initiative and problem solving phrases for performance reviews

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31 examples of problem solving performance review phrases

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You're doing great

You should think of improving

Tips to improve

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

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

Problem solving appraisal comments: you're doing great

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

Problem solving performance review phrases: you should think of improving

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

Performance review tips to improve problem solving

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

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Madeline Miles

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

25 performance review questions (and how to use them)

How a performance review template improves the feedback process, 10 performance review tips to drastically move the needle, 53 performance review examples to boost growth, 3 ways to solve your performance management problems, agile performance management: how to improve an agile team, 5 tactics for managing managers effectively — and why it matters, how to manage poor performance in 5 steps, 6 tactics to unlock operational excellence and drive performance, 27 problem-solving strategies to turn challenges on their head, teamwork skills self-appraisal comments: 40 example phrases, your complete guide to self-assessments (with examples), 30 communication feedback examples, 30 customer service review examples to develop your team, 15 tips for your end-of-year reviews, 37 innovation and creativity appraisal comments, 8 creative solutions to your most challenging problems, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Initiative: 25 Performance Review Phrases Examples

By Status.net Editorial Team on July 22, 2023 — 3 minutes to read

Initiative is a valuable skill for employees in any organization. It means being proactive, taking charge of tasks or situations, and seeking solutions without waiting for instructions. Employees who demonstrate initiative often excel in their roles, contribute positively to their team’s success, and increase their potential for career advancement.

Questions to determine an employee’s performance rating for initiative:

1. Does the employee take on tasks without being asked? 2. Does the employee go above and beyond their job duties? 3. Does the employee come up with creative solutions to problems? 4. Does the employee take ownership of their work and responsibilities? 5. Does the employee take the initiative to learn new skills and improve their performance? 6. Does the employee take the initiative to provide feedback and suggestions for improvement?

Based on the answers to these questions, you can assign a rating. For example, if the employee consistently takes on tasks without being asked and comes up with creative solutions to problems, they may receive a high rating for initiative. Conversely, if the employee only does what is required of them and does not take the initiative to learn new skills or provide feedback, they may receive a lower rating. It’s important to provide specific examples and feedback to the employee to help them understand how they can improve.

Related: Best Performance Review Examples for 48 Key Skills

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

Initiative Performance Review Phrases and Paragraphs Examples

5 – outstanding, example phrases.

• Consistently thinks ahead and proactively addresses potential issues
• Takes on challenging tasks and drives them to completion without prompting
• Demonstrates exceptional leadership skills in developing innovative solutions

Example Paragraph

“Jane consistently demonstrates an outstanding level of initiative. She is always thinking ahead to identify and address potential problems before they become critical. Her willingness to take on challenging tasks without being asked and her exceptional leadership skills when developing innovative solutions set her apart from her peers and contribute significantly to the team’s success.”

4 – Exceeds Expectations

• Frequently seeks additional responsibilities and opportunities to contribute
• Proactively identifies issues and develops solutions independently
• Demonstrates strong problem-solving skills and a commitment to continuous improvement

“Tom consistently exceeds expectations when it comes to initiative. He frequently seeks out additional responsibilities and opportunities to contribute to the team. His ability to proactively identify issues and develop solutions without waiting for direction demonstrates his strong problem-solving skills and commitment to continuous improvement.”

3 – Meets Expectations

• Regularly demonstrates initiative in taking on new tasks and responsibilities
• Works independently to resolve issues and complete projects
• Adapts to changing priorities and displays a positive attitude under pressure

“Sue meets expectations when demonstrating initiative. She regularly takes on new tasks and responsibilities without being asked and works independently to resolve any issues that may arise. Sue adapts well to changing priorities and maintains a positive attitude even under pressure.”

2 – Needs Improvement

• Occasionally takes initiative but may need guidance to complete tasks
• Can be proactive at times but struggles to maintain consistency
• Needs to demonstrate greater independence and problem-solving skills

“Bob’s initiative needs improvement. While he occasionally takes it upon himself to start new tasks, he often requires guidance to see them through to completion. He can be proactive at times, but struggles with consistency. Bob should work on developing his independence and problem-solving skills to boost his initiative.”

1 – Unacceptable

• Rarely shows initiative, often waiting for direction before taking action
• Demonstrates a lack of independence and problem-solving ability
• Frequently resists taking on new tasks or embraces change

“Mary’s initiative is unacceptable, as she rarely shows any drive to take charge of tasks or situations. She often waits for direction before taking action and consistently demonstrates a lack of independence and problem-solving ability. Mary also frequently resists taking on new tasks and has difficulty embracing change.”

• Flexibility: 25 Performance Review Phrases Examples
• Productivity: 25 Performance Review Phrases Examples
• Integrity: 25 Performance Review Phrases Examples
• Judgment: 25 Performance Review Phrases Examples
• Listening Skills: 25 Performance Review Phrases Examples
• Professionalism: 25 Performance Review Phrases Examples

Table of contents

Initiative Perfomance Reviews Ratings Scale

50 initiative performance reviews phrases, exceeds expectations phrases, meets expectations phrases, needs improvement phrases, unacceptable phrases, providing constructive feedback, related performance factors, related articles.

Workplace Culture

50 Effective Initiative Performance Review Phrases in 2024

Giacomo Venier

Content Lead

When reviewing an employee's performance, it's important to provide clear and actionable feedback on their initiative. A simple yet effective scale can make evaluations more objective and help employees understand expectations. Here's a four-point framework:

Exceeds Expectations : The employee actively seeks out additional responsibilities and opportunities to contribute. They require very little direction and take the lead on projects. This level of initiative improves team and company performance.

Meets Expectations : The employee demonstrates a willingness to take on responsibilities and complete tasks with minimal supervision. They are proactive and take steps to resolve issues independently. This level of initiative meets the requirements of the role.

Needs Improvement : The employee requires frequent guidance and prompting to complete responsibilities. They rarely take initiative or pursue opportunities for improvement. More initiative is needed to fully meet expectations.

Unacceptable : The employee avoids responsibilities and additional tasks unless specifically instructed. They are reactive rather than proactive, often waiting for direction before acting. This lack of initiative is problematic and needs to be addressed.

With clearly defined ratings and criteria, managers can better evaluate initiative and give employees actionable steps for improvement. Focusing the discussion on specific examples also makes reviews more productive. A simple scale brings clarity to the process.

When writing a performance review, it can be challenging to find the right words to describe an employee's initiative. Here are 50 effective phrases to use:

Consistently takes proactive steps to address workplace challenges.

Demonstrates exceptional foresight in anticipating future problems.

Frequently suggests innovative solutions to improve efficiency.

Actively seeks new responsibilities without waiting for direction.

Exhibits a self-starting approach to tackle complex projects.

Regularly contributes valuable ideas in team meetings.

Leads by example in taking on challenging tasks.

Willingly shares expertise to help others improve.

Shows a strong commitment to personal and professional growth.

Excels in identifying areas for improvement and acting on them.

Demonstrates a high degree of creativity and innovation in work.

Effectively prioritizes tasks for optimal productivity.

Displays a remarkable ability to adapt to new situations.

Often goes above and beyond job requirements.

Maintains a high level of performance even under pressure.

Shows eagerness to learn new skills and techniques.

Regularly exceeds expectations in completing tasks.

Takes initiative in organizing and facilitating team activities.

Actively engages in problem-solving without prompting.

Consistently demonstrates a can-do attitude.

Exhibits a strong sense of responsibility and ownership of projects.

Frequently takes the lead in group projects and collaborations.

Effectively delegates tasks while maintaining overall control.

Sets a positive example for others in taking initiative.

Consistently shows enthusiasm for tackling new challenges.

Displays exceptional organizational skills.

Proactively addresses issues before they become problems.

Demonstrates a continual pursuit of learning and self-improvement.

Regularly volunteers for additional tasks and projects.

Shows a keen insight into industry trends and developments.

Actively participates in and contributes to team meetings.

Demonstrates excellent problem-solving capabilities.

Regularly sets and achieves ambitious goals.

Exhibits a willingness to take calculated risks.

Consistently seeks feedback to improve performance.

Demonstrates versatility and adaptability in various roles.

Excels in developing new strategies and approaches.

Frequently suggests improvements to existing processes.

Shows a commendable ability to motivate and inspire others.

Effectively manages time and resources to maximize efficiency.

Demonstrates exceptional attention to detail in all tasks.

Proactively seeks out learning opportunities.

Maintains a positive and constructive attitude.

Regularly contributes to a positive work environment.

Displays a strong commitment to achieving team goals.

Takes the lead in implementing new ideas and innovations.

Effectively balances multiple tasks and responsibilities.

Shows a strong dedication to personal and team success.

Regularly demonstrates a high level of professional integrity.

Continuously seeks ways to improve personal and team performance.

Consistently exceeding expectations is a hallmark of top performers. When writing a performance review, highlighting an employee's tendency to go above and beyond sends a powerful message. Here are some effective phrases to describe exceeding expectations:

"Consistently seeks out new challenges and opportunities to improve processes" - This demonstrates initiative and drive. Top employees don't settle for maintaining the status quo, but actively look for ways to make things better.

"Requires very little oversight to independently follow through on goals" - Employees who exceed expectations can work autonomously and don't need constant supervision. This level of self-motivation is highly valued.

"Routinely brings creative and innovative ideas that improve team performance" - Thinking outside the box and suggesting new approaches shows resourcefulness. Employees who do this make unique contributions that enhance outcomes.

The most effective exceeds expectations phrases highlight qualities like proactivity, independence and creativity. Use them to reinforce and encourage these behaviors in star employees.

Employees who meet expectations are reliable team players that get their work done. While they may not go above and beyond, you can count on them to complete their core responsibilities. Here are some sample phrases to describe employees who meet expectations:

"Completes assigned responsibilities in a timely manner with minimal supervision" - This employee reliably finishes tasks and projects by deadlines, without needing a lot of oversight. Once given direction, they can be trusted to follow through.

"Contributes ideas when prompted during brainstorming sessions" - While not overly proactive, this employee will share thoughts when directly asked during group ideation meetings. They add value but may need some prompting to participate.

"Follows through on goals and projects with occasional prompting" - This person makes steady progress on objectives and deliverables but benefits from the odd reminder. With some monitoring, they achieve what is expected in their role.

Giving constructive feedback during performance reviews can be challenging, but is a crucial part of helping employees improve. If an employee needs to work on taking more initiative, there are some key phrases managers can use.

First and foremost, be direct yet compassionate. Clearly state that while the employee completes their core tasks well, you've noticed some hesitation in taking on additional responsibilities outside their main duties. Provide specific examples of times you think they could have volunteered for a new project or pitched an idea in a meeting.

Point out that you want to see them take more initiative in bringing forth their own ideas and solutions . They likely have valuable insights, but are keeping them to themselves unless directly prompted. Encourage them to share their thoughts more readily.

Finally, note any issues with following through independently on goals and deadlines . While you want to be understanding, explain that missing deadlines impacts the whole team. Offer to meet more regularly to create mini-goals and touch base on progress. This extra support can help build their confidence in their own initiative.

Reinforce that you are highlighting these areas because you see their potential for growth. Convey enthusiasm that with more independent drive, they can take their role to the next level and have an even greater impact on the team.

Giving negative feedback during performance reviews can be challenging. However, using certain phrases can make the critique seem overly harsh and demotivating. When reviewing an employee's performance, it's best to avoid language that focuses too much on their shortcomings.

For example, saying an employee "rarely shows initiative, only does what is directly assigned" places all the responsibility on them. It disregards situational factors that may prevent them from being proactive. A better approach is to ask how you can support them in taking more initiative.

Similarly, stating someone "does not contribute new ideas or look for ways to improve processes" can come across as accusatory. Rather, you could suggest brainstorming sessions to generate new ideas together. Or, you could ask what obstacles they face in improving processes so you can help remove those barriers.

Finally, saying an employee "requires constant supervision to complete basic tasks" implies a lack of trust in their abilities. But regular check-ins show you want them to succeed. You could phrase it as needing to work closely together to ensure they fully grasp the basics.

In summary, avoid overly critical language in reviews. Frame weaknesses constructively and focus on how you can both improve. With the right phrasing, you can give negative feedback that inspires growth rather than discouragement.

Giving constructive feedback is crucial for helping employees improve their performance and take more initiative at work. The key is providing feedback that is specific, actionable, and focused on behaviors rather than criticizing the person.

First, give concrete examples of times when the employee demonstrated low initiative. Be as specific as possible - provide dates, tasks, and situations where you expected them to take initiative but they did not. For instance, "On the X project last month, I was hoping you would proactively research potential solutions for the problem we ran into. Instead, you waited for me to tell you the next steps." This shows them precisely what behaviors need to change.

Next, have an open discussion to understand what obstacles or challenges might be preventing them from taking initiative. There may be skills they lack, confusion about responsibilities, or personal issues interfering. Ask questions like "What makes it difficult for you to take the lead on projects?" and "How can I better support you in being proactive?" The goal is to uncover root causes, not blame the employee.

Finally, set clear expectations and goals for improvement. State exactly what initiatives you want to see moving forward. For example, "Over the next month, I want to see you proactively seek solutions when roadblocks pop up rather than waiting for me to solve it. Let's meet bi-weekly to discuss how it's going." Providing desired behaviors and measurable goals gives them something to work towards.

Check in regularly to coach and reinforce progress. Recognize when they demonstrate initiative and course-correct if old habits creep up. With consistent and compassionate feedback, employees can adopt the mindset and skills to become more proactive contributors.

The key is framing feedback as positive and empowering rather than punitive. With the right approach, constructive feedback helps employees reach their full potential while also boosting business outcomes through enhanced initiative. Managers who invest time in understanding motivations, providing clear guidance, and nurturing growth will reap immense rewards in performance, morale and productivity.

The key to a successful performance review is assessing an employee's core competencies like dependability, adaptability, leadership, and creativity . These factors indicate how well an employee performs their role and contributes to company goals.

A dependable employee shows up on time, meets deadlines, and can be relied upon. Their consistency and responsibility make them a workplace asset. Adaptable employees readily evolve as company needs change. Rather than resisting, they pivot their approach and skills. This flexibility keeps them relevant. Strong leaders motivate teams, delegate effectively, and foster collaboration. Their guidance and vision propel collective success. Meanwhile, creative thinkers bring innovation to solve problems. They imagine fresh perspectives and aren’t afraid to try new methodologies.

Evaluating performance factors provides meaningful insight. It illuminates an employee's strengths, growth areas, and overall fit. Rather than focusing on isolated metrics, core competencies offer a big-picture view. They indicate how well someone executes their role and aligns with company values. Assessing these dimensions leads to actionable steps for improvement. A holistic focus on key factors empowers impactful development.

Initiative is a critical factor to assess in performance reviews. It provides insight into an employee's motivation and engagement levels . Reviewers should clearly communicate expectations and provide constructive feedback with specific examples.

To recap, here are common initiative phrases for each rating level:

• Exceeds Expectations exhibit proactive behaviors, propose creative ideas , and take ownership of goals.
• Meets Expectations contribute when prompted and follow through with occasional reminders .
• Needs Improvement only focus on assigned tasks and require pushing to take on more.
• Unacceptable show no drive for improvement or learning new skills.

Provide clear long-term and short-term goals for improving initiative. Note connections to other performance factors like dependability, adaptability, and leadership skills.

Initiative offers crucial insights into an employee's performance potential . Reviews should highlight areas to grow initiative and drive engagement.

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100+ Performance Review Phrase Examples: Do’s and Don’ts of Giving Feedback

• 100+ Performance Review Phrases
• 1. Communication
• 2. Collaboration and Teamwork
• 3. Problem Solving and Critical Thinking
• 4. Time Management and Organization
• 5. Leadership and Management
• 6. Initiative and Proactiveness
• 7. Adaptivity and Flexibility
• Additional Example Phrases

Performance reviews play a crucial role in shaping workplace culture and driving personal growth. They provide an opportunity to reflect on achievements, identify areas for improvement, and set the stage for future success. However, crafting effective performance review comments can often be a daunting task. Clear and constructive feedback is essential for fostering a positive environment where individuals feel valued and motivated.

Using well-structured performance review phrases can significantly enhance the feedback process. These phrases help articulate observations more effectively, making it easier to convey praise and constructive criticism. Whether you're an employee preparing for your review or a manager looking to offer meaningful insights, having a toolkit of impactful phrases at your disposal can simplify the process and ensure your message resonates.

100+ Performance Review Phrase Examples

Using the right language during performance reviews is essential for fostering transparency, fairness, and motivation among employees. Clear and concise performance review phrases enhance the credibility of the assessment process, encourage employee development , and align individual goals with organizational objectives.

1. Performance Review Phrase Examples on Communication Skills

Communication skills are key to building strong teams and ensuring smooth collaboration. Whether it's sharing ideas, providing feedback, or simply staying aligned, effective communication shapes the success of both individuals and teams.

Below is a set of performance review phrases that highlight both strengths and areas for improvement in communication skills.

• Communicates with clarity and purpose, ensuring team members understand key messages.
• Listens attentively to feedback and makes meaningful adjustments based on it.
• Explains complex ideas in a straightforward, easy-to-understand manner.
• Shows empathy and understanding when interacting with colleagues, fostering a positive work environment.
• Effectively communicates across various platforms—whether through email, phone, or in person.
• Adapts communication style to suit different team members and their needs.
• Facilitates meetings with ease, ensuring everyone feels heard and valued.
• Produces written communication that is clear, professional, and easy to follow.
• Handles sensitive communication situations with tact and professionalism.
• Proactively engages in cross-team communication, fostering alignment and teamwork.

Areas for Improvement

• You have opportunities to enhance clarity in articulating your ideas, which could help reduce confusion among your team members.
• By incorporating feedback more consistently into your work processes, you could achieve improved outcomes and foster better collaboration.
• Focusing on simplifying complex ideas could make your valuable insights more accessible to the team.
• By fostering a greater sense of empathy in your interactions with colleagues, you could strengthen team relationships.
• Exploring different communication strategies for various mediums could enhance your effectiveness in connecting with others.
• Adapting your communication style to better align with the preferences of different team members could significantly improve collaboration.
• Enhancing your facilitation skills during meetings could help ensure that all contributions from the team are acknowledged and valued.
• Focusing on clarity and professionalism in your written communication can greatly enhance its impact and effectiveness.
• Approaching sensitive situations with greater tact could help you prevent misunderstandings and foster a more positive environment.
• Increasing your engagement in cross-departmental communication can help align efforts and enhance collaboration across teams.

2. Performance Review Phrase Examples on Collaboration and Teamwork

Collaboration and teamwork are the backbone of a productive workplace. They ensure that projects run smoothly, while fostering a supportive and inclusive environment where everyone contributes toward shared goals.

Below are some performance review phrases highlighting strengths and areas for improvement in collaboration and teamwork.

• Works cohesively with team members to successfully achieve collective goals.
• Builds strong relationships and actively contributes to a positive, supportive work environment.
• Freely shares information and resources to enhance collaboration and ensure team success.
• Respects diverse perspectives and participates constructively in group discussions.
• Shows flexibility and a willingness to compromise to promote team harmony.
• Actively supports and mentors junior team members, aiding their development and growth.
• Regularly seeks feedback from colleagues to improve collaborative efforts.
• Takes ownership of both the team's successes and setbacks, demonstrating accountability.
• You have an opportunity to enhance collaboration with your team members, which can help us achieve our common goals more effectively.
• By focusing on building stronger relationships, you could contribute to a more supportive and cohesive work environment.
• Sharing information and resources more openly could significantly enhance your team's collaboration and overall success.
• Being open to differing viewpoints and actively participating in group discussions could enrich your team's decision-making process.
• Embracing flexibility and compromise when collaborating with others could help you reduce friction and foster a more harmonious team environment.
• Taking the time to offer assistance and guidance to your junior colleagues could greatly support their development and strengthen team dynamics.
• Actively seeking feedback from your teammates could provide valuable insights that enhance your team's dynamics.
• Taking ownership of team challenges could foster accountability and encourage a collaborative approach to finding solutions.

This may also interest you: How Do Teamwork Competencies Foster Collaborative and Vibrant Workplaces?

3. Performance Review Phrase Examples on Problem-Solving and Critical Thinking

Problem-solving and critical thinking are crucial skills in today’s fast-paced work environment. These abilities help employees tackle challenges head-on, make sound decisions, and drive innovation within their roles, ultimately ensuring project and operational success.

Below are performance review phrases that highlight strengths and areas for improvement in problem-solving and critical thinking.

• Effectively identifies and analyzes problems, consistently finding practical and viable solutions.
• Thinks outside the box to generate creative and innovative approaches to challenges.
• Applies logic and sound reasoning to assess situations and make well-informed decisions.
• Shows resilience when faced with obstacles, bouncing back and finding ways to move forward.
• Anticipates potential issues early and takes proactive steps to address them before they escalate.
• You have an opportunity to enhance your problem identification and analysis skills, which could lead to more effective and practical solutions.
• Exploring more creative approaches to problem-solving could open up new possibilities and lead to innovative solutions for you.
• Improving your logical reasoning skills could strengthen your decision-making processes and lead to more informed outcomes.
• Building resilience in the face of obstacles could empower you to navigate setbacks more effectively and maintain a positive outlook.
• Enhancing your ability to anticipate potential issues could help you mitigate larger problems before they arise, contributing to smoother project execution.

4. Performance Review Phrase Examples on Time Management and Organization

Time management and organization are vital for productivity and efficiency in the workplace. Employees who excel in these areas are not only able to meet deadlines but also maintain a structured approach to their work, ensuring smooth progress and high performance.

Here are some performance review phrases that highlight both strengths and areas for improvement in time management and organization.

• Efficiently manages time to meet deadlines and consistently achieve set goals.
• Effectively prioritizes tasks based on their importance and urgency, ensuring timely completion of high-impact work.
• Keeps a well-organized workspace and neatly manages digital files, promoting productivity and quick access to necessary resources.
• Improving your time management skills could help you meet deadlines more consistently and achieve your goals more effectively.
• Enhancing your ability to prioritize tasks could ensure that your urgent responsibilities receive the attention they need.
• Organizing your workspace and digital files could lead to increased productivity and help you save valuable time.

5. Performance Review Phrase Examples on Leadership and Management

Leadership and management skills are essential for anyone in a supervisory role, as they significantly impact team dynamics and overall productivity. Effective leaders guide their teams toward achieving goals through clear communication, motivation, and support.

Here are performance review phrases that highlight strengths and areas for improvement in leadership and management skills.

• Provides clear instructions and direction, ensuring team members understand their roles and responsibilities.
• Delegates tasks effectively, trusting team members to execute them while offering necessary support.
• Inspires and motivates team members to perform at their best, fostering a positive work environment.
• Offers constructive coaching and feedback, enabling employees to develop their skills and grow professionally.
• Acts as a role model, demonstrating integrity and efficiency in all actions.
• Creates opportunities for team members to learn new skills and enhance their capabilities, promoting continuous growth.
• Shows humility by acknowledging mistakes and learning from them, setting a strong example of accountability.
• Actively seeks feedback from team members on leadership style and adapts approaches based on their input.
• Recognizes and celebrates individual and team achievements, boosting morale and motivation.
• Fosters an inclusive environment where all team members have equal opportunities to participate and contribute.
• You could benefit from providing clearer and more consistent direction to your team, which might help reduce confusion.
• You might find it helpful to work on your delegation skills, as this could empower your team and reduce the need for micromanagement.
• Finding ways to inspire and motivate your team could lead to greater engagement and enthusiasm among your members.
• Providing more specific and actionable feedback could greatly support the development and growth of your team members.
• Modeling consistent and ethical behavior could strengthen trust within your team and set a positive example.
• Creating opportunities for your team members to develop new skills could enhance their career growth and contribute to overall success.
• Embracing accountability for mistakes could foster a culture of ownership and encourage learning within your team.
• Actively seeking feedback on your leadership style could provide valuable insights for your personal growth and improvement.
• Recognizing and rewarding your team members' contributions could significantly boost morale and motivation.
• You could ensure that all your team members have equal opportunities to contribute, which might enhance cohesion and improve team dynamics.

6. Performance Review Phrase Examples on Initiative and Proactivity

Initiative and proactivity are essential traits that can significantly enhance the effectiveness and efficiency of a workplace. Employees who demonstrate these qualities often drive innovation and improvement within their teams.

Here are performance review phrases that highlight strengths and areas for improvement in initiative and proactivity.

• Actively identifies opportunities for improvement and implements effective solutions.
• Consistently goes above and beyond job requirements, demonstrating commitment to excellence.
• Proactively seeks out additional responsibilities and challenges to contribute to the team's success.
• Takes full ownership of projects, ensuring they are seen through to successful completion.
• Actively seeks feedback and pursues opportunities for self-improvement, demonstrating a commitment to personal growth.

Areas of Improvement

• You might consider being more proactive in identifying and implementing opportunities for improvement, rather than waiting for direction.
• Striving for more than just meeting basic job requirements could enhance your overall work ethic.
• Being more open to taking on additional responsibilities or challenges could provide you with valuable opportunities for growth.
• Working on your ability to see projects through to completion independently could strengthen your project management skills.
• Actively seeking feedback and showing interest in self-improvement could help you take a more proactive approach to your personal and professional development.

7. Performance Review Phrase Examples on Adaptability and Flexibility

Adaptability and flexibility are essential in today’s dynamic work environments. Employees who excel in these areas can handle unexpected changes with ease and maintain productivity under pressure.

Here are performance review phrases highlighting strengths and areas for improvement in adaptability and flexibility.

• Effectively navigates changes in the workplace and adjusts to new tasks with ease.
• Stays calm and professional during challenging situations, demonstrating resilience under pressure.
• Adapts smoothly to new tools or processes, showcasing a willingness to learn and grow.
• Actively listens to feedback and implements changes to enhance performance.
• Welcomes new tasks with enthusiasm, contributing to a collaborative team environment.
• You might find it helpful to work on adapting to changes in the workplace, as embracing new tasks can lead to your personal growth.
• Finding ways to manage stress more effectively could help you maintain professionalism and positively influence team morale.
• Being more open to adopting new tools and processes could enhance your productivity and contribute to the team's success.
• Embracing constructive feedback more readily and implementing changes quickly could significantly support your development.
• Adopting a more positive mindset when approaching new tasks could greatly improve team dynamics and collaboration.

Bonus: Additional Performance Review Example Phrases and Comments

Exceeds expectations.

• Always goes above and beyond achievement goals and sets a high bar for the team.
• Shows immense skill and knowledge in their job, regularly producing excellent outcomes.
• Always produces high-quality work that goes above and beyond standards, going above and beyond what is expected.
• Takes the initiative and always looks for new tasks and chances to do well.
• Always goes above and beyond by coming up with new ways to solve difficult problems.
• Displays exceptional initiative all the time, gladly taking on extra duties with excitement.
• Amazingly flexible in dealing with changing situations and always producing top-notch outcomes.
• Always gets great results, even when things are stressful, showing that they are strong and determined.
• regularly goes above and beyond achievement goals by a large amount, showing a high level of commitment and effort.
• People are always praised for going above and beyond in all areas of their work by clients, coworkers, and bosses.
• Excellent leadership skills as shown by regularly inspiring and pushing team members to do their best.
• Takes full responsibility for their acts and the results they get, showing a strong sense of ownership and accountability.
• Continuously shows a lot of creativity and innovation, giving projects new ideas and points of view.
• Always produces the best quality work because they pay such close attention to detail.
• Meeting targets and turning in work early consistently goes above and beyond what is expected.
• Does difficult work on a regular basis and always produces excellent results.
• Outstanding problem-solving skills; always comes up with useful answers to tough problems.
• Excellent speaking skills, getting thoughts and information across to a wide range of people.
• Always shows a strong dedication to learning and growing, always looking for ways to improve their skills and knowledge.
• Always goes above and beyond by showing a strong dedication to excellence and constantly producing excellent results.

Needs Improvement

• Has trouble making goals consistently and could use some help managing their time better.
• Has trouble communicating clearly, which leads to mistakes on the team.
• Shows resistance to comments and might not want to make the changes that have been offered.
• Needs to be more proactive about taking on new tasks and looking for ways to grow.
• Shows little ability to solve problems and might need help with more complicated ones.
• Shows a lack of attention to detail, which causes work to be wrong and incorrect.
• Has trouble working together with others on the team and could use some help improving their teamwork skills.
• Lacks responsibility for actions and results, putting the blame on others a lot of the time.
• Shows inconsistency in meeting performance standards and may need more help and direction.
• It needs to get better at adapting to new situations and may not like new ways of doing things.
• Has trouble setting priorities and may get stressed out when they have a lot of deadlines.
• Needs to get better at dealing with stress and staying calm in tough scenarios.
• Some professional skills are lacking, and the person may do better with more training or growth.
• Needs to get better at leading so they can effectively guide and inspire their team members.
• Not very creative, and might need help coming up with new ideas or answers.
• Has a hard time taking charge of projects or jobs and usually needs someone else to lead them.
• Shows bad organizational skills, which makes managing tasks and process inefficient.
• Attendance and punctuality need to be improved to make sure that they can reliably take part in team events.
• Has a bad mood about work or coworkers, which lowers confidence and slows down work.
• Improvement is needed in how they handle disagreements and solve problems with coworkers.
• Not very good at responding to comments, and might not want to make the changes that are needed to improve performance.
• Does not take the effort to look for career development chances.
• Has trouble keeping promises and might not finish jobs as they are given.
• Needs to make both writing and spoken conversation more clear and effective.
• Lacks good customer service skills and might have trouble meeting clients' wants.
• Doesn't seem very excited about the job and might do better by finding more drive within themselves.

Do's and Don'ts While Framing Performance Review Phrases

• Be Specific : Use precise language that clearly addresses particular behaviors and outcomes. This helps eliminate ambiguity and ensures the employee knows exactly what is being discussed.
• Focus on the Behavior, Not the Person : Phrase feedback in a way that addresses the employee's actions and decisions, rather than personal characteristics. For example, "Your management of the project timeline demonstrated effective organizational skills," rather than "You are very organized."
• Provide Constructive Feedback : Always aim to offer feedback that employees can use to improve. Highlight areas for growth in a way that is supportive and encouraging.
• Use a Balanced Approach : Include both strengths and areas for improvement. This balanced feedback can help motivate employees to continue good practices and address areas where they can improve.
• Encourage a Two-Way Conversation : Frame phrases in a way that opens up dialogue. Encourage employees to share their thoughts and perspectives on the review and their own performance.

Don'ts

• Avoid Generalizations : Steer clear of vague comments that don’t provide clear direction or specific feedback. Phrases like "good job" or "needs improvement" without further explanation are not helpful.
• Don’t Use Confrontational or Negative Language : Keep the tone positive and constructive, even when discussing areas for improvement. Avoid language that might come across as accusatory or personal.
• Refrain from Comparing Employees : Focus on the individual's own achievements and development needs rather than comparing them to their peers.
• Don’t Rush the Review : Take your time to prepare and conduct the review thoughtfully. Rushed feedback can be incomplete and inaccurate, which can be demotivating.
• Avoid Overloading With Criticism : While it’s important to address areas needing improvement, overwhelming an employee with negative feedback can be discouraging. Balance it with positive feedback to show appreciation for their strengths.

Make Every Performance Review Count

At the end of the day, it all boils down to conveying the right phrases. If you still have a hard time phrasing your comments, copy these sentences and paste it onto your notepad.

Consider using ThriveSparrow to create 360-assessments with ease and schedule them at bulk. The platform organizes the feedback into easy-to-view reports that gives managers and HR a holistic view of each employee's strengths and weaknesses.

You can streamline your entire performance review process with a few clicks and empower both your managers and employees with individual and team reports.

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In the fast-paced and competitive world of business, the ability to take initiative is a valuable trait that can drive individuals and teams towards success. As leaders and managers strive to recognize and nurture this quality in their employees, using the right performance review phrases is crucial. In this article, we will explore a selection of effective and constructive phrases that can be used to evaluate an employee’s initiative in the workplace. By employing these phrases, supervisors can provide insightful feedback and encouragement, while empowering their teams to take ownership of their work and drive meaningful change within the organization.

Table of Contents

Key aspects of performance review phrases for initiative, detailed insights into crafting effective initiative-based feedback, specific recommendations for recognizing and encouraging initiative, best practices for using performance review phrases to foster initiative, examples of effective initiative-based feedback for performance reviews, the way forward.

Performance reviews are a critical aspect of every employee’s development and growth within a company. When it comes to evaluating an employee’s initiative, it is important to use specific and effective performance review phrases . These phrases not only highlight the employee’s ability to take proactive steps but also provide constructive feedback for their future development.

• Proactivity: Mentioning the employee’s ability to take initiative and proactively address issues or find opportunities for improvement.
• Ownership: Recognizing when an employee takes ownership of their work and responsibilities, showing a sense of accountability and dedication.
• Problem-solving: Highlighting the employee’s ability to identify and solve problems independently, showcasing their initiative and critical thinking skills.
• Innovation: Acknowledging the employee’s creative and innovative approach to tasks, projects, or processes, demonstrating their proactive mindset.
• Collaboration: Noting when an employee takes the initiative to collaborate with team members, fostering a proactive and inclusive work environment.

When it comes to providing effective feedback on employee initiative, it’s important to choose the right performance review phrases that accurately reflect the employee’s actions and contributions. Crafting initiative-based feedback requires careful consideration and specificity to ensure that the employee understands their strengths and areas for improvement.

One effective way to provide initiative-based feedback is by using performance review phrases that highlight the employee’s ability to take on new challenges, drive new ideas, and demonstrate proactive behavior. Some examples of effective initiative-based feedback phrases include:

• “Consistently takes on new challenges and displays a proactive approach to problem-solving.”
• “Demonstrates a strong initiative in driving new ideas and improvements within their role.”
• “Shows a proactive attitude towards learning and taking on additional responsibilities.”

By using specific and targeted initiative-based feedback phrases, you can effectively communicate the employee’s strengths and areas for growth, ultimately contributing to their professional development and overall performance.

When conducting a performance review, it’s essential to provide in employees. By incorporating the following phrases into your review process, you can effectively communicate the value of initiative and motivate employees to continue taking proactive steps in their work:

• Consistently takes on new challenges: Acknowledge when an employee consistently seeks out new challenges and opportunities to expand their skills and knowledge. This demonstrates a strong level of initiative and a willingness to go beyond their regular job duties.
• Demonstrates a proactive approach to problem-solving: Highlight moments when an employee has taken a proactive approach to addressing issues or obstacles without needing to be prompted. This shows a high level of initiative and a commitment to finding solutions independently.
• Displays a willingness to take on leadership roles: Recognize when an employee shows an eagerness to take on leadership responsibilities, whether it’s leading a project or stepping up to guide and support their colleagues. This demonstrates a strong initiative and a desire to contribute in meaningful ways.

Incorporating these specific recommendations into your performance reviews can effectively communicate the importance of initiative while also providing employees with valuable feedback on their proactive efforts. Recognizing and encouraging initiative in the workplace can lead to increased motivation, productivity, and overall job satisfaction among employees.

Identifying Initiative in Performance Reviews

When it comes to performance reviews, identifying and fostering initiative in employees is crucial for the success of any organization. Using the right phrases can help recognize and encourage employees who take the initiative to go above and beyond their regular roles. Here are some in the workplace:

• Recognize proactive behavior: Acknowledge employees who take the initiative to solve problems, suggest improvements, or take on additional responsibilities without being asked.
• Encourage innovative thinking: Use phrases that recognize employees who think outside the box, propose creative solutions, and are willing to take calculated risks to achieve goals.
• Highlight leadership potential: Identify employees who demonstrate initiative in leading projects, motivating their peers, and contributing to a positive and productive work environment.

By incorporating these best practices into performance reviews, managers can effectively communicate the value of initiative and encourage employees to continue taking proactive roles within the organization. This can lead to improved morale, increased productivity, and a more motivated workforce.

Effective initiative-based feedback is essential for providing well-rounded and constructive performance reviews. By acknowledging and praising an employee’s ability to take proactive and innovative steps within their role, you can inspire continued growth, dedication, and motivation in the workplace.

Some examples of initiative-based feedback for performance reviews may include: – **”Consistently seeks out new opportunities for improvement and takes proactive steps to implement them.”** – **”Demonstrates a strong sense of ownership and consistently takes the lead on new projects or challenges.”** – **”Displays a proactive approach to problem-solving and consistently goes above and beyond in finding solutions.”** – **”Demonstrates a willingness to take on additional responsibilities and consistently exceeds expectations in their role.”**

By providing specific and tailored examples of an employee’s initiative, you can effectively communicate the value of their proactive mindset and inspire continued growth and dedication in their role. Initiatives-based feedback should focus on the employee’s ability to take ownership, seek out opportunities, and consistently demonstrate a proactive approach in their work. Recognizing and acknowledging an individual’s initiative can greatly contribute to their overall motivation and satisfaction in their role, ultimately leading to increased productivity and success within the organization.

Q: What are some positive performance review phrases for initiative? A: Some positive performance review phrases for initiative include “shows a proactive approach to problem-solving,” “takes the initiative to seek out new opportunities,” and “displays a can-do attitude when faced with challenges.”

Q: How can I effectively communicate an employee’s lack of initiative in a performance review? A: When communicating an employee’s lack of initiative in a performance review, use phrases such as “fails to take ownership of projects” or “lacks motivation to go above and beyond assigned tasks.”

Q: Can you provide examples of performance review phrases for employees who consistently demonstrate initiative? A: Certainly! Some examples of performance review phrases for employees who consistently demonstrate initiative include “regularly goes the extra mile to achieve results,” “proactively takes on additional responsibilities without being asked,” and “consistently contributes innovative ideas to improve processes.”

Q: What is the importance of addressing initiative in performance reviews? A: Addressing initiative in performance reviews is important as it helps recognize and reinforce proactive behavior in employees. It also sets expectations for taking ownership and driving results within the organization.

Q: How can managers encourage employees to show more initiative in the workplace? A: Managers can encourage employees to show more initiative in the workplace by providing opportunities for autonomy, recognizing and rewarding proactive behavior, and fostering a culture that values and promotes initiative.

In conclusion, providing effective and insightful performance review feedback is crucial in fostering a culture of initiative and proactivity within the workplace. Using the appropriate phrases and language when addressing employee initiative can greatly impact their motivation and drive to excel in their roles. By incorporating the aforementioned phrases into your performance reviews, you can encourage and recognize the efforts of your employees, ultimately contributing to the success and growth of your organization. Remember, acknowledging and reinforcing initiative is a key component to building a strong and ambitious team. Thank you for reading and best of luck in implementing these phrases in your performance reviews.

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220 Performance Review Phrases for the Workplace

By: Grace He | Updated: December 06, 2024

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 . 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.

Check out our posts on 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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100 Employee Performance Review Comments and Phrases!

Table of contents

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

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

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

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

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

Can I use AI to write performance review comments?

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

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

• Spell Check

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

Performance Review Phrases About Communication Skills

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

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

Positive Performance Review Phrases:

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

Constructive Performance Review Comments:

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

Examples of Quality of Work Performance Review Phrases  

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

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

Positive Phrases:

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

Constructive Phrases:

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

Performance Review Comments About Role-Related Competencies

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

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

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

Examples of Initiative Performance Review Phrases  

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

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

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

Constructive Review Phrases:

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

Performance Appraisal Comments About Problem-Solving

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

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

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

Performance Review Comments About Time Management

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

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

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

Leadership Performance Review Comments  

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

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

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

Performance Review Comments About Creativity

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

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

Areas of Improvement Phrases:

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

Overall Performance Comments

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

Positive Overall Performance Review Phrases:

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

Examples of Self-Appraisal Comments by Employees

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

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

How to write performance review comments?

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

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

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

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

What should I avoid saying in performance reviews?

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

How to make supervisor comments and recommendations?

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

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

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

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

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

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

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