from the introduction, select both strengths and weaknesses, add evidence, and personalize, and you’re on your way to a great self-evaluation !

Boud, D., & Falchikov, N. (2010). Aligning assessment with long-term learning. Assessment & Evaluation in Higher Education, 31 (4), 399-413. doi: https://doi.org/10.1080/02602930600679050  

Dahling, J., & Whitaker, B. G. (2016). When can feedback-seeking behavior result in a better performance rating? Investigating the moderating role of political skill. Human Performance, 29 (1), 73-88. doi: https://doi.org/10.1080/08959285.2016.1148037  

Fitzpatrick, J. (2013). Self-assessment processes and tools: a guide for leaders of assessors. Auckland: New Zealand Qualifications Authority.

Smithers, G. L., & Walker, D. H. T. (2015). The effect of the workplace on motivation and demotivation of construction professionals. Construction Economics and Building, 15 (4), 107-122. doi: https://doi.org/10.1080/014461900433113  

• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 25 Number Games for Kids (Free and Easy)
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 25 Word Games for Kids (Free and Easy)
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 25 Outdoor Games for Kids
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 50 Incentives to Give to Students

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60 Best Performance Review Phrase Examples

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

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

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

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

Performance Review Phrases for Employees

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

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

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

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

Performance Review Phrases for Managers

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

Performance Objectives 

• Job knowledge/Self-Development 

Problem-Solving and Decision-Making 

• Productivity 

Quality of Work

Delivers results.

Core Values 

Adaptability

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

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

Not Meeting Expectations:

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

Meeting Expectations:

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

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

Exceeding Expectations:

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

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

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

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

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

 Meeting Expectations:

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

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

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

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

Productivity

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Phrase Examples for Core Values

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Create Effective Performance Review Conversations with WorkDove

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

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

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100 Performance Review Example Phrases & Comments for 2024

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

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

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

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

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

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

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

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

Example Phrases about Aptitude

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

Example Phrases about Employee Attendance

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

Example Phrases about Communication and Interpersonal Skills

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

Example Phrases about Creativity

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

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Example Phrases about Dependability

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

Example Phrases about Efficiency and Time Management  

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

Example Phrases about Flexibility

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

Example Phrases about Leadership

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

Example Phrases about Quality of Work

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

Overall performance summary comments

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

Job knowledge comments

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

Development comments

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

Technical expertise comments

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

Compliance comments

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

Teamwork comments

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

Integrity comments

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

Self-appraisal comments 

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

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

Example Phrases for Employees When Responding to Feedback

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

Responses to Positive Feedback

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

Responses to Critical Feedback:

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

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

Additional Considerations

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

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

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

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

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

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

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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 . To help employees hit their performance goals and feel motivated to grow, managers need to strike the delicate balance between acknowledging their employees’ successes, and giving constructive feedback to highlight key areas of improvement.

In this guide, we’ve shared some best practice examples of performance review phrases, broken down by some of the common themes seen in employee performance reviews. 

Most of the phrases we’ve highlighted are used to indicate that an employee is meeting or exceeding expectations. But at the end of each section, we’ve also included a few examples of how to indicate when an employee’s quality of work isn’t quite making the grade, and they need to improve their performance .

These performance review examples are meant to inspire managers who are struggling to find the right words and phrases to describe behavior. Think of them as more like a template — 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, 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

Teamwork and Collaboration

Teamwork and collaboration skills are essential for a high-performing, engaged workforce. 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.

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 leading to 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 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 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 when making decisions, 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 to make effective decisions 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 meeting 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.yal

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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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94 Example Performance Review Phrases and Comments for Skills and Competencies

There are few employees who truly enjoy the idea of annual performance review . The concept of being judged and criticised by those above them can send a shiver down anyone’s spine.

As this can be a nerve-wracking time for employees, continuous learning performance review comments are vital for a comprehensive and positive workplace. The more in-depth, the more good that can come from it and certainly getting your performance review comments and phrases right make a big difference. Here we show you some supervisor comments and recommendations:

What to Include in your Performance Evaluation

• positives and negatives.

Bad performance reviews can lead to low productivity, decreased morale and the chance the employee will leave. This means that it is important to balance the negative comments with some positive  constructive feedback .

Performance reviews are there to identify areas of improvement, but highlighting examples of good work or strengths is key to maintaining a good relationship with your staff. Always keep learning ability performance review phrases.

• Goals and outlooks

As many businesses are very busy, there sometimes isn’t enough time to check in with all of your employees on a personal basis. Although they are getting the work done as a team, you might not be sure how they are progressing individually.

Take the time during a performance review to set out some personal goals with the employee and talk about their role in the wider scheme. This will give them something to strive towards over the course of the year.

• Good constructive feedback

Although you don’t want to fight your staff on every negative aspect of the performance review, you should give them the opportunity to respond to your suggestions.

This may reveal other issues in the business as well as opening the lines of communication with this particular employee. They will certainly respect you more if you give them the chance to provide continuous feedback on their own performance.

• Sample Performance Review Phrases

The saying, “Always choose your words carefully” is applicable not only during inter-personal communication but it holds true in a corporate context as well, especially during sensitive matters like performance reviews.  A performance review needs to be a balanced affair where as a manager or supervisor you are required to state the obvious, and communicate an effective feedback to the employees. The secret is to craft your performance review comments in such a manner to be specific and short and succinct without sounding on the edge.

To develop your ability to learn appraisal comments, heres a comprehensive list of example phrases, comments, and constructive feedback examples as ideas and inspiration for your next performance review , performance self appraisal , 360 peer review , or just offering continuous feedback as part of employee performance and development.

These example performance review phrases can be use when writing comments in a positive or negative feedback context.

• Communication Skills

While covering the communication skills of the employee, you may use the following phrases:

• Effectively communicates his/her point of view and expectations
• Effectively manages communication at all levels (lateral, upward, or downward flow of communication)
• Effectively manages and facilitates meetings and group discussions
• Promotes action/task oriented meetings
• Effectively enforces company values and polices without evoking negative reactions
• Effectively communicates with clients

• Achievements

While writing down the employee’s achievement highlights, you may use the following types of phrases:

• Achieved and exceeded the original set goals of “X” by a margin of “Y%”
• Accomplished optimal levels of performance with great sincerity in areas such as…
• Showcased great team player abilities in executing …..
• Excelled and consistently improved at developing strategies/programs by delivering stellar performance in …..
• Improved his or her overall productivity levels by “X%”
• Showcased proactiveness in various activities both within and outside the project

• Coaching/Training Abilities

While listing down the coaching or training abilities of the employee, you may use the following phrases:

• Offered guidance and support to colleagues/peers by….
• Displayed a genuine interest in listening and addressing the problems shared by employees
• Displayed strong training abilities by using sound training techniques to solve XYZ problems
• Offered to provide continuous training in XYZ domain
• Garnered great support and respect from employees for lending a patient ear to their problems and concerns.
• Created opportunities for employees in areas pertaining to…..

• Interpersonal Skills

While jotting down pointers pertaining to an employee’s interpersonal skills, you may find these sample phrases helpful:

• Builds effective working/professional relationships with…
• Understands the needs of peers and offers a helping hand to…
• Promotes synergy within the team by….
• Follows and abides by the company culture and inspires the same amongst peers
• Builds on understanding and mutual reliance

• Administrative Abilities

While covering the administrative abilities of an employee, you may use a couple of these phrases:

• Developed successful strategies pertaining to administrative tasks such as….which produced amazing results
• Consistently worked towards improvising and examining the effectiveness of XYZ administrative tasks
• Effectively devised better procedures to perform XYZ tasks flawlessly
• Established effective systems for retrieving lost data
• Improved the existing administrative support systems by…
• Effectively maintained and organized documents to avoid duplication

• Innovation Skills

While listing down your inputs regarding an employee’s innovative abilities, you may use the following phrases:

• Tries to innovate even under adverse conditions
• Looks out for innovative solutions
• Contributes towards innovative strategies
• Fosters a spirit of innovation within the team
• Actively participated in innovation events by …..

• Collaboration Skills

Here are a couple of phrases which you can use to describe an employee’s collaborative abilities:

• Encourages team bonding activities
• Brings new ideas and techniques to promote collaboration within the team
• Harbors and builds strong relationships with the team members
• Displays a cooperative and harmonious nature
• Proactively shares expertise with the rest of the team

• Delegation Abilities of Employees at a Senior Level

While writing about the delegation abilities of an employee, you can use the following examples:

• Encourages team members to solve issues at their end
• Encourages and empowers employees to lead by example and provides all the required resources to achieve the same
• Helps team members to gain visibility
• Delegates thoughtfully by matching with an individual’s strengths
• Delegates with precision and clarity

• Attendance

Here are a few sample phrases  to describe an employee’s attendance record :

• Is punctual and consistently on-time to meetings
• Arrives at meetings on time and is always prepared
• Attained perfect attendance over X period
• Schedules time-off according to company policy
• Completes deadlines as promised

• Process Improvement Skills

Here are a couple of phrases which you can use as example while listing down the ability of an employee process improvement skills:

• Displayed consistent overall improvement and growth
• Has an innate ability to think of various types of methods of improvement
• Accomplished amazing results by displaying marked improvement in….
• Can consistently plan on the go towards improvement

• Customer Experience 

Here’s a examples of how to describe Customer Experience competency:

• Works effectively with clients
• Builds strong rapport with clients  he/she interacts with
• Has a pleasant and  friendly tone over the phone
• Consistently drives effective customer experience strategies
• Is empathetic towards customer issues
• Is direct, yet helpful in dealing with customer concerns
• Displays an effective cadence when working with clients on projects. Is effective, not overbearing
• Can handle difficult customers with grace

• Learning Skills

Listed below are some of the examples of how you can jot down the learning ability of an employee during his or her performance review :

• Displays keenness towards learning new methods/techniques/skills
• Is a rapid learner and adapts rapidly as well to changing situations
• Quite open to share his or her learning experience with the peer group
• Encourages and promotes a learning culture in the team

• Creative Abilities

Here are a couple of examples on how you can state the creative abilities of an employee:

• Ability to think out of the box in the most challenging situations
• Ability to think of alternatives such as …..which produced brilliant results
• Constantly strives to experiment to drive results
• Has initiated and executed creative ideas such as……
• Looks out for new approaches and ideas

• Management and Supervisory Skills

Listed below are some of the phrases that you can use to describe the management and supervisory abilities of an employee:

• Consistently provides support to the team
• Promotes one on one communication with the team members to …..
• Provides the team with the required resources to achieve results
• Provides support to the team during times of organizational transitioning
• Provides timely feedback to employees
• Gives credit and recognition to deserving team members
• Always available to lend an ear and support to team members
• Ensures that employees understand their roles and responsibilities clearly

• Critical Thinking and Problem Solving Skills

Here are a couple of phrases which you can use while describing the problem solving abilities of an employee:

• Capable of developing creative solutions
• Look out for creative solutions with a practical approach towards problem solving
• Understands and effectively solves problems instead of focusing on the symptoms
• Posses the ability to propose options in times of need
• Quite resourceful by showing skills to turn problems into opportunities…

• Productivity and Time Management Abilities

While describing an individual’s productivity and time management abilities, you may use the following competency phrases:

• Consistently delivers beyond expectations
• Exceeds the normal standards of output delivery
• Substantially contributes towards the continued growth and operation of the organization
• Is an important pillar of success for the department
• Always meets deadlines consistently
• Displays respect towards the time of others
• Maintains the schedule of meetings

• Potential of an Employee

Here are a couple of examples on how to jot down the potential of an employee:

• Is capable of taking up a higher role with additional responsibilities
• Is capable of being entrusted with bigger assignments and projects
• Can enhance his or her skills further by participating in various classroom or external training programs
• Has the potential to learn new and additional skills for future career advancement

While you can certainly follow the listed competency feedback examples while writing performance review competencies comments or performance appraisals, you must ensure that you support each of your phrases with a relevant and specific example or data rather than assumption.

In the world of HR software, EmployeeConnect continues to be one of the leading industry providers of innovative solutions. We helps Australia business owners and people managers be more efficient, cost-effective and compliant by taking the hassle out of HR and payroll admin. If you spend more than an hour every day on HR administration (like on/off-boarding, performance review, or employee timesheets), then  EmployeeConnect  is here for you.

Byron Conway

Content Coordinator at EmployeeConnect

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240 Essential Performance Review Phrases

Paul Lopushinsky is the founder of Playficient . Playficient is an employee experience design consultancy that helps cut out the bull and focus on what really matters in the employee experience. Best place to reach Paul is on LinkedIn

Performance reviews are a precious opportunity to give feedback and coaching to improve the performance and engagement of your team member. Use these phrases as a jumping off point to help guide the conversation.

Performance reviews can be tricky to navigate for both the manager and employee. What you say, and how you say it, impacts a team member’s engagement and morale.

Performance review phrases in Human Resources (HR) serve as a foundational tool designed to facilitate clear, concise, and effective communication between managers and employees regarding job performance. These phrases are crafted to accurately reflect the individual's contributions, strengths, weaknesses, and areas for improvement.

Over the years, I’ve recognized performance appraisals as a chance for mutual constructive feedback. Performance management tools enhance this process, allowing for data-driven, specific feedback. This method clarifies achievements, motivates, and supports professional growth.

Using personalized feedback in reviews is crucial for effective communication and development, making appraisals more beneficial for all.

I’ve broken them down into the following key categories to focus on, with each divided into strengths and weaknesses. Use them as a starting point to get inspiration for your employee evaluation process:

• Communication
• Accountability
• Quality of Work
• Achievement
• Teamwork & Cooperation
• Training & Development
• Management Skills
• Productivity
• Dependability
• Taking Initiative
• Adaptability
• Process Improvement / Iteration
• Customer Service
• Professionalism
• Drive & Motivation
• Time Management

Use our compendium (don’t get to use that word often) of performance review example phrases to help you conduct an effective performance appraisal.

Example Phrases about Creative Problem Solving

• Displays the ability to come up with innovative solutions to complex problems.
• Applies creative thinking with creative solutions to specific tasks.
• Possesses interpersonal skills for solving problems with others.
• Is able to come up with multiple solutions when the opportunity arises.
• Is willing to think up creative ideas for not just their assigned tasks, but helping coworkers with challenges they’re tackling.
• Active participant in team meetings helping others work through problems.
• Shows hesitation in approaching complex problems with innovative solutions, could benefit from more creative risk-taking.
• Struggles to think outside the box when faced with challenging situations, leading to missed opportunities for innovation.
• Tends to rely on conventional methods rather than exploring new ideas or perspectives, which can limit problem-solving effectiveness.
• Has difficulty adapting to new problem-solving techniques, which can hinder team innovation efforts.
• Needs to develop a more proactive approach in seeking creative solutions to unforeseen challenges.

Example Phrases about Communication Skills

• Demonstrates strong communication skills with coworkers, managers, customers, and stakeholders.
• Demonstrates strong interpersonal skills while working with others.
• Provides constructive feedback to others.
• Can clearly articulate their thought processes in difficult situations.
• Is in constant communication with others regarding timelines and deliverables.
• Is able to deliver feedback to others in a concise manner.
• Can communicate clearly and calmly, even when handling difficult customers.
• Ensures questions and concerns are answered before working on a project.
• Can break down complex topics into simple, digestible explanations.
• Often misses key details in communication, leading to misunderstandings or incomplete tasks.
• Struggles with effectively expressing ideas clearly and concisely, impacting team alignment.
• Shows reluctance in actively listening to feedback or differing opinions, which can impede collaborative efforts.
• Has difficulty adapting communication style to different audiences, sometimes causing disengagement.
• Needs improvement in non-verbal communication cues, which can sometimes contradict verbal messages.

Example Phrases about Accountability

• Takes ownership and pride in their work.
• Takes ownership when something gets off track or mistakes are made.
• Shows a strong understanding of learning from their mistakes. 
• Gives credit to coworkers who helped them with a specific task or problem.
• Displays exceptional commitment to ethical standards, ensuring transparency and integrity in all actions
• Sometimes avoids taking responsibility for mistakes, hindering learning and growth opportunities.
• Has difficulty setting and meeting personal and team deadlines, affecting project timelines.
• Shows reluctance to provide updates on progress, leading to gaps in team communication.
• Can improve on proactively addressing issues before they escalate, ensuring smoother project execution.
• Needs to enhance follow-through on commitments to build trust and dependability within the team.

Example Phrases Related to Quality of Work

• Consistently delivers high-quality work in a timely manner.
• Seeks continuous feedback and constructive criticism to improve their job performance.
• Has demonstrated helping out a coworker or team with a problem to help deliver a quality end result.
• Is able to identify their weaknesses in their work and how to address them.
• Pays attention to detail and works hard to improve work quality.
• Develops sound strategies to achieve goals without sacrificing the quality of work.

Uncover the best goal-setting software for enhancing performance reviews with our comprehensive insights

• Work often requires revision due to attention to detail lacking, impacting project timelines.
• Inconsistency in delivering work that meets the established quality standards.
• Struggles with maintaining a high level of precision in tasks, leading to errors.
• Needs improvement in organizing and prioritizing work to enhance overall quality.
• Shows difficulty in applying feedback to improve work quality consistently.

Example Phrases about Achievement

• Include specific examples of tasks that said employee has achieved since the last performance review.
• Has met or exceeded set performance goals.
• Motivated by achievement and strives to break records.
• Demonstrates remarkable progress in achieving complex objectives, contributing significantly to team and organizational goals
• Has shown difficulty in meeting set targets within the designated timelines.
• Occasionally sets goals that are not aligned with team or organizational objectives, leading to misdirected efforts.
• Struggles with maintaining focus on long-term achievements, often getting sidetracked by immediate tasks.
• Needs to develop a more strategic approach to goal-setting and achievement to maximize impact.
• Demonstrates a lack of initiative in seeking out opportunities for personal or professional growth, hindering progress and advancement.

Example Phrases Related to Teamwork and Cooperation

• Demonstrates strong interpersonal skills when working to come up with solutions. 
• Is quick to welcome new employees to the org and assist with onboarding.
• Has demonstrated initiative in improving teamwork with their team.
• Can handle difficult conversations with team members and is considerate of the feelings of others.
• Operates cross-functionally and looks to forge strong working relationships across the org.
• Is punctual when attending meetings and respects other’s time.
• Upholds core values and seeks to improve company culture.
• Appreciates the distinct work style of team members and honors their set boundaries.
• Considers the interests of the team and works to help the team succeed.
• Is comfortable sharing ideas, resources, and techniques with team members. 
• Regularly receives positive feedback from other team members

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• Shows reluctance in sharing knowledge or resources with team members, hindering collective success.
• Has difficulty accepting and incorporating diverse perspectives, limiting team innovation.
• Struggles with effective collaboration, often working in isolation which affects team cohesion.
• Needs improvement in supporting team decisions, which can impact unity and progress towards shared goals.
• Demonstrates a tendency to dominate team discussions or decision-making processes, overshadowing input from other team members and diminishing collaboration.

Example Phrases about Training and development

• Seeks out training in order to achieve greater understanding to help achieve performance goals.
• Actively seeks out new projects and assignments with a view to learning new skills.
• Is able to absorb feedback through training and coaching to improve at their role.
• Helps others through coaching to help them achieve better job performance.
• Struggles to stay engaged with ongoing professional development opportunities, impacting skill advancement.
• Hesitates to seek out additional training that could enhance job performance and career growth.
• Shows limited interest in applying new skills or knowledge gained from training sessions to daily tasks.
• Has difficulty identifying personal development areas that could benefit from targeted training.
• Rarely takes initiative to mentor or share newly acquired skills with team members, missing opportunities for collective growth.

Example Phrases about Management Skills

• Demonstrates a strong level of leadership.
• Has an understanding of what their team is working on and can delegate effectively.
• Gives flexibility to their team in how they want to tackle problems.
• Does not micromanage employees' tasks and provides them the space to do their best work.
• Is quick to help out their team with any issues that arise
• Demonstrates strong communication skills with their team and their own manager(s).
• Helps keep their team engaged in their work.
• Provides constructive feedback and elicit valuable feedback from direct reports.
• Leads by example and takes initiative to lead projects.
• Willing to support juniors and coworkers to get them up to speed.
• Gets in touch with team members to understand a project’s progress and lends their expertise wherever required.
• Fosters team building and encourages learning and development.
• Ensures team members are comfortable asking questions and listens attentively to their queries before responding.
• Sets clear and measurable performance expectations.
• Facilitates open communication between team members and the wider organization.
• Fosters a positive, collaborative work environment.

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• Challenges in effectively delegating tasks, leading to workload imbalances.
• Struggles with providing clear, constructive feedback to team members.
• Limited ability to motivate and inspire team towards common goals.
• Inconsistency in enforcing policies and procedures, affecting team discipline.
• Difficulty in managing team conflicts constructively, impacting team harmony.
• Shows hesitation in making decisive decisions, delaying project progress.
• Shows reluctance in adopting new management practices that could improve team efficiency.
• Needs improvement in strategic planning, affecting the team's ability to meet long-term objectives.
• Lacks consistency in following up on tasks, leading to issues with task completion and accountability.

Example Phrases about Productivity

• Demonstrates strong time management skills.
• Seeks to continuously improve in all areas of their work.
• Is able to complete their assigned tasks on time without sacrificing quality work.
• Is well-organized and formulates plans to use their time efficiently.
• Respects the time of coworkers and their project deadlines.
• Often misses deadlines, affecting overall project timelines.
• Struggles with prioritizing tasks, leading to inefficiencies in workflow.
• Frequently distracted by non-work-related issues, reducing focus on tasks.
• Limited use of productivity tools or techniques to streamline tasks.

Example Phrases related to Expertise

• Helps build out the team’s knowledge base by sharing their expertise.
• Explains subjects and tasks to coworkers in a way that they can easily understand.
• Has repeatedly demonstrated the ability to bring new solutions or a new outlook to prior problems.
• Keeps up to date with industry trends to ensure we’re leveraging the latest knowledge and ideas.
• Limited understanding of the latest industry trends and practices.
• Struggles to apply theoretical knowledge to practical work scenarios.
• Needs to enhance technical skills relevant to the job role.
• Shows difficulty in grasping complex concepts quickly.
• Lacks initiative in seeking out learning opportunities for professional growth.

Example Phrases about Dependability

• Can be trusted to complete tasks in a timely matter along with delivering quality work.
• Has demonstrated consistency with their work output, no matter the task or project.
• Has demonstrated that they are a reliable team member that others can go to and expect quality results from.
• Is always quick to follow up and answer correspondence.
• Is a loyal and valuable part of the team.
• Occasionally fails to meet deadlines, causing delays in project completion.
• Shows inconsistency in attendance or punctuality.
• Relies heavily on others to complete tasks, instead of taking ownership.
• Demonstrates difficulty in following through on commitments.
• Sometimes overlooks details critical to task completion, leading to errors or rework.

Example Phrases related to Taking Initiative

• Can work with minimal supervision.
• Shows initiative to seek out additional work or new tasks to tackle.
• Enthusiastically takes on new challenges outside their comfort zone.
• Has taken an entrepreneurial approach to providing new solutions to problems.
• Often waits for instructions rather than proactively identifying and addressing issues.
• Shows reluctance to volunteer for new projects or tasks outside of assigned responsibilities.
• Demonstrates hesitancy in proposing innovative ideas or solutions to challenges.
• Needs improvement in seizing opportunities for professional development and growth.
• Lacks initiative in seeking out ways to improve processes or enhance efficiency within the team or organization.

Example Phrases about Attitude

• Is willing to take on tasks outside their job description.
• Generally demonstrates a positive attitude towards work.
• Shows willingness to set goals and works hard to accomplish them.
• Approaches confrontation calmly and is willing to accept other’s point of view.
• Bounces back after failure with a positive mindset.
• Maintains a favorable approach to work and builds genuine relationships with team members.
• Doesn’t let difficult situations dampen their work ethic and can work well under pressure.
• Displays a negative attitude towards assigned tasks or colleagues, impacting team morale.
• Struggles to maintain a positive outlook during challenging situations, affecting team dynamics.
• Shows resistance to feedback or constructive criticism, hindering personal growth.
• Occasionally exhibits a lack of enthusiasm or motivation towards job responsibilities.
• Needs improvement in demonstrating a proactive and solution-oriented mindset in the workplace.

Example Phrases about Adaptability

• Can pivot between tasks and take on new assignments outside their remit.
• Receptive to trying new ideas and ways of working.
• Can handle shifting priorities and change focus quickly.
• Can admit when they’re wrong and are willing to learn from their mistakes.
• Is always calm in the face of adverse situations.
• Is happy to collaborate with other departments and take their advice and expertise into account whenever required.
• Is quick to adopt new technologies and HR software solutions .
• Has difficulty adjusting to changes in work processes or procedures.
• Shows resistance to new technologies or tools introduced in the workplace.
• Struggles to effectively navigate transitions in team dynamics or organizational structure.
• Demonstrates rigidity in mindset, making it challenging to embrace new ideas or perspectives.

Example Phrases about Attendance

• Reports to work on time every day and has a history of perfect attendance.
• Arrives early for meetings, seminars, and workshops.
• Meets the attendance policies of the organization without fail.
• Don't take leave without prior information.
• Reaches the workplace fully prepared for the day.
• Frequently arrives late to work or meetings without prior explanation.
• Shows inconsistency in adhering to scheduled breaks or lunch times.
• Demonstrates a pattern of unexcused absences, impacting team productivity.
• Struggles to maintain regular attendance due to personal reasons or external commitments.
• Tends to leave work early without prior authorization, disrupting workflow and impacting team productivity.

Example Phrases about Positivity / Fun

• Consistently maintains a positive and enthusiastic attitude.
• Actively contributes to a fun and inclusive team environment.
• Uses humor appropriately to enhance team spirit.
• Makes work enjoyable and engaging for others.
• Always encourages colleagues in a positive and uplifting manner.
• Occasionally overlooks opportunities to inject humor or light-heartedness into team interactions.
• Shows reluctance to participate in team-building activities or social events.
• Struggles to create a positive and enjoyable work environment for colleagues.
• Demonstrates a lack of creativity in organizing engaging and enjoyable activities for the team.
• Needs improvement in balancing fun with productivity, ensuring work objectives are still met effectively.

Example Phrases about Process Improvement / Iterations

• Continuously seeks ways to improve processes and outcome
• Actively seeks and incorporates feedback for betterment.
• Demonstrates a strong commitment to learning and growth.
• Quickly recovers and learns from setbacks.
• Consistently identifies inefficiencies and proposes innovative solutions for optimization.
• Tends to repeat the same mistakes without learning from past experiences.
• Struggles to adapt to changing circumstances or feedback, leading to stagnant progress.
• Demonstrates resistance to trying new approaches or methods, hindering innovation.
• Shows difficulty in accepting and incorporating diverse perspectives or ideas into iterative processes.
• Lacks consistency in seeking feedback and iterating on work or projects to improve outcomes.

Example Phrases about Planning

• Displays strong strategic planning abilities.
• Anticipates needs and plans accordingly.
• Pays close attention to details in planning.
• Can anticipate future trends and needs and incorporate them effectively into planning strategies.
• Excels in collaborating with team members and other departments, ensuring comprehensive and cohesive planning efforts.
• Often fails to develop comprehensive plans before starting projects, leading to disorganized execution.
• Struggles with prioritizing tasks effectively within planning frameworks, causing delays and missed deadlines.
• Shows inconsistency in reviewing and adjusting plans as needed, resulting in inefficient use of resources.

Example Phrases about Customer service 

• Consistently prioritizes customer satisfaction, resulting in positive feedback and repeat business.
• Shows outstanding problem-solving abilities to resolve customer issues efficiently and effectively.
• Exhibits a high level of empathy and understanding in dealing with customer concerns.
• Maintains a positive and helpful attitude, contributing to a pleasant customer experience.
• Pays close attention to customer needs and details, ensuring thorough and personalized service.
• Responds promptly and professionally to customer inquiries and requests
• Possesses extensive product knowledge, providing accurate and helpful information to customers.
• Demonstrates difficulty in empathizing with customer concerns or complaints, leading to dissatisfaction.
• Occasionally fails to follow up with customers promptly or adequately address their inquiries.
• Struggles to communicate effectively with customers, resulting in misunderstandings or frustration.
• Shows inconsistency in providing accurate information or solutions to customer queries.
• Needs improvement in handling difficult or irate customers calmly and professionally.
• Lacks initiative in proactively seeking feedback from customers to improve service quality.

Example Phrases about Professionalism

• Consistently upholds high ethical standards and demonstrates integrity in all aspects of work.
• Maintains a professional demeanor in all situations, setting a positive example for the team.
• Handles sensitive information and situations with discretion and professionalism.
• Strictly adheres to company policies and guidelines, promoting a culture of compliance and professionalism.
• Occasionally displays unprofessional behavior, such as inappropriate language or attire.
• Shows inconsistency in adhering to company policies and procedures, compromising professionalism.
• Demonstrates a lack of respect for colleagues or superiors, undermining a professional work environment.
• Struggles to maintain confidentiality or handle sensitive information with discretion, risking trust and integrity.

Example Phrases Related to Drive and motivation

• Shows exceptional self-motivation, consistently taking initiative and going above and beyond expectations.
• Demonstrates a strong focus on setting and achieving ambitious goals, driving positive outcomes for the team and organization.
• Exhibits persistence and determination in overcoming obstacles and challenges, maintaining momentum towards objectives.
• Displays a genuine passion for their work, inspiring others with their enthusiasm and commitment.
• Effectively motivates and energizes team members, fostering a high-performance work environment.
• Occasionally lacks enthusiasm or initiative in tackling challenging tasks or projects.
• Shows inconsistency in maintaining high levels of motivation over extended periods.
• Demonstrates reluctance to take on additional responsibilities or seek out opportunities for growth.
• Struggles to stay focused and engaged during periods of low interest or motivation, impacting productivity.

Example Phrases about Time management

Demonstrates exceptional ability to manage time efficiently, ensuring tasks are completed within deadlines.

Effectively prioritizes tasks, focusing on what is most important and impactful for timely completion.

Conducts meetings efficiently, respecting the time of all participants and ensuring productive use of allocated time.

Could benefit from more effective time management strategies to meet deadlines consistently.

• Often underestimates the time needed to complete tasks, leading to delays.
• Struggles to prioritize tasks effectively, resulting in inefficient use of time.
• Shows difficulty in adhering to deadlines, causing stress and rushed work.
• Demonstrates a tendency to get easily distracted, impacting focus and productivity.

How to write impactful performance review phrases

• Set Clear Goals : Start with the goals set at the review's outset, providing a clear focus.
• Use Real Examples : Specific examples add credibility and clarity, showing what works and what doesn’t.
• Balance Feedback : Highlight successes and pinpoint areas for growth, motivating employees towards improvement.
• Provide Actionable Steps : Offer clear, practical advice for development, including resources and goals.
• Encourage Dialogue : Make reviews a two-way conversation, valuing employee feedback .
• Check-in Regularly : Keep the momentum going with frequent updates and support.

Why it's important to give precise performance reviews

Precise performance reviews are essential for building a transparent, trustworthy workplace. Performance management aligns individual achievements with company goals, fostering a motivated, engaged team.

Remember, shoot for clear feedback that is concise in its delivery. This isn’t like the report cards you would get back in school which had those short little blurbs that didn’t really give much insight. Great feedback helps employees grow, boosting overall organizational health.

How to apply our performance review example phrases

To make performance review phrases genuinely impactful, here’s how to tailor them for a morale boost and constructive feedback:

• Make It Personal : Adapt phrases to fit the individual's specific achievements and growth areas. Show you recognize the employee's unique contributions and challenges.
• Emphasize Growth : Always link feedback to opportunities for development. Highlight how improvements can lead to personal and professional advancement.
• Stay Positive : Keep your tone uplifting. Begin with strengths, address improvements, and end on a high note to motivate and encourage.
• Be Clear and Objective : Use direct, specific examples to back up your points. Focus on behaviors and results, steering clear of personal judgments.
• Invite Dialogue : Ask for their input. This makes feedback feel more tailored and engages the employee in their development journey.
• Collaborate on Goals : Set clear, achievable goals together, ensuring they resonate with the employee's aspirations and the organization's objectives.
• Check In Regularly : Offer ongoing support and touch base often to discuss progress, showing your commitment to their growth.

Enhancing Feedback Quality Through Effective Employee Evaluations

If you’re still doing annual reviews, I strongly suggest you consider moving them to a more frequent basis, such as quarterly reviews . You’ll be able to deliver much more effective feedback with shorter timeframes and give less of a chance for things to fall in between the cracks. 

For further support on performance reviews and performance management, join the People Managing People Community , a supportive community of HR and business leaders sharing knowledge to help you grow in your career and make greater impact in your organization.

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The best self-evaluation examples for performance reviews

Asking employees to do what's known as a  self-evaluation is a normal part of the performance review process . In other words, we ask them to analyse and reflect on their performance and their contribution to the company throughout a given period and put it in writing. To ensure we receive accurate, complete and honest self-evaluations, especially when doing so for the first time, we recommend looking at other employee self-evaluation examples or use pre-designed templates . The HR team can also provide a script or questionnaire on how to write a performance evaluation self-evaluation as a reference for employees. Below, we take a look at some examples of self-evaluations for performance reviews to clear any doubts:

Self-evaluation examples

Harvey Mudd College proposes a questionnaire that enables the user to choose which questions they want to answer and customise their self-evaluation. The questions are also split into categories to make it easier to understand.

Job description

• How would you describe your main responsibilities?
• Have these responsibilities changed over time
• Do you carry out any other tasks, and if so, which?
• Is there anything in your work you would like to change, and if so, how would you do it?
• What could your line manager do to help you be more successful in your job?
• How do you think your department could improve?

Performance vs achievements

• What action have you taken to fulfil your responsibilities?
• Do you feel you've been successful during this period?
• Do you think you could have done anything better?
• How do you think you have contributed to our department during this period?
• What are your main strengths?
• In which areas do you feel you could improve?
• What objectives have you reached during this period?
• Which ones did you not manage to achieve, and why?
• What objectives do you propose for the next period?
• Do you think you need help or extra resources to reach these objectives?

Professional development

• What training programmes have you taken part in?
• Are there any areas you would like to train in?
• Do you need extra resources or training to do your job?
• What could your line manager do to help you achieve your professional development goals?

Free Self Evaluation Template

To help you and your employees with their next self evaluation, we've created this self evaluation template that you can download for free. With this template, you and your employees will be able to prepare themselves in no time for their next performance review - with the added benefit that all your future self evaluations will be consistent in style and form. If you do have any additional questions that you would like to add to our template, you are of course more than welcome to modify it. 

Self-evaluation sample answers

Properly preparing the self-evaluation answers is just as important as having a script, as they will be a part of the company's final assessment. Some inspiration for possible answers:

1. Collaboration and teamwork

Positive option: " I believe that my skills and my ability to work in a team have been valuable during this period. I have taken an active role in my department, working with confidence and expressing my ideas and opinions." Negative option: "I realise that I can be too controlling in a project, and I don't give other members of the team enough room to contribute or develop their ideas. I must learn to give others more space and let them take the initiative too."

2. Motivation

Positive option: "I have consistently shown commitment and motivation ever since I joined the company. I meet set deadlines and objectives on time." Negative option: "As I'm a perfectionist, I think that I sometimes spend too much time on one task. I must learn to use resources more efficiently."

3. Leadership

Positive option: " I feel that I lead my team by example. My actions are what defines my work." That's why I spend time thinking about how to solve the problems and challenges that may arise." Negative option: "Maybe I should try harder to promote the company's culture and values within my team. While I regularly hold meetings with this in mind, I should focus on boosting team spirit and collaboration."

4. Problem-solving

Positive option: "I have demonstrated my problem-solving skills several times during my time in the company." I manage to solve difficult situations efficiently, always taking the rest of the team into consideration." Negative option: "I sometimes feel overwhelmed when having to make an important decision, so I ask others for advice. I need to work on my ability to solve complex problems."

5. Decision-making skills

Positive option: "When faced with a difficult decision, I make a rational assessment of the positives and negatives, as well as the possible outcomes." I do research and seek expert advice to make an informed decision." Negative option: "When it comes to making decisions, I tend to fall back on past experiences instead of looking for new solutions. I should spend more time reflecting and avoid making the same mistakes."

6. Working under pressure

Positive option: "I manage my time effectively to meet deadlines, however tight they may be." I have the ability to prioritise the most important tasks, and if I can't do it, I'll delegate to others who have the experience." Negative option: "Time management is one of my weaknesses. I usually leave the more difficult or least appealing tasks until the last minute. My attention to details gets worse as the stress builds."

7. Communication

Positive option: "I value conversation and debate among colleagues. I actively listen to my team and encourage joint decision-making. I try to build positive relationships when communicating with clients." Negative option: "I need to work on my ability to deal with emotions and not let them affect my working relationships. I sometimes find it hard to communicate."

8. Adaptability

Positive option: "I adapt to change and I try to do my bit during transitions." I appreciate feedback when things don't go well, I stay calm and positive." Negative option: "I must work on supporting change and avoid micromanagement. I find it difficult to take on new tasks or those that don't fall under my responsibility."

9. Negotiation and problem-solving

Positive option: "I successfully negotiated (fill in as applicable) during this period which resulted in (add information about gains) for the company. I'm an analytical thinker which enables me to accurately assess situations and steer the conversation towards achieving results." Negative option: "While I feel I have progressed with my negotiation skills, I still think there's room for improvement. I approach meetings appropriately, and I always try to use active listening."

10. Emotional intelligence

Positive option: "I'm aware of my strengths and weaknesses, which enables me to deal with emotions more easily. I try to understand and listen to everyone." Negative option: "I often feel frustrated, and I find it hard to communicate when faced with certain behaviours by other team members. I get distracted and don't take other people's opinions into consideration."

Tips on how to write a performance evaluation self-assessment

As well as taking these self-evaluation examples into consideration, below are some general tips that can be useful when writing the document.

1. Use numbers to your advantage

Include figures that add value to your work, if possible. It's always better if you use numbers to speak for themselves. Also, a self-evaluation should include metrics and KPIs. For example: Wrong: "I achieved great success in 2020." Correct: "I exceeded my sales targets by 135% in 2020."

2. Mention results

Don't take anything for granted or think that numbers speak for themselves. Mention and explain every one of your achievements during the period in question. Don't expect your boss to remember every single one. For example: "In the third quarter, the marketing campaign achieved twice as much visibility than the previous quarter."

3. Take the company's objectives into account

One good way to stand out in your evaluation is to consider the company's objectives and explain how your work has contributed to achieving them. Find specific figures and justify them. For example: "I increased my own sales by 10% as part of the department's general sales strategy."

4. Record your achievements in real-time

Make notes throughout the year in preparation for the self-evaluation. Record them regularly, or even at the time, instead of having to remember everything at the eleventh hour. If we don't think this system is feasible, we can also go back through the schedule to remind ourselves what happened at each stage. This is a good exercise for jolting the memory.

5. Take your time

A well-written self-evaluation takes time. It's not something you can do in 20 minutes, nor in a day. Spend whatever time it takes to ensure that it shows your worth. Try to reserve a few days in your calendar before the deadline to work on the text.  

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15 Best Self Evaluation Performance Review Examples in 2024

• Best Self Evaluation Performance Review Examples

Crafting a self-evaluation for a performance review can be a daunting task. It’s crucial to strike the right balance between showcasing your achievements and acknowledging areas for improvement. To help you navigate this process, we’ve put together a table summarizing the key aspects of effective self-evaluation examples.

This table breaks down each example by its merits, pros, cons, and the overall impact it could have on your review. Whether you’re highlighting teamwork skills or setting future goals, this table serves as a quick reference to ensure your self-evaluation is comprehensive, balanced, and effective.

This table serves as a concise summary and guide for crafting effective self-evaluation performance reviews.

If you’ve been asked to complete a yearly self-evaluation or write a self-assessment after a project, it might seem overwhelming, especially if this is your first time doing so.

Regardless of the job you have or the project you were working on, there are a few principles you need to stick to when writing a self-evaluation essay about your own performance. Today, I’ll be giving you some tips and also a few self-evaluation review examples for inspiration of your own performance review.

Why Is a Self-Evaluation Review Important?

Example #1:, example #2:, example #3:, example #4:, example #5:, example #6:, example #7:, example #8:, example #9:, example #10:, example #11:, example #12:, example #13:, example #14:, example #15:, don’t sweat it, be true to yourself, use hard data to back up your accomplishments, be honest and recognize flaws, proofread your work, ask for feedback, understand what your manager wants, set smart goals, wrapping it up.

ARMMY PICCA/ Shutterstock.com

A self-evaluation performance review gives you a chance to highlight your strengths while demonstrating that you can recognize your flaws and are working on improving them at the same time.

Self-evaluations allow you to open your employer’s mind to your thought process while working on the project. They can learn more about you and what makes you tick – knowing your strengths can allow them to play to those strengths, giving you room to grow.

Furthermore, it shows that you can be honest about your weaknesses and that you have an open and curious mind. It demonstrates that you are motivated to work on yourself and improve your performance in all areas, helping the company grow in the process.

A well-written self-assessment can pave the way to getting bonuses and promotions. It can also make it more likely for your managers to assign you projects that you enjoy working on and have the right skills and expertise for.

Now that you know why crafting your self-assessment performance review carefully is important, let’s move on to some examples.

Point to Your Accomplishments

Miha Creative/ Shutterstock.com

On the one hand, you don’t want to come off as egoistic or bragging. Managers don’t like workers who are full of themselves.

On the other hand, being able to recognize your accomplishments is a positive trait, not a negative one.

Drawing attention to your biggest accomplishments throughout the year or while working on your project shows why you are a valuable asset to the team.

One way to point to your accomplishments without coming across as arrogant is by simultaneously pointing to some of your weaknesses. At the same time, mention how you plan on addressing those weaknesses, so they don’t cause any issues in the future.

Also Read : Best Personal Mission Statement Examples

“As a mortgage broker, I exceeded my target goals by 12% throughout most of the year, using targeted outreach methods like PPC ads to reach a broader audience. I used tactics like offering part of my commission to bring down clients’ rates to attract more clients overall, thus winning for me and the company.

However, in the last few months of the year, while still reaching my target goal for the quarter, I noticed a slight decrease in my performance due to unexpected changes in the real estate market.

Going forward, I will analyze ways to quickly adapt my marketing strategy and messaging to ever-changing market situations to avoid this problem in the future.”

Photo by RODNAE Productions from Pexels

“As part of my work on increasing our customer retention rate, I came up with loyalty programs that incentivize customers to make repeat purchases and purchase premium memberships, thus increasing our overall retention rate by more than 15%.

I have tested out various trial programs to offer customers a way to try out services without committing, so they can see the value of those services firsthand. This has attracted undecided customers by giving them some time to decide before committing financially.

I have also identified features and services that customers have been asking for, creating a roadmap to introduce those features, and keeping customers updated about future feature releases to make sure they don’t cancel their subscriptions.

By being proactive and asking customers for feedback and adding a feature request form on our site, I was able to make customers feel listened to and create a priority-based list to work on.

While much remains to be done in this regard, our increased customer retention rate has improved our bottom line and allowed us to allocate more to our advertising budget.”

Also Read : Best Executive Summary Examples

Highlight Your Teamwork

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Unless you’re working alone, chances are that your employer values teamwork . Your communication skills and ability to work seamlessly with your teammates will lead to increased productivity from you and everyone you are working with.

“I loved working with my teammates. Adjusting to new work environments can sometimes be a challenge, but I soon found myself settling in. I discovered immense value in collaborating with my teammates, getting their feedback on my work, and getting exposed to new insights and viewpoints.

Similarly, I tried to support my co-workers and provide constructive feedback at all times. I found I’m more productive when working closely with others – not relying on them to get my job done, but collaborating on finding solutions to pressing problems.”

Discuss Company Culture and Brand Goals

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In your assessment, show that you understand the CEO’s goals and how you fit in with the company culture . Discuss why you enjoy working in that particular environment, and explain how the company’s vision aligns with your own.

“Working on this project has allowed me to rediscover my passion and life goals. I’ve thoroughly enjoyed working in an environment that conforms to my ideals and where I feel comfortable expressing myself and becoming the best version of myself.

I’ll continue to strive to help the company grow and achieve its goals.”

Point to Your Strong Work Ethic

Photo by Cedric Fauntleroy from Pexels

All employers value dedicated workers with strong work ethics. If you’ve gone above and beyond in your job, working at times when you were not required and being diligent to put in the necessary hours, talk about that.

Also Read : Part-time vs Full-time

“Throughout the year, I’ve demonstrated a strong work ethic, ensuring I come to work on time – and often, earlier than necessary. I’ve stayed at work late to ensure I finished things up that day instead of pushing them off until the next day.

Despite having the opportunity to, I haven’t taken vacation days, preferring to instead bring my best performance to the table for the good of the company. While I’ve given myself ample opportunities to relax and de-stress, I realize how critical my time is for this company’s growth.”

Discuss Your Willingness to Learn

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Employers also value workers who have a willingness to learn. Having an open mind about learning new skills and improving existing ones shows you aren’t satisfied with staying in the same place in your career and have a strong sense of ambition.

Even more than that, managers love employees who use their free time to learn new skills . If an employee takes the initiative and is proactive about expanding their skillset and knowledge, without relying on their boss to provide learning opportunities, they may start considering possible promotions for that employee.

“I’ve consistently been practicing my coding and programming skills , but I feel there is always room to improve and more skills to learn. I have purchased courses from Udemy and signed up for coding academies online to expand my skill set and become proficient in additional programming languages.

In the future, this knowledge will allow me to build better apps, software, tools, and websites that will offer customers an improved user experience.”

Photon Photo/ Shutterstock.com

“Understanding the latest best SEO practices is critical, which is why I subscribe to multiple newsletters and attend online webinars and conferences frequently. That allows me to learn about new algorithm updates and strategies that allow us to stay one step ahead of our competitors at all times while ensuring our clients maintain their high rankings.

It also helps me avoid common mistakes that can lead to decreased rankings in the long run. I’ve also taken a content marketing course at my local community college to ensure I understand the basics of an effective content marketing strategy.”

Stress Your Quality Customer Service

Photo by Yan Krukov from Pexels

Keeping customers happy is the foundation of any successful business, small or large. If your work involves dealing with customers, whether as a sales rep, support rep, or in any other capacity, stress how you keep customers happy, thus maintaining a high retention rate.

“When dealing with customers , I listen to them attentively, trying to understand the exact issues they are facing before trying to come up with solutions. I ensure the customers I deal with feel heard, and I make sure they know how much we appreciate their business.

At the same time, I try to find a solution for any problem a customer is facing. I go above and beyond to try to please customers , within reason, as I understand how critical customer satisfaction is for the success of this company.

One thing I never do is talk over customers or try to make them feel inadequate. I try to read between the lines and pinpoint concerns that they may be hesitant to talk about outright.

Furthermore, I try to anticipate issues that may arise and deal with them proactively, thus ensuring a lighter load on the customer support team and helping the company run smoothly. By putting myself in my customers’ shoes and by listening closely, I can comprehend what is really bothering them and provide alternative solutions.

A large percentage of clients have gone on to become repeat customers after their interactions with me, demonstrating that I made them feel that we can meet their needs, one of the cornerstones of good customer relationships.

When encountering hostile or difficult customers, I’ve used strategies and de-escalation tactics that I developed to deal with them without resorting to accusations or putting the blame on them.

Furthermore, when providing feedback, either through support ratings or feedback forms, a large percentage of customers have expressed satisfaction with the support experience I have provided them.

At the same time, I am aware of my limitations, and I refer cases to my teammates or manager when I feel I am unable to provide adequate support or offer satisfactory solutions.”

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Set Goals for the Future and Explain How You’ll Reach Them

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A good way to show you’ll continue to be a valuable asset to the team is by setting goals for yourself in your assessment. Explain how you plan on reaching those goals.

“Over the past half year, I’ve created social media profiles on Facebook, Twitter, and Instagram from scratch, managing to attract over 10,000 targeted followers across all platforms.

Going forward, I plan to increase social media engagement by 20% over the next six months compared to the last six months.

To do that, I’ll focus on publishing interesting content with eye-catching graphics. Using advanced research tools, I’ll use targeted hashtags to get more exposure while engaging with others and collaborating with influencers and micro-influencers.”

“While sales have been great, I plan on increasing sales by at least 10% over the next quarter without increasing our ad spend. To do that, I will create an affiliate program and offer exclusive bonuses to first-time affiliates who bring in a certain number of sales, allowing our affiliates to do the work for us at no added cost.”

Photo by Helena Lopes from Pexels

To show that you are willing to change and adapt, ask for feedback at the end of your assessment.

“Despite all these accomplishments, I recognize that there is always room for improvement, which is why I’m asking for feedback and constructive criticism on how I can do better.

I’d appreciate any advice you have about which areas I need to focus on going forward. If there’s something I overlooked, please let me know, so I can correct it.”

Show You Are a Problem Solver

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Being a problem solver and being quick on your feet to come up with solutions to new challenges are traits that employers like. Talk about that in your self-assessment.

Also Read : Goal vs Objective

“I am a fast thinker and come up with creative solutions to challenges in real time. I don’t rely on others to solve my problems for me, instead preferring to use my creativity to smooth over difficulties and overcome obstacles.

I try to anticipate potential challenges in advance, often creating a Plan B and even a Plan C in case my original plan doesn’t work out. That way, I can stay productive and avoid wasting time or burdening others due to delays in turnaround times.”

Don’t Be Afraid to Talk About Your Weaknesses

Your manager likely wants to see if you can recognize your own weaknesses and failures. Don’t be afraid to be honest and mention them.

“Sometimes, I let issues in my personal life distract me from my work. Relationship problems, for example, sometimes affect my mental state and prevent me from maintaining a clear and focused mind at work.

In the future, I will practice meditation and work on separating personal and work life, so I can give 100% of myself at work. I might block notifications from messaging apps or turn off my personal phone altogether while at work to avoid letting distractions prevent me from doing my job.”

“I sometimes struggle with a lack of organization and self-discipline. This interferes with my ability to meet deadlines and keep up with the fast pace of our workplace.

In the future, I will focus on becoming more organized and disciplined, starting with my personal life. I recognize the importance of being dedicated and organized in general, and how being so in my personal life will influence my professional performance.”

Photo by cottonbro from Pexels

“Sometimes, I lack the motivation to continue putting in my best work. However, I plan to combat that by keeping track of my long-term goals and setting short-term goals , using apps and sticky notes, to help me stay on track.

Furthermore, I plan on listening to audiobooks and self-help podcasts to help me increase my productivity, keep myself motivated, and ensure I don’t lose sight of what I’m trying to do in the world and for this company.”

Hacks for Writing the Perfect Self-Assessment Performance Review

It’s normal to be nervous when writing a self-assessment review. A lot of employees don’t know where to start or what to talk about.

Here are some hacks to help you out.

Don’t sweat it too much or get anxious about what your manager will think of you. Your self-assessment is rarely the deciding factor for managers when deciding whether to give you a bonus, promote you, fire you, etc.

Photo – RF._.studio /Pexels

In the same vein, don’t try to impress your manager too hard. You don’t want to come across as someone who lacks self-confidence.

Write a true and honest assessment – put your true thoughts into writing.

Photo by Karolina Grabowska from Pexels

Whenever possible, use hard data and statistics to prove your accomplishments.

Don’t just say you have made customers happier, for example. Instead, use feedback ratings and customer retention rates to back up your claims.

Make a list of your accomplishments and identify the most important ones. They might be what sets you apart from other team members, or they might be accomplishments that were hard to achieve or which are bringing long-lasting results to the business.

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Many employees think that recognizing their weaknesses and drawbacks in their self-assessment reviews is the wrong course of action. After all, their thinking goes, why draw attention to weaknesses that their managers may have actually overlooked?

Shouldn’t that hurt their chances of success at the company rather than help them?

The truth, though, is that your manager likely already recognizes your flaws. Nobody is perfect, and nobody is expecting you to be.

What your manager likely does want to see is whether you can own up to your mistakes and errors. Someone who is able to do some soul-searching and work on themselves is also open to feedback.

On the other hand, someone who thinks they are perfect will set off red flags. It’s a sign that they are not open to constructive criticism and won’t do the necessary work to get better at their jobs.

Of course, you don’t want your entire self-assessment to focus on your flaws. You should be playing up your strengths first before moving on to your weaknesses.

At the same time, not mentioning them at all can do more harm than good.

Also Read : Students’ Strengths & Weaknesses Examples

Before submitting your self-assessment, proofread it to make sure there are no grammar and spelling mistakes . These mistakes can show a lack of attention to detail or indicate laziness.

Your coworkers have likely been asked to write self-assessment reviews as well. Why not ask them for help?

Two minds are better than one. If you are new at the company, you can ask teammates who have been around longer than you what your manager wants to see in the yearly self-assessment reviews.

Alternatively, ask a trusted co-worker to read your self-assessment and give you feedback. They may even notice some strengths of yours that you failed to mention or accomplishments you left out.

Why is your manager asking you for a self-assessment review? Before you start, ask for clarity if you haven’t been given clear guidelines.

For example, does your manager want a long essay or a short recap? Should you be discussing your performance for the entire year or a specific project?

In your review, show you are ambitious. Create goals for yourself that meet the SMART criteria:

Setting abstract goals that are hard to measure or which you won’t be able to achieve, for example, won’t do much to show your employer how serious you are.

Don’t copy and paste any of these self-assessment examples. Instead, review them and use them for inspiration to create your own self-assessment.

Be concise in your assessment. Avoid writing too much fluff or talking about yourself too much; instead, focus on the things you have done and the results you are bringing to the company.

Tom loves to write on technology, e-commerce & internet marketing. I started my first e-commerce company in college, designing and selling t-shirts for my campus bar crawl using print-on-demand. Having successfully established multiple 6 & 7-figure e-commerce businesses (in women’s fashion and hiking gear), I think I can share a tip or 2 to help you succeed.

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108 Performance Review Phrases (With Examples)

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

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

Key Takeaways:

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

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

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

Examples of performance review phrases for productivity

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Positive productivity performance review phrases

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

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

“Your excellent work ethic speaks for itself.”

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

Negative productivity performance review phrases

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

“Distracts coworkers, impacting their productivity.”

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

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

Positive quality of work performance review phrases

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

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

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

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

Negative quality of work performance review phrases

“Often expects coworkers to complete unfinished tasks.”

“Regularly fails to follow established processes.”

“Delivers work of an inconsistent quality.”

“Rarely attains monthly performance goals.”

Positive attendance performance review phrases

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

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

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

Negative attendance performance review phrases

“Fails to meet company standards for attendance.”

“Often offline on communication channels when working remotely.”

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

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

Positive punctuality performance review phrases

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

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

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

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

Negative punctuality performance review phrases

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

“Regularly late to work without reason.”

“Needs to work on responding to meeting invitations.”

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

Positive communication performance review phrases

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

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

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

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

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

Negative communication performance review phrases

“Actively avoids conversations with managers and supervisors.”

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

“Often fails to provide timely project updates.”

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

Positive teamwork and cooperation performance review phrases

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

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

“Improves team atmosphere by resolving conflicts between others.”

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

Negative teamwork and cooperation performance review phrases

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

“Unwilling to help others with tasks when asked.”

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

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

Positive interpersonal abilities performance review phrases

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

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

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

“You always know how to cheer everyone up.”

Negative interpersonal abilities performance review phrases

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

“Needs to improve attitude when receiving constructive feedback.”

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

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

Positive adaptability performance review phrases

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

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

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

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

Negative adaptability performance review phrases

“Easily becomes frustrated when unexpected challenges arise.”

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

“Resists changes that could lead to higher productivity.”

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

Positive problem-solving performance review phrases

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

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

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

“Is there anything you can’t do?”

Negative problem-solving performance review phrases

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

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

“Can be indecisive in producing and implementing new solutions.

“Struggles to see patterns in recurring issues.”

Positive achievement performance review phrases

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

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

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

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

Negative achievement performance review phrases

“Has consistently struggled to meet KPIs.”

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

“Does not set personal goals for improvement.”

“Unmotivated by achievement.”

Positive leadership performance review phrases

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

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

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

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

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

Negative leadership performance review phrases

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

“Indecisive about allocating responsibilities.”

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

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

Positive innovation performance review phrases

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

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

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

“You come up with amazing ideas.”

Negative innovation performance review phrases

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

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

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

Positive attitude performance review phrases

“Everyone appreciates your upbeat attitude.”

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

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

Negative attitude performance review phrases

“Inconsistent working relationship with some team members.”

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

“Becomes easily upset when unexpected challenges come up.”

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

Positive accountability performance review phrases

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

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

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

Negative accountability performance review phrases

“Often blames others for mistakes.”

“Regularly fails to follow up with clients.”

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

What should I say in a performance review?

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

How do you write an impactful performance review phrase?

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

What should I say in my boss review?

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

Are performance reviews important?

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

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

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

MyHR – Why Performance Reviews are Important

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

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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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Performance Review Template & Examples (2024)

Updated: Apr 30, 2024, 10:41pm

Table of Contents

What is a performance review, how to prepare for a performance review, what to write in a performance review, after the performance review: follow up, free performance review template, performance review do's and don'ts, when to use performance review software, frequently asked questions (faqs).

Performance review: these two words evoke mixed feelings in managers and employees alike. Some might be excited. Others become intimidated. But most managers feel stressed, because giving constructive performance feedback is a tough task.

You have to walk the fine line between coaching and criticizing. It’s easy to slip into the wrong territory. You can avoid this scenario with our tips, examples and a downloadable performance review template.

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Performance review is a systematic process of evaluating the employee’s past performance and articulating future expectations for the job. The purpose of reviews is twofold: Give constructive feedback and suggest the next steps for personal and professional development:

• Managers use performance feedback to motivate employees, prioritize career development opportunities and clarify responsibilities and accountability.
• Employees use performance feedback as a beacon. It helps them reorient their effort toward the right goals and moderate their behaviors accordingly.

Numerous psychological studies suggest that regular, fair and diverse feedback leads to substantial improvements in employee performance. Separately, workplace research suggests that meaningful feedback improves employee engagement levels and prevents talent attrition. But to capture these benefits, you must schedule regular performance reviews for each team member (typically once or twice per year ).

Performance review is a dialogue between the feedback recipient and the giver. To have an impactful conversation, both parties should take the time to prepare their assessments, examples and commentary.

Without the lead-up work, a performance review session will lack substance and fail to deliver on its core objective—promote desired employee behaviors.

As a Manager

• Review the past goals and track key performance indicators (KPIs): Use available metrics to make an objective evaluation of the employee’s work.
• Analyze outcomes, not outputs: Focus on the employee’s positive contributions to the company rather than how many hours or efforts they have put in.
• Talk to colleagues: Request additional feedback from the recipient’s peers or other line managers who they’ve interacted with if you have doubts.
• Set personal biases aside: Try to cleanse your judgment from common unconscious biases, such as the “halo effect,” “conformity bias,” “affinity bias” and possible -isms.

As an Employee

• Collect and prepare evidence of your performance: These can include notable accomplishments, aggregated KPIs, feedback and praise from colleagues and superiors.
• Think about your career goals: What would you like to accomplish next? Which career development paths sound appealing to you? Do consider both vertical and horizontal career growth opportunities .
• Prepare to provide feedback too: Your employer would be interested in hearing what else the company can do to support your performance.
• Complete the provided self-assessment form: Answer the questions honestly. Avoid inflating your personal ratings as this would put you in an awkward position.

Performance review offers an opportunity to speak about the person’s strengths and weaknesses candidly. There’s a fine line between being helpful and overly critical. Less than 20% of United States employees agree that they’ve received meaningful feedback in the last week.

Performance reviews include an evaluation of an employee’s accomplishments, along with a data-based assessment of their strengths, weaknesses and areas for improvement. Effective feedback doesn’t condemn. It guides the employer toward doing better next time.

To provide feedback in a growth-encouraging way, try to phrase your statements in the following way.

Tie your improvement suggestion to past action. Instead of telling the employee to fully change their behavior, indicate how they improve upon past actions. For example:

Put fallout into context. To better articulate the need for change, explain the downstream effects of the employee’s behavior on the team, company and their own career prospects.

Use positive reinforcement. Promote repeat behaviors through appraisal. Acknowledge the person’s strengths and explain how to succeed further—not just avoid failure.

When writing your review feedback, think like a coach—and talk like a mentor.

Performance review is a corrective tool. However, to result in meaningful change, it should be paired with supplementary action on goal-setting and progress tracking. Design an accountability mechanism to promote continuous improvements.

Research on performance management suggests that people set higher goals under the condition of accountability. They’re also more likely to perform better when held publicly accountable, such as the goals known by the manager.

Instead of merely expressing praise and constructive criticism, set up a process for follow-up action. It can be documented either as an employee development plan or a performance improvement plan (PIP).

• Employee Development Plan

An employee development plan―also called an employee growth plan―provides workers with a sequential list of tasks they must complete to improve skills and acquire knowledge for new roles.

Show the employee what actions they should take in the future to accomplish a certain goal—get a raise, advance to a new role, secure new responsibilities, and more. Doing so helps retain ambitious talent, improve overall employee engagement rates and perform succession planning.

Here’s what to include in an employee development plan:

• Career development prospects: Outline the possible paths and actions required to move to a C-level position.
• Extra training and upskilling: Include a list of suggested programs, certifications or educational courses needed to advance in their role or get considered for a promotion.
• New responsibilities and duties: Suggest how an employee can make a bigger contribution to the company by taking ownership of new initiatives, such as new enterprise resource planning (ERP) system rollout, or allocating extra time to new duties like mentorship).

A full employee development plan sits at the nexus of your company’s organizational needs and employees’ strong sides.

Performance Improvement Plan

A performance improvement plan (PIP) documents the employee’s current shortcomings and outlines corrective steps. A PIP can comment on poor performance ratings, address skill gaps, draw attention to inappropriate past actions—and suggest mandatory follow-up steps.

Unlike an employee development plan, a PIP is designed to address past failures or problematic on-the-job behaviors rather than set the backdrop for future successes. What to include in a performance improvement plan:

• Acceptable performance criteria: Outline general expectations around the employee’s on-the-job performance with examples of positive/negative actions.
• Specific KPIs: Present a baseline set of quantifiable goals an employer must meet within the stated period.
• Support resources: Explain how your organization will help them address current shortcomings, such as mandatory training, mentorship and counseling.
• Check-in schedule: State how often you’ll provide feedback and set up recurring meetings.
• Consequences: Describe what will happen if the employee doesn’t comply with the proposed plan.

If an employee fails to follow the PIP, punitive action may be taken, such as transfer, demotion or termination.

Use this performance review template to create an evidence-based approach for evaluating employee competencies and on-the-job behaviors.

The ultimate goal of the performance review is to guide, not admonish, your team members. Your feedback should help the receiver practice the right actions and make them feel recognized for their achievements.

To ensure your feedback achieves the above goals, use the following techniques:

Performance review software offers a consolidated set of tools and storage for governing employee evaluation processes. Such platforms help you create standardized performance evaluation forms, process feedback and manage review schedules with the managers.

Best-in-class performance review software also promotes a good governance model by making the review process standardized, transparent and cross-attributable. A strong methodology, paired with data traceability, prevents personal biases from affecting evaluations—and protects your organization against discriminatory accusations.

Bottom Line

Regular feedback and coaching are crucial for nurturing an engaged workforce. A documented performance review process is your first step toward creating a more productive work environment where A-level work is regularly acknowledged and temporary performance slips get resolved fast.

How often should you conduct a performance review?

Conducting performance reviews every 6-12 months is the standard practice. Initiate performance for new and entry-level candidates sooner, such as after three and six months, as part of their onboarding. Schedule reviews of other team members less regularly (unless there are issues with their performance).

What should I say in a performance review?

An easy way to figure out what to say in a performance review is to mentally divide your speech into three parts:

• Recognition of the person’s efforts and accomplishments.
• Constructive feedback on the person’s actions and behaviors.
• Outcomes and follow-up steps after the performance review.

Ensure the receiver understands what’s going to happen next and has clear takeaways from the conversation.

What are the 5 performance ratings?

Most managers use a five-point grading system for evaluating employees’ performance across set criteria. The standard 5 performance ratings are:

• 5 (Outstanding)
• 4 (Exceeds Expectations)
• 3 (Meets Expectations)
• 2 (Needs Improvement)
• 1 (Unacceptable)

What are the components of a performance review?

The main parts of a performance review are:

• Performance review form or scoreboard for managers
• Self-assessment form for employees
• 1:1 conversation with the direct supervisor
• Employee development plan
• Performance improvement plan
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Tomas Laurinavicius is a writer and designer. He's a co-founder of Best Writing, an all-in-one platform connecting writers with businesses. He has built multiple online businesses and helps startups and enterprises scale their content marketing operations. He worked with TIME, Observer, HuffPost, Adobe, Webflow, Envato, InVision, and BigCommerce.

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150 Performance Review Examples and Phrases for Giving Effective Feedback

A performance review is an opportunity for your employees to grow. Discover 150 employee performance review examples to help you give constructive feedback.

Table of Contents

Employee performance reviews are crucial for all businesses. They let managers or supervisors assess their staff members' work and offer them insightful, constructive, and honest employee feedback on their:

• Areas of improvement

Employee engagement is also largely dependent on performance reviews. Therefore, you should know the appropriate words or phrases or employee performance review examples to use during a performance evaluation.

Complicated and wordy messages can confuse both the reviewer and the reviewee and, thus, detract from clarity.

However, if you go about it appropriately, performance reviews can promote your employees' professional growth by reinforcing good habits, rectifying undesirable behaviors, and inspiring them to perform better.

Therefore, to help you comprehend better, we’ve curated a list of 150 performance review phrases. But before we go through the list, let's understand what a performance review is in brief.

What is a performance review?

Reviewing the performance of employees is a critical aspect of running a business. It helps to improve the efficiency and productivity of your employees. Effective performance reviews can also help employers accomplish the following:

• Adequately distribute raises or pay increases
• Assist team members in acquiring new skills
• Outline the goals and expectations of the company

Based on the business capacity and size and the goals of the assessments, each company's review procedure may vary in frequency and complexity. The performance review assessments can be carried out either yearly or quarterly.

150 Useful performance review phrases

Below is a list of 150 performance review phrases and examples that you can use based on the position, function, or personality of the employee in question:

1. Teamwork

Here are 9 positive examples of performance review phrases for teamwork:

• Willing to be counted on by their teammates and expect the same in return
• Develops strong relationships in a professional setting with coworkers, superiors, and other staff members
• Provides support to teammates on their tasks, even though they are not directly responsible for them or obliged to help
• Exemplifies a culture of collaboration on a daily basis
• Readily collaborates with their coworkers to accomplish the goal
• Exceptionally adept at motivating team members to bring out their best effort.
• Oversees the team's operations and delegates tasks to team members appropriately.
• Built a highly motivated team that collaborates to commence and finish the task on or before the deadline
• Always willing to assist teammates who are going through a tough time with their responsibilities

Here are 9 negative examples of performance review phrases for teamwork:

• Seems more concerned about achieving their targets than helping anyone who might require some assistance
• Struggles to acclimatize after transferring from a sector that is very autonomous to one that is team oriented
• Although an expert, they tend not to provide professional guidance or assistance to those who may need
• Struggles with completing assignments while collaborating with others
• Doesn't care enough to inspire team members to perform at their highest level while working

2. Attendance

Here are 7 positive examples of performance review phrases for being attentive :

• Replies to emails and attends calls of stakeholders on time
• Attend conferences, workshops, and seminars on time at all times
• Always arrive on time for work each day
• Completed X years of flawless attendance
• Consistently available even when their division's work schedule is unrelated to it
• Follows the schedule and plan as accurately as attainable
• Always shows up on time, sticks to the schedule, and takes lunch breaks as scheduled

Here are 6 negative examples of performance review phrases for being attentive:

• Attends far too many personal phone calls on a daily basis
• Routinely goes past their allotted lunch break, affecting their productivity
• Does not adhere to the attendance requirements set forth by the organization
• Shows up at work late on a regular basis
• Consistently exceeds the allotted number of leaves
• Must learn to arrive timely after scheduled leaves

3. Interpersonal skills

Here are 8 positive examples of performance review phrases for good interpersonal skills:

• Has strong interpersonal skills and needs little to no instruction in communicating well with others
• Possesses the ability to deal with sensitive circumstances promptly and efficiently
• Can hear and effectively comprehend verbal and nonverbal indications from coworkers
• Ensures that their teammates are comfortable with a decision made by a higher authority
• Is an excellent team player who enjoys working with others
• Possesses the ability to resolve team conflicts
• Has the capability to collaborate with colleagues to resolve conflict in a respectful manner
• Possesses the ability to communicate clearly with people from different cultures, places, etc.

Here are 5 negative examples of performance review phrases for good interpersonal skills:

• Refuses to take constructive criticism from coworkers that can help them grow in the corporate world
• Interacts with coworkers in an abrasive and unprofessional manner
• Refuses to take any initiative or incorporate constructive suggestions made by coworkers
• Reacts defensively to constructive criticism
• Appears uneasy when questioned during team meetings

4. Communication skills

Here are 7 positive examples of performance review phrases for good communication skills:

• Adept at efficiently conveying complex messages and decisions
• Routinely offers constructive criticism
• Communicates complex subjects to the rest of the team in a transparent and understandable manner
• Asks interesting and meaningful questions
• Not afraid to answer when confronted with a difficult question
• Is skilled at summarizing and conveying critical business decisions
• Is open to hearing other people's opinions

Here are 7 negative examples of performance review phrases for communication skills:

• Stands out from their colleagues for having excellent employee communication skills
• Repeatedly berates staff members
• Has difficulty interacting effectively in teams
• Instead of doing it themselves, ask other coworkers to convey bad news
• Does not adequately notify supervisors of progress updates
• Does not provide constructive feedback on new initiatives
• Regularly engages in awkward conversations and occasionally becomes territorial

5. Achievement

Here are 8 positive examples of performance review phrases for achievement:

• Sets realistic goals and actively works to meet them
• Surpassed the benchmark by X%, outperforming other team members
• Reduced the time it took to resolve complaints to 24 hours, which boosted customer retention by X%
• Employed effective SEO strategies and increased the site's organic traffic by X%
• Implemented a strategy that works well to optimize work processes
• Working cooperatively with a team was improved by X%
• Generated X% more revenues at the end of the last quarter compared to the previous one
• Used automation tools to save the organization $1 million

Here are 6 negative examples of performance review phrases for achievement:

• Last month's goal was missed by X%
• Would benefit from reviewing their own failures and successes each quarter
• Failure to meet commitments due to a lack of coordination
• Would prosper from defining career goals
• Finds it challenging to provide error-free work consistently
• Improved social media interaction is essential to boost organic traffic

6. Innovation and creativity

Here are 7 positive examples of performance review phrases for innovation and creativity:

• Frequently comes up with fresh, creative answers to handle difficult situations
• Thinks creatively and unconventionally
• Always encourage or assist teammates in coming up with innovative ideas
• Their creative capabilities are a valuable contribution to the company
• Has a strong imagination and routinely offers some of the most original ideas
• Uses creative thinking to carry out a vision for the business
• Consistently offers fresh ideas during meetings and when working on projects

Here are 7 negative examples of performance review phrases for innovation and creativity:

• Could provide alternative strategies for resolving problems
• Could take the initiative to work on new projects
• Their problem-solving methods are typically inflexible and conventional
• Prefers a traditional, cautious approach to problems rather than a creative one
• Could perform better in places that require innovative solutions
• Might use some creative thought
• Too reluctant to take chances on coming up with creative solutions
• Has a habit of rejecting projects that require creative thinking

7. Leadership

Here are 9 positive examples of performance review phrases for leadership:

• Encourages team members to put in a good effort
• Establishes a safe environment for team members to express their thoughts and perspectives
• Recognizes the capabilities of teammates and effectively assigns work
• Keeps team focused and engaged in work
• Expresses sincere appreciation for a job well carried out
• Actively hear what their coworkers are suggesting and respond appropriately to it
• Is an excellent role model for others to emulate
• Encourages the development of an understanding- and learning-centered corporate culture
• Always ready to lend a hand to a teammate

Here are 7 negative examples of performance review phrases for leadership:

• Ambiguous while deciding which objectives and tasks to accomplish
• Seldom acknowledges a successfully completed task with praise or positive feedback
• Regularly causes the team to fall behind with superfluous activities
• Rejects team members' opinions or suggestions
• Does not treat other staff members equally with respect
• Always overanalyzes situations when a speedy resolution is demanded

8. Attitude

Here are 7 positive examples of performance review phrases for attitude:

• Has a positive outlook that encourages their teammates to do better
• Always optimistic in every situation
• Quickly smiles and boosts morale in tense situations
• Always cheer up coworkers
• Does not allow difficult situations to dampen their spirit
• Always comes to work with a cheerful demeanor
• Keeps a persistent, optimistic attitude that motivates others
• Helps others have a positive attitude toward challenges by sharing ideas and thoughts that are constructive
• The way they behave shows how much they like their work
• Fosters a culture of trust among staff members

Here are 7 negative examples of performance review phrases for attitude:

• Has an attitude toward causing problems
• Gets upset easily and shows a pessimistic attitude
• Must learn to accept constructive feedback
• Gets easily distracted or provoked by non-work topics
• Behavior at work exhibits bipolar tendencies

9. Time management

Here are 9 positive examples of performance review phrases for time management:

• Has the capacity to finish tasks, particularly those with tight deadlines
• Shows an excellent capacity for coordinating several tasks and projects simultaneously
• Efficiently utilizes free time
• Effectively manages a variety of tasks and projects without requiring heavy supervision
• Is adept at handling multiple tasks quickly and with precision
• Manage their time quite well
• Consistently fulfills all goals on time
• Creates brief and time-saving presentations
• Schedules meetings on time

Here are 5 negative examples of performance review phrases for time management:

• Fails to meet deadlines despite being granted plenty of time to finish all assigned tasks
• Has trouble coordinating multiple tasks and initiatives
• Does not efficiently manage their work schedule time
• Lacks the ability to efficiently prioritize tasks
• Shows a tendency to let personal matters influence how well they function at work

10. Productivity

Here are 10 positive examples of performance review phrases for productivity:

• Consistently surpasses performance benchmarks
• Has incredibly high standards for productivity
• Have a track record of delivering work at a high caliber
• Constantly looking for ways to be more effective
• Encourages people to perform efficiently at work by maintaining a positive attitude
• Consistently goes above and beyond expectations and delivers the best result
• Significantly contributes to the business's ongoing expansion
• Places a high value on details, which is evident in their work
• Shares their understanding of market trends and best practices with the team to assist them in achieving better results
• Is a key contributor to the organization's success

Here are 5 negative examples of performance review phrases for productivity:

• Requires to pay greater attention to the intricacies before turning in a project
• Finishes the easier tasks first instead of prioritizing the urgent ones
• Doesn't accomplish their work in accordance with the required productivity standards
• Should engage in more training and development activities to advance their knowledge and abilities
• Work performance and productivity have been below par lately

11. Accountability

Here are 5 positive examples of performance review phrases for accountability:

• Accepts accountability for one's actions and contributions as a team member, as well as involvement in the organization's growth
• Respects deadlines and takes responsibility for them
• Acknowledges shortcomings and notifies colleagues when unable to uphold a commitment
• Takes accountability for the part they play in project management
• Unwilling to be complacent with errors and finds resolutions for them

Here are 3 negative examples of performance review phrases for accountability:

• Must accept responsibility for meeting deadlines
• Rejects responsibilities for fixing errors
• Fails to communicate effectively regarding delayed deliverables

Frequently asked questions (FAQs)

Here are some frequently asked questions about employee performance review:

1. What is an employee performance review?

A thorough evaluation of an employee's performance over a specific period is known as an employee performance review. Managers examine an employee's overall performance, point out their merits and shortcomings, provide feedback, and assist them in setting goals during a performance review.

2. What should a performance evaluation of an employee contain?

In the majority of employee assessments, regardless of industry, these capabilities are evaluated:

• Communication
• Problem-solving
• Time management
• Productivity

3 . What are some examples of good performance reviews for employees?

Examples of good performance reviews for employees are:

4. What are some of the areas of improvement for employees?

Some of the areas of improvement for employees are:

5. What are some examples of performance reviews concerning leadership?

Examples of performance reviews concerning leadership are:

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10 reasons why we still need performance reviews (and how to improve them)

10 ways to rethink performance reviews to have a conversation, not a checklist, that unlocks potential and fuels ambition.

[Source Photo: Towfiqu barbhuiya /Pexels]

BY  Featured 9 minute read

Imagine a performance review that’s not a stressful hurdle, but a springboard for growth. A conversation, not a checklist, that unlocks potential and fuels ambition. Believe it or not, this isn’t a fantasy. 

By rethinking the traditional review process , companies can harness the power of performance reviews to create a win-win situation for both employees and employers. We’ve gathered insights from CEOs, founders, and other experts to explore constructive alternatives. Let’s explore how to transform this often-dreaded ritual into a positive force for progress.

Provide ongoing feedback

Performance reviews can lead to a toxic workplace if all leadership cares about is high performance at all costs. This situation can create implied competition among employees and lower team morale. Most people want to know that their work matters and that they are on the right track to achieve what is expected. 

Performance reviews can be constructive when they are ongoing conversations. Many managers only provide a review at the end of the year, while the conversation about performance should happen regularly during one-on-one meetings. It’s challenging for any employee to hit their target goals if they are not coached on how they are doing during the process. Avoiding performance conversations during regular check-ins is more common than people think. I’ve worked for four managers who would not provide feedback until the actual performance review at the end of the year. 

It wasn’t company policy, but their preferred method of working with employees. At the end of the year, you would never know what to expect from the conversation. I remember walking into those meetings concerned about the outcomes. It was tough to know if I had exceeded expectations because I didn’t receive feedback on my work and didn’t know if I was on the right track. 

Performance reviews should be an ongoing conversation during regular one-on-one meetings, and if you are not on the right track to hit your target goals, it’s best to know early rather than wait until the holiday season to receive that feedback. 

Knowing whether you are performing well helps you course-correct, understand expectations, and ensure you, your manager, and team members are on the same page. It can boost team morale and productivity. 

It also helps you understand if you are on the path to a promotion and what you can do to achieve that. People don’t deserve to work without knowing whether they are doing a good job. Ongoing feedback helps people learn and grow.

Ana Goehner , career strategist and well-being expert, Digital Butterfly Communications, LLC

Ensure equitable and inclusive feedback

Performance reviews can cause significant harm when the conditions under which they are conducted are not equitable and inclusive. Bias, lack of transparency, and inconsistent evaluation criteria can undermine the fairness of these reviews, leading to demotivation, dissatisfaction, and even attrition among employees. When performance reviews do not account for diverse perspectives and experiences, they risk marginalizing certain groups and perpetuating inequalities within the workplace. This not only harms individual careers but can also stifle innovation and collaboration, ultimately affecting the organization’s overall performance.

One effective tip for supporting inclusive and constructive performance reviews is to implement a structured feedback system that incorporates multiple perspectives. Encouraging peer reviews and 360-degree feedback ensures a more comprehensive and balanced assessment of an employee’s performance. This approach helps mitigate individual biases by providing a fuller picture of the employee’s contributions from various angles, fostering a culture of fairness and continuous improvement.

Vivian Acquah CDE , certified diversity executive, Amplify DEI

Provide two-way feedback

Creating a transparent and supportive environment turns performance reviews into catalysts for individual and organizational success. As an OD consultant, I guide organizations in implementing effective PMS that enhance performance and foster a positive work culture. By celebrating successes and continuously improving the process, performance reviews can become opportunities for growth rather than sources of stress.

Performance reviews often face criticism for fostering a toxic work culture. However, this negative sentiment usually arises from a lack of ongoing performance management and development focus. Shifting to regular check-ins and emphasizing growth can transform reviews into valuable tools. Clear, flexible goals aligned with company objectives, along with open, two-way feedback, foster trust and development. Training managers to provide balanced feedback and linking reviews to career growth ensures employees see their value.

Zil Pandya , consultant in organization development and strategic HR practices, NamanHR

Design for all-around growth

Performance reviews are a tool to further codify and reinforce the culture and behaviors you’re looking to achieve within a team or organization.

Ensure your process creates the foundational clarity for all members that is needed for them to be successful. This is much more than a simple goal-setting process and includes a concerted effort that includes: 

• Leadership’s ability to align their strategic and culture plans
• All people leaders can translate this vision within their diverse teams
• Individual involvement and co-design around how individual goals are created each year. (This also includes regular updates of job descriptions and “social contracts” to ensure people are clear and inspired by their role within the organization.)

Being a role model of cultural values should be a part of the definition of performance, and all members (including the CEO/executive team) should have clear shared definitions around what each value looks like in action and when someone is at risk of derailing that value. Coaching and growth opportunities should be aligned with a member’s ability to influence and demonstrate these values. 

Performance reviews are arbitrary pieces of documentation. What you should be focused on is creating a culture of feedback, candor, and safety for members to use their experience to grow and develop. This means ensuring all people managers/leaders have and are building capability in creating brave and safe spaces for their people and can effectively coach their people to performance and growth in a way that creates equitable opportunities for all.

Angela Howard , founder and CEO, Call for Culture

Provide training to have meaningful conversations

I get why traditional performance reviews have a bad rap—they often create anxiety rather than growth because they’re delivered untimely, wrongly, and by unqualified people. This is a harsh statement, but overwhelmingly true.

I’m currently working with an organization to reimagine their process, making it continuous and holistic. We’re implementing regular check-ins and 360-degree feedback, using technology to streamline and gather comprehensive insights from peers, subordinates, and colleagues. We’re also ensuring leaders are equipped to have meaningful conversations and deliver feedback through specialized training.

The focus is on providing actionable feedback that aligns personal growth with the organization’s goals. By making reviews timely and relevant, we turn them into moments of motivation and alignment, fostering a positive, growth-oriented culture. Embrace this approach to transform your performance reviews into powerful tools for both individual and organizational success.

Tara Furiani , CEO, Not the HR Lady

Build a culture of behavior-focused feedback

Performance reviews can contribute to a toxic work environment when implemented poorly, but companies can take steps to change the tone of performance conversations.

One of the most common challenges I see is that organizations struggle to build a culture of continuous feedback. Instead, it’s withheld until the annual or biannual performance review. This raises the temperature of conversations if employees haven’t developed the muscles for giving, receiving, and soliciting feedback.

Feedback is often unstructured, unspecific, or focused on personality traits. Bias creeps into the process, which holds marginalized employees back in their roles and threatens their sense of belonging.

Companies can avoid these pitfalls by teaching teams how to give behavior-focused feedback and normalizing the practice of doing it daily. When effective feedback is part of the culture, reviews can instead be an opportunity to celebrate wins and focus on growth goals.

Alex Lahmeyer , founder, DEI Consultant, and career advisor, Boundless Arc

Document touch-points throughout the year

Performance reviews have gotten a bad rap, but this is because they are rarely executed in a transparent, equitable, consistent, and constructive way. Expectations are unclear, goals become moving targets, and an employee’s advancement is almost always tied to the effectiveness of their direct manager.

Performance management should instead be an ongoing practice that encourages a two-way exchange of information that enables employees to be effective in their day-to-day work and positions managers to support their teams more effectively. This approach should be applied consistently across the organization with documented touch-points throughout the year. 

Managers should be held accountable for the growth and development of their teams, and individuals and teams should be held accountable for their results. By the time annual performance reviews come around, there shouldn’t be any surprises—for anyone.

If employees are equipped with the right information and support, performance reviews can stop contributing to a toxic work culture and instead become a powerful tool for unlocking people’s full potential.

Alex Suggs , cofounder and partner, Different

Innovate with team reviews and feedback journals

Four of our last seven guests have shared their frustrations with how we handle performance reviews, especially the traditional annual ones. This tells us that the criticism about traditional reviews being toxic might actually hold some weight. 

If ditching performance reviews altogether isn’t an option, we think the trick is in how they’re done: Managers need to be super transparent, make performance a year-round conversation, and tie reviews to the bigger business goals.

Our guests have also been testing out some cool, unconventional methods. For instance, David Hanrahan, the chief people officer at Flare, is trying out “team performance reviews” alongside the usual ones. He’s more into having a high-performing team rather than just a team of high-performers.

In an upcoming episode with Tracy Letzerich, VP of People at Wheel, she talks about how their managers keep “Feedback Journals” in their one-on-one docs with their direct reports. They give each other ongoing feedback to build that feedback muscle and avoid end-of-year surprises.

Stephen Huerta , cohost, The Modern People Leader Podcast

Improve with regular check-ins

I’m actually in the process of interviewing over 100 CHROs/CPOs at companies around the world for a new employee experience book. All of them say that their employees actually want annual performance reviews because there is value in knowing where you stand, in having a framework that everyone can adhere to, and in having a process everyone is familiar with. 

Even companies that once abandoned annual performance reviews are going back to them. However, what companies are realizing is that there is a better way to do them. Feedback is given regularly (instead of once a year) to employees in terms of performance, but once a year they do a comprehensive review, including compensation. This approach seems to work well for everyone. Don’t get rid of the annual performance review, just improve it.

Jacob Morgan , author, speaker, and futurist, TheFutureOrganization.com

Make feedback available to everyone

I recently ran a poll on LinkedIn asking if folks had ever had a performance review that contributed positively to their development. Fifty-four percent of respondents said no. This is shocking.

So, although I disagree with the statement that they do more harm than good, I believe the devil is in the details, and the comments show why.

It’s all about ensuring that managers are equipped to hold conversations focused on past performance and future development. They need to review clear metrics and work with the team members on development plans.

The problem comes through a lack of knowledge of the goals of the business, the person, and working in partnership.

When you have thoughtful and open conversations, as we do at The People Collective, it makes a huge difference. All our feedback is available to the whole team so the focus is on constructive feedback and growth.

Matthew Bradburn , founder, People Collective

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Health Professions Advising

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Personal Statements

Health Professions Advising CBB 203/205 (Second Floor) E: [email protected]

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Mailing Address: University of Houston ATTN: Health Professions Advising Center University Classroom & Business Building Room 215 4242 Martin Luther King Boulevard Houston, TX 77204 Google Maps

Although most applicants focus on GPA and test-scores, the personal statement is a very important component of your application and should be carefully composed. This is your opportunity to highlight things about yourself that may not be mentioned in other sections of your application and to distinguish yourself from other applicants.

You should have several different people objectively read your personal statement and provide constructive feedback. In addition to the Health Professions Advisory Committee (HPAC) , your letter writers are often a great option. There are also resources on campus that can assist you, such as the UH Writing Center , University Career Services , and your major advisor. Consider the feedback you receive carefully, but be sure that the personal statement is still written in your voice!

Below we have outlined some advice and general guidelines to consider while writing your personal statement. Keep in mind that these recommendations are not restricted to medical/dental applications, but can be applied while writing essays for any healthcare professional program.

• See also UH University Career Services Personal Statement Tips
• Sign up for the UH Writing Center Personal Statement Workshops

Types of Prompts

Before beginning your personal statement, it is important you carefully review the specific question (or prompt) that is being asked and the character-limit, as there can be distinct differences between the application services.

TMDSAS ( 5000 characters ):

• Explain your motivation to seek a career in medicine. You are asked to include the value of your experiences that prepare you to be a physician.
• Explain your motivation to seek a career in dentistry. You are asked to discuss your philosophy of the dental profession and indicate your goals relevant to the profession.
• Personal Characteristics Essay - Learning from others is enhanced in educational settings that include individuals from diverse backgrounds and experiences. Please describe your personal characteristics (background, talents, skills, etc.) or experiences that would add to the educational experience of others. The personal characteristics essay is required to all applicants and limited to 2500 characters, including spaces.
• Optional Essay – The optional essay is an opportunity to provide the admissions committee(s) with a broader picture of who you are as an applicant. The essay is optional, however, you are strongly encouraged to take advantage of this opportunity. Consider briefly discussing any unique circumstances or life experiences that are relevant to your application which have not previously been presented. Optional Essay is limited to 2500 characters, including spaces.

AMCAS ( 5300 characters ):

• Why have you selected the field of medicine?
• What motivates you to learn more about medicine?
• What do you want medical schools to know about you that has not been disclosed in other sections of the application?

AACOMAS ( 5300 characters ):

• What motivates you to learn more about osteopathic medicine?

AADSAS ( 4500 characters ):

• Explain a defining moment that helped steer you toward a career in dentistry. Consider using that moment as the focal point of your essay.
• Be colorful, positive, imaginative and personal when discussing why you are a good candidate for dental school. Ask yourself—in a pile of 100 applications, would I enjoy reading my statement? Be sure to convey your passion for dentistry in your statement.
• Be yourself.  Don’t use jargon, clichés or big phrases that you would not use in daily conversation. Remember, dental schools want to know about the real you.
• Be original and thoughtful: Discuss how you would contribute to the profession and patient care, all of which will help you stand out from other applicants.

AACPMAS (4500 characters):

• State below why you are interested in becoming a Doctor of Podiatric Medicine. Provide information about your development for a career in Podiatric Medicine

CASPA (5000 characters):

• In the space provided write a brief statement expressing your motivation or desire to become a physician assistant.

OptomCAS (4500 characters) :

Essays can be customized for each individual Optometry program.  Most Optometry schools include this as their main essay question:

• Please describe what inspires your decision for becoming an optometrist, including your preparation for training in this profession, your aptitude and motivation, the basis for your interest in optometry, and your future career.

OTCAS (no character limit):

• Your Personal Statement should address why you selected OT as a career and how an Occupational Therapy degree relates to your immediate and long-term professional goals. Describe how your personal, educational, and professional background will help you achieve your goals.

PTCAS (4500 characters):

• Prompt: Every person has a story that has led them to a career. Since there are a variety of health professions that "help" others, please go beyond your initial interaction or experiences with physical therapy and share the deeper story that has confirmed your decision to specifically pursue physical therapy as your career.

PharmCAS (4500 characters):

• Your Personal Essay should address why you selected pharmacy as a career. How the Doctor of Pharmacy degree relates to your immediate and long-term professional goals. You should describe how your personal, educational, and professional background will help you achieve your goals.

VMCAS (1000 characters):

• There are many career choices within the veterinary What are your future career goals and why?
• In what ways do veterinarians contribute to society and what do you hope to contribute?
• Consider the breadth of society which veterinarians What attributes do you believe are essential to be successful within the veterinary profession? Of these attributes, which do you possess and how have you demonstrated these in the past?

When should I start writing?

You should begin working on your personal statement early in the spring semester prior to your intended application year and submitting your application materials to HPAC (if applicable).  Remember that the people who are helping you with your statement will need time to review it and you will need time to work through multiple drafts before submission.  In addition, some of your letter writers may want to see a copy of your personal statement before they write your letter, so you should strive to have a competent draft by mid-March.

What should be included?

It is important to treat the personal statement as an answer to a question (i.e., the prompt), rather than the opportunity to flex your creative writing muscles. Indeed, most applicants are STEM majors without much experience in creative writing; therefore, it is recommended that you avoid using the essay to practice your creative writing skills and stick to simply addressing the prompt in a direct, concise way. Some questions you may want to consider while planning your essay are:

• Why have you selected the field of medicine, dentistry, or other health profession?
• What motivates you to learn more about medicine, dentistry, or other health profession?
• How have you demonstrated your interest and commitment to your decision?
• What experiences have allowed you to develop the skills necessary to be successful in this program and to become an effective physician, dentist, PA, etc.?
• Did you have any exposure to role models who influenced your decision? Which of their attributes inspired you?
• Are your perceptions of this profession realistic?
• What are your professional goals?
• Is there anything you wish for your chosen health professional schools to know about you that has not been disclosed in other sections of the application?

Depending on the nature of the prompt, you may also wish to include information such as:

• Unique hardships, challenges, or obstacles that may have influenced your educational pursuits.
• Commentary on significant fluctuations in your academic record that are not explained elsewhere in your application.

What should NOT be included?

• Avoid clichés and over-using/mis-using terms : How many times do you think admissions committees have read the phrase, “I want to become a physician because I like science and I want to help people”? Similarly, words like empathy and passion are, while applicable, can become empty in meaning when overused or misused. Consider exemplifying these terms, rather than simply stating them.
• Avoid unnecessary drama: While you may feel compelled to "hook" the reader with a dramatic opening to your statement, doing so may detract from the overall purpose (i.e., describing your decision to pursue medicine/dentistry) and may induce many an eye-roll by committee members.
• Avoid being vague : "[Insert experience] was challenging and rewarding." What does that mean? Be specific about what was impactful and how it affected you.
• Avoid brash decision-making :  Your decision to become a doctor/dentist should be the result of a series of thoughtful, conscious, and reflective decisions. NOT an instantaneous realization or epiphany. Similarly, you have not “always known” that you want to be a physician/dentist. No one is "born to be a doctor." Nothing is innate, you have to work for it.
• Avoid excuses :  In general, there are better uses for your personal statement than explaining away and justifying poor grades, incidents of misconduct, etc. Indeed, TMDSAS offers additional essays and opportunities to discuss these issues. However, if you choose to address these subjects, be sure to focus on what you have learned from those incidents and how your experiences have made you a stronger person.  Always accept responsibility and avoid blaming anyone else for your decisions or mistakes.
• Avoid restating your resume or activities section :  Choose ONE or TWO significant and distinguishing experiences to elaborate upon when outline the reasons behind your decision to pursue a career in healthcare. There is no need to narrate completely your 4+ years of college or carefully detail your activities from year to year; indeed, there are other sections in the application where you can detail your experiences and what you learned from each.
• Avoid grandiosity :  Claiming that you plan to cure cancer (or HIV, or healthcare disparities, or anything else) shows a grave lack of understanding of whatever problem you are planning to solve. Similarly, avoid “I know what it is like to be a physician/dentist from [shadowing/clinical volunteer experience].”  No, you do not.  That is precisely why you are hoping to go to medical/dental school.
• Avoid inflammatory or controversial topics :  You do not know the values, beliefs, and background of the committee member reading your essay.  For these reasons, you are advised to avoid making any strong statements regarding politics, religion, and other polarizing topics.  Be extremely cautious to avoid expressing any views that could be construed as derogatory to any group.  Additionally, your beliefs are not the only “correct” beliefs. 
• Do not lie :  Honesty and ethical behavior are the hallmarks of being a healthcare professional. Do not include details anywhere in your application or essay that you are not prepared to talk about or that are simply untrue.

Additional Recommendations

• Use simple formatting : Avoid the use of bullet-points, italics, and symbols.
• Read your statement aloud : As you draft your statement, reading what you have written aloud can help you determine whether your writing "flows" well and is an easy read for a reviewer.

Helping our customers through the CrowdStrike outage

Jul 20, 2024 | David Weston - Vice President, Enterprise and OS Security

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On July 18, CrowdStrike, an independent cybersecurity company, released a software update that began impacting IT systems globally. Although this was not a Microsoft incident, given it impacts our ecosystem, we want to provide an update on the steps we’ve taken with CrowdStrike and others to remediate and support our customers.  

Since this event began, we’ve maintained ongoing communication with our customers, CrowdStrike and external developers to collect information and expedite solutions. We recognize the disruption this problem has caused for businesses and in the daily routines of many individuals. Our focus is providing customers with technical guidance and support to safely bring disrupted systems back online. Steps taken have included:  

• Engaging with CrowdStrike to automate their work on developing a solution.   CrowdStrike has recommended a workaround to address this issue and has also issued a public statement. Instructions to remedy the situation on Windows endpoints were posted on the Windows Message Center .   
• Deploying hundreds of Microsoft engineers and experts to work directly with customers to restore services.   
• Collaborating with other cloud providers and stakeholders, including Google Cloud Platform (GCP) and Amazon Web Services (AWS), to share awareness on the state of impact we are each seeing across the industry and inform ongoing conversations with CrowdStrike and customers.  
• Quickly posting manual remediation documentation and scripts found here .
• Keeping customers informed of the latest status on the incident through the Azure Status Dashboard here .  

We’re working around the clock and providing ongoing updates and support. Additionally, CrowdStrike has helped us develop a scalable solution that will help Microsoft’s Azure infrastructure accelerate a fix for CrowdStrike’s faulty update. We have also worked with both AWS and GCP to collaborate on the most effective approaches.    

While software updates may occasionally cause disturbances, significant incidents like the CrowdStrike event are infrequent. We currently estimate that CrowdStrike’s update affected 8.5 million Windows devices, or less than one percent of all Windows machines. While the percentage was small, the broad economic and societal impacts reflect the use of CrowdStrike by enterprises that run many critical services.  

This incident demonstrates the interconnected nature of our broad ecosystem — global cloud providers, software platforms, security vendors and other software vendors, and customers. It’s also a reminder of how important it is for all of us across the tech ecosystem to prioritize operating with safe deployment and disaster recovery using the mechanisms that exist. As we’ve seen over the last two days, we learn, recover and move forward most effectively when we collaborate and work together. We appreciate the cooperation and collaboration of our entire sector, and we will continue to update with learnings and next steps.  

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60 Self-Performance Review Goals Examples

By Status.net Editorial Team on May 27, 2023 — 11 minutes to read

Setting goals during self-performance reviews is crucial to ensure that you continue to grow and develop in your role.

Preparing for Your Self-Performance Review

Conducting a self-assessment.

Before your self-performance review, it is important to conduct a self-assessment. This will help you identify your strengths and weaknesses and set development goals. Start by reviewing your job description, performance goals, and any feedback you have received throughout the year. Reflect on your accomplishments and challenges, and think about how you have contributed to your team and the organization.

Related: Self Evaluation Examples [Complete Guide]

Identifying Strengths and Weaknesses

Once you have conducted your self-assessment, identify your strengths and weaknesses. Consider your technical skills, communication skills, productivity, and any other areas that are relevant to your job. Be honest with yourself about your weaknesses, but also recognize your strengths.

Related: Self Evaluation Sample Answers: Strengths and Weaknesses

Setting Development Goals

Based on your self-assessment and the identification of your strengths and weaknesses, set development goals for yourself. These goals should be specific, measurable, achievable, relevant, and time-bound. For example, if you identified communication skills as an area for improvement, you could set a goal to attend a communication skills training course within the next quarter.

It is important to discuss your development goals with your manager during your self-performance review. This will help ensure that your goals align with the organization’s goals and that you have the resources and support you need to achieve them.

Use open-ended questions to encourage a productive dialogue, and be prepared to discuss your career goals and how you see yourself developing within the organization.

Self-Performance Review Goals Examples

• Improve my communication skills by attending a public speaking course.
• Increase my productivity by learning time management techniques.
• Enhance my leadership skills by taking a leadership course.
• Improve my teamwork skills by participating in team-building activities.
• Develop my problem-solving skills by attending a problem-solving workshop.
• Increase my knowledge and skills in my field by attending industry conferences and seminars.
• Improve my writing skills by taking a writing course.
• Enhance my creativity by attending a creativity workshop.
• Learn a new language to better communicate with international clients.
• Improve my customer service skills by attending a customer service training course.
• Increase my sales skills by attending a sales training course.
• Develop my project management skills by attending a project management course.
• Improve my computer skills by taking a computer course.
• Enhance my presentation skills by attending a presentation skills course.
• Develop my networking skills by attending networking events.
• Increase my knowledge of the company’s products and services by attending product training sessions.
• Improve my conflict resolution skills by attending a conflict resolution workshop.
• Enhance my negotiation skills by attending a negotiation skills course.
• Increase my attention to detail by implementing a checklist system.
• Improve my time management skills by setting daily and weekly goals.
• Develop my mentoring skills by mentoring a junior employee.
• Increase my knowledge of company policies and procedures by reviewing the employee handbook.
• Improve my listening skills by actively listening to colleagues and clients.
• Enhance my emotional intelligence by attending an emotional intelligence workshop.
• Increase my decision-making skills by practicing making decisions in a timely manner.
• Develop my coaching skills by coaching a team member.
• Improve my conflict management skills by practicing active listening and empathy.
• Enhance my adaptability by taking on new tasks and responsibilities.
• Increase my resilience by learning stress management techniques.
• Develop my strategic thinking skills by attending a strategic planning course.

In the upcoming chapters, we will explore an additional approach to defining your goals, namely SMART goals, and provide 30 more examples of self-performance review goals.

The Importance of Setting SMART Goals in Self-Performance Reviews

Defining smart goals.

There is an option to define goals that are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART):

A specific goal is one that is clearly defined and unambiguous. It should answer the questions of who, what, where, when, why, and how. For instance, instead of saying “I want to improve my communication skills,” a specific goal would be “I want to improve my presentation skills by attending a public speaking course.”

Measurable goals are those that can be quantified. It is essential to have a metric to track progress and determine the success of the goal. For example, instead of saying “I want to increase sales,” a measurable goal would be “I want to increase sales by 20% within the next quarter.”

An achievable goal is one that is realistic and attainable. It is essential to consider the available resources and constraints when setting a goal. For example, instead of saying “I want to become a CEO within a year,” an achievable goal would be “I want to become a team leader within a year.”

A relevant goal is one that aligns with the individual’s overall objectives and the organization’s goals. It should be meaningful and have a positive impact on the individual and the organization. For example, instead of saying “I want to learn a new language,” a relevant goal would be “I want to learn Spanish to better communicate with our Spanish-speaking clients.”

A time-bound goal is one that has a deadline. It helps individuals to stay focused and motivated. For example, instead of saying “I want to learn a new skill,” a time-bound goal would be “I want to learn a new skill within six months.”

Self-Performance Review: Examples of SMART Goals

If you prefer to define your goals as SMART goals, here are 30 examples:

• Increase my productivity by 20% by the end of the quarter by utilizing time management techniques and prioritizing tasks.
• Improve my communication skills by attending a public speaking course and delivering a presentation to the team by the end of the month.
• Learn a new programming language and complete a project using it within six months.
• Increase customer satisfaction rating by 10% by the end of the year by providing exceptional customer service and resolving issues promptly.
• Attend at least two industry conferences or workshops within the next year to stay up-to-date with industry trends and best practices.
• Develop a new marketing campaign that increases website traffic by 25% within three months.
• Improve my leadership skills by mentoring a junior team member and providing constructive feedback on their performance.
• Complete a professional certification within the next six months to enhance my skills and knowledge in my field.
• Reduce my error rate by 50% within the next quarter by double-checking my work and seeking feedback from my supervisor.
• Increase my sales performance by 15% by the end of the year by developing and implementing new sales strategies.
• Learn a new software program and become proficient in its use within three months.
• Improve my time management skills by completing all tasks on time and meeting all deadlines for the next quarter.
• Increase our social media following by 20% within six months by creating engaging content and utilizing social media advertising.
• Attend at least one networking event per month to expand my professional network and build new relationships.
• Improve my conflict resolution skills by attending a conflict resolution training course and practicing techniques with team members.
• Increase customer retention rate by 15% by the end of the year by providing exceptional customer service and developing customer loyalty programs.
• Develop a new product or service that generates at least $10,000 in revenue within the next year.
• Improve my writing skills by attending a writing workshop and submitting at least one article for publication within the next six months.
• Increase my team’s productivity by 10% by providing regular feedback, setting clear expectations, and implementing new processes.
• Learn a new language and become conversational within six months to improve communication with international clients.
• Develop a new training program for team members that improves their skills and knowledge within the next quarter.
• Increase our website’s search engine ranking by 20% within the next six months by optimizing content and implementing SEO strategies.
• Improve my project management skills by attending a project management course and successfully completing a project within the next quarter.
• Increase our email open rate by 10% within the next month by improving subject lines and email content.
• Develop a new company policy that improves employee satisfaction and retention within the next six months.
• Increase my social media engagement rate by 15% within the next quarter by responding to comments and messages promptly and creating more interactive content.
• Attend at least one leadership conference or workshop within the next year to enhance my leadership skills and knowledge.
• Improve my public relations skills by attending a media relations training course and successfully pitching a story to the media within the next six months.
• Increase our team’s customer service rating by 10% by providing regular training and coaching on customer service skills.
• Develop a new employee recognition program that improves employee morale and retention within the next three months.

 Self Evaluation: Action Plan Example

• Improve time management: “To improve my time management skills, I plan to create a schedule and set deadlines for tasks to ensure that I am able to complete them within deadlines. I will also work on breaking down larger projects into smaller, more manageable tasks.”
• Develop communication skills: “To develop my communication skills, I plan to attend communication training sessions and practice active listening and clear communication in my day-to-day interactions. I will also seek feedback from colleagues and supervisors to identify areas where I can improve.”
• Build a network: “To build my professional network, I plan to attend industry events and connect with other professionals in my field. I will also seek out mentorship opportunities to gain insights from more experienced professionals.”
• Pursue professional development: “To pursue professional development, I plan to attend training sessions and courses to develop new skills and knowledge. I will also seek out opportunities for job shadowing and cross-training to gain exposure to different areas of my organization.”  
• Improve project management skills: “To improve my project management skills, I plan to attend project management training sessions and work on identifying and prioritizing tasks based on their impact and urgency. I will also seek feedback from colleagues and supervisors to identify areas where I can improve.”
• Stay up-to-date with emerging technologies: “To stay up-to-date with emerging technologies, I plan to attend industry conferences and read industry publications to stay informed about new tools and trends. I will also work on building a network of technical professionals who can share knowledge and insights with me.”
• Focus on personal growth: “To focus on personal growth, I plan to prioritize self-care and wellness activities to ensure that I am able to perform at my best. I will also work on setting personal goals and tracking my progress towards achieving them.”

Example 3 (SMART Goal)

Goal : Improve my time management skills

Specific : I will create a daily schedule and prioritize my tasks based on their importance.

Measurable : I will track my progress by recording the time I spend on each task and comparing it to my schedule.

Achievable : I will set aside 30 minutes each morning to plan my day and review my schedule throughout the day to stay on track.

Relevant : Improving my time management skills will help me be more productive and reduce stress.

Time-bound : I will implement this plan for the next 30 days and evaluate my progress at the end of each week.

Best Practices for Conducting a Self-Performance Review

Preparing for the conversation.

Before conducting a self-performance review, it is important to prepare yourself for the conversation by setting aside enough time to reflect on your performance over the past year, gathering feedback from colleagues and supervisors, and setting specific goals for the upcoming year. When reflecting on your performance, it is important to be honest with yourself and acknowledge areas where you could improve. This will help you to set realistic goals and make meaningful progress.

Fostering Career Growth

One of the main goals of a self-performance review is to foster career growth. This can involve setting long-term career goals, identifying areas where you need to develop new skills, and seeking out opportunities to expand your knowledge and experience. For example, if you want to move into a leadership position, you may need to develop your management and communication skills.

Improving Professional Skills

Another important aspect of a self-performance review is identifying areas where you need to improve your professional skills. This can involve developing new technical skills, improving your time management and organizational skills, or enhancing your ability to work collaboratively with others.

Setting Education Goals

Continuing education and professional development are essential for staying competitive in today’s fast-paced business environment. A self-performance review can be a valuable opportunity to set specific education goals and seek out opportunities to expand your knowledge and skills. This might involve pursuing a new certification or degree, attending industry conferences and events, or seeking out mentorship and coaching from experienced professionals.

Working Towards Promotions

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Artificial Intelligence Algorithms in Nailfold Capillaroscopy Image Analysis: A Systematic Review

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Background Non-invasive imaging modalities offer a great deal of clinically significant information that aid in the diagnosis of various medical conditions. Coupled with the never-before-seen capabilities of Artificial Intelligence (AI), uncharted territories that offer novel innovative diagnostics are reached. This systematic review compiled all studies that utilized AI in Nailfold Capillaroscopy as a future diagnostic tool.

Methods and Findings Five databases for medical publications were searched using the keywords artificial intelligence, machine learning, deep learning and nailfold capillaroscopy to return 105 studies. After applying the eligibility criteria, 10 studies were selected for the final analysis. Data was extracted into tables that addressed population characteristics, AI model development and nature and results of their respective performance. We found supervised deep learning approaches to be the most commonly used ( n = 8). Systemic Sclerosis was the most commonly studied disease ( n = 6). Sample size ranged from 17,126 images obtained from 289 participants to 50 images from 50 participants. Ground truth was determined either by experts labelling ( n = 6) or known clinical status ( n = 4). Significant variation was noticed in model training, testing and feature extraction, and therefore the reporting of model performance. Recall, precision and Area Under the Curve were the most used metrics to report model performance. Execution times ranged from 0.064 to 120 seconds per image. Only two models offered future predictions besides the diagnostic output.

Conclusions AI has demonstrated a truly remarkable potential in the interpretation of Nailfold Capillaroscopy by providing physicians with an intelligent decision-supportive tool for improved diagnostics and prediction. With more validation studies, this potential can be translated to daily clinical practice.

Competing Interest Statement

The authors have declared no competing interest.

Funding Statement

The author(s) received no specific funding for this work.

Author Declarations

I confirm all relevant ethical guidelines have been followed, and any necessary IRB and/or ethics committee approvals have been obtained.

The details of the IRB/oversight body that provided approval or exemption for the research described are given below:

I confirm that all necessary patient/participant consent has been obtained and the appropriate institutional forms have been archived, and that any patient/participant/sample identifiers included were not known to anyone (e.g., hospital staff, patients or participants themselves) outside the research group so cannot be used to identify individuals.

I understand that all clinical trials and any other prospective interventional studies must be registered with an ICMJE-approved registry, such as ClinicalTrials.gov. I confirm that any such study reported in the manuscript has been registered and the trial registration ID is provided (note: if posting a prospective study registered retrospectively, please provide a statement in the trial ID field explaining why the study was not registered in advance).

I have followed all appropriate research reporting guidelines, such as any relevant EQUATOR Network research reporting checklist(s) and other pertinent material, if applicable.

Financial Disclosure Statement: None of the authors have any conflicts of interest.

Data Availability

The data extraction tables, figures, and supplementary documents will be uploaded alongside the main manuscript.

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