Take the Guesswork Out of Performance Reviews
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Examples of performance review phrases for communication
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.”
Examples of performance review phrases for teamwork and cooperation
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.”
Examples of performance review phrases for interpersonal abilities
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 circ*mstances.”
“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.”
Examples of performance review phrases for adaptability
Positive adaptability performance review phrases
“Is extremely understanding and flexible when unforeseen circ*mstances 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.”
See AlsoDefining Assessment“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?”
Examples of performance review phrases for problem-solving
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.”
Examples of performance review phrases for achievement
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.”
Take the Guesswork Out of Performance Reviews
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Examples of performance review phrases for leadership
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.”
Examples of performance review phrases for innovation
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.”
Take the Guesswork Out of Performance Reviews
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Examples of performance review phrases for attitude
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.”
Examples of performance review phrases for accountability
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.”
Take the Guesswork Out of Performance Reviews
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What is a performance review?
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.
This is a great way to align the interests of the company with the employee’s. The worker develops skills to create value for the business while adding something to their resume.
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.
How to prepare for a performance review
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.
Plus, it’s not really fair to evaluate someone without having a clear set of guidelines on how their performance will be judged.
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?
Figuring out organizational needs and then working to determine how each employee contributes to those can be a good approach. Be sure to gather employee’s opinions on where they feel their time is best spent.
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.
Again, this is not something that managers should hand down from on high. Instead, it’s important to think about how you want to frame discussions about what metrics matter and why, and then get employee feedback to figure out the details.
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.
While it’s essential to train employees in areas that will directly benefit the company, you should also consider wiggle room for less obviously applicable, but more thought-provoking, educational experiences your employees are interested in. A change in perspective can be just as beneficial as a technical upskill.
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.
Employees appreciate a thorough but straightforward evaluation that they can take something meaningful away from.
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.
If you can give more details about the meeting (duration, time, location, etc.), do. It’s nice knowing exactly what to expect for at least one element of your performance review.
Take the Guesswork Out of Performance Reviews
By clicking Download, you agree to Zippia’s Privacy Policy and Terms of Use.
Performance review FAQ
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.
If you’re the employee in the performance review, talk about how you’ve grown, projects you’re proud of, and areas you’d like to grow in the future. You can also ask questions about professional development opportunities and talk about what your boss could provide that would help you be more effective at your job.
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.”
The first phrase alludes to a specific situation, which makes it more personal and meaningful.
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.
Say things like, “I appreciate your willingness to answer my questions,” or “Your positive attitude and example of hard work motivate me to tackle my projects with more enthusiasm.” These are specific, personal compliments that will carry a lot of weight, even if you add in something negative 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.
Final thoughts
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.
