Xem Nhiều 3/2023 #️ 50 Valuable Phrases For Employee Performance Reviews # Top 6 Trend | Trucbachconcert.com

Xem Nhiều 3/2023 # 50 Valuable Phrases For Employee Performance Reviews # Top 6 Trend

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Performance reviews provide a great opportunity for HR managers and business owners to point out what their team members are doing right. It can also be an excellent time to boost employee empowerment. However, review time can also present a number of challenges. This is especially true if one of your employees needs to make major improvements in certain areas. It can be useful to have some starter performance review phrases handy to help you conduct a professional and in-depth review that provides valuable feedback and avoids hurt feelings or defensiveness.

50 Valuable Performance Review Phrases

Dependent on your performance appraisal method and set of objectives, these phrases could easily help you become comfortable with giving necessary feedback. Divided into categories depending on what skills or goals you are reviewing, here are 50 of the most valuable phrases that can be customized for your own appraisals.


• Improved production on (x) goal set out at beginning of review period • Exceeded production expectations on (x) goal set out at beginning of review period • Tends to take initiative to gather the information and tools needed to get a project completed on time and above expectations • Sets measurable goals and continually strives to attain them • Struggles to match the results of his/her teammates when it comes to (x)


• Exceeds expectations in arriving on time for meetings and conferences • Improved attendance at non-mandatory training and meetings • Has not met goals set out for arriving on time as set out at beginning of review period • Completes deadlines in a timely manner • Respects the time of others by arriving at team meetings on time


• Has greatly improved on hitting production goals on (x) since last review • Has not displayed consistent productivity improvement since last appraisal • Exceeds output expectations set out for his/her department • Makes a large contribution to the overall success of his/her department through excellent productivity • Consistently falls below others on the team regarding work output

Communication Skills

• Displays improved listening skills in meetings with colleagues and managers • Excels at communicating project expectations to those he/she manages • Needs to work on fully understanding a situation before making defensive explanations • Effectively communicates with team members on projects and delegates when necessary • Builds company morale and cooperation through effective group facilitation


• Effectively collaborates with other team members to get projects finished efficiently • Shows improvement delegating tasks to others when overwhelmed • Excels at sharing knowledge and tips with new team members to help them become part of the team • Could work on helping team members complete tasks for overall success of project • Has a tendency to make others feel hesitant asking him/her for help as they do not know the reaction they will get


• Shows ability to come up with new solutions for problems when old ways of thinking are ineffective • Tends to shut down instead of finding new ways of working when expectations are not met • Displays improvement in taking on new tasks or changing workflow when situation requires • Rigidly sticks to traditional methods of project management even when results do not warrant it • Consistently uses constructive criticism to improve his/her skills and work processes


• Shows curiosity for new ways to thinking and communicating to improve projects and customer satisfaction • Continually pushes for more responsibility and shows willingness to put in extra hours • Is continuously striving to improve skills and production • Lacks the initiative to willingly take on more complicated tasks or projects • Tends to wait for projects to be handed to him/her rather than requesting more responsibility


• Needs to work on talking to employees on their level without being condescending • Clearly understands strengths of team members and delegates accordingly • Displays a strong worth ethic that effectively motivates team members to excel • Promotes a culture of learning and understand that team members respond well to


• Appears to be hesitant when it comes to taking creative risks that are outside the box • Has a vision for the future of the company and applies creative ideas to help implement it • Always contributes fresh ideas at team meetings and on projects • Fails to reward those under his/her management for innovative ideas or suggestions • Strives to always take new information into account and adjust plans accordingly


• Has displayed capability to solve complex problems independently, but tends to defer to others on the team • Shows creativity and initiative when tackling complicated problems • Tends to make excuses and blame others on team when problems arise instead of working to solve them • Recognizes problems when they are at early stages and implements solutions proactively • Empowers those he/she manages to solve problems on their own

Giving employee performance reviews is never easy, though they are certainly necessary. They are also convenient for both your staff and supervisors to come together and find common ground. Keep in mind that these phrases are valuable for employees who are exceeding expectations and for those who might be falling short. All employees should be given goals to work towards during performance reviews.

You must also realize that all employees have room for improvement. By using some of the above performance review phrases, you can make employee appraisals a positive and empowering event. They can also help you navigate cross-cultural differences effectively and provide gentle guidance while still maintaining chúng tôi will find that your employees will feel better about their performance and even strive for greatness, as these valuable phrases will certainly give them confidence.

Performance Appraisal Phrases: 200 Helpful Phrases For Employee Performance Reviews

These simple yet descriptive sentences help your employees understand what they’re doing well and what they still need to work on. But what are the best performance appraisal phrases?

The management experts at have put together a list of 100 extremely helpful phrases for employee performance reviews. We’ve organized them alphabetically by skill and then divided each skill into strengths and weaknesses. That way, you can quickly and easily find a phrase to fit your needs.

Effective Performance Appraisal Phrases



1) Always on time (or even early) for meetings and conferences.

2) Prompt and on time for the start of each workday.

3) Respects others by arriving at work and at meetings on time.

4) Adheres to the whenever possible.

5) Never been a no call, no show employee.

6) Achieved perfect attendance over X (weeks, months, years).

7) Inspires others to improve their attendance.

8) Does not deviate from the attendance policy outlined in our employee handbook.

9) Begins each day on time and ready to go.

10) Very reliable about being at work on time.


11) Does not meet company standards for attendance.

12) Is frequently late to work.

13) Often exceeds the maximum number of vacation days.

14) Has not met attendance goals set at previous performance review.

15) Disrespects others by regularly arriving late to meetings.

16) Frequently returns late from scheduled breaks.

17) Does not follow the attendance policy.

18) Unreliable about reporting to work on time.

19) Poor attendance frequently affects coworkers.

20) Does not hold others to the company’s high attendance standards.


21) Has a cheerful attitude that benefits her teammates.

22) Looks for the positive in every situation.

23) Quick with a smile and a joke to lighten the mood during stressful times.

24) Does not let difficult circumstances get him down.

25) Positive attitude helps others on her team keep their motivation high.

26) Always reports to work cheerful and ready to get to work.

27) Maintains a steady and positive attitude that inspires others.

28) Frequently has a smile for others.

29) Attitude reflects enjoyment of the job.

30) Builds an atmosphere of trust with others on the team.


31) Negative attitude in some situations has a tendency to cause problems.

32) Gets upset easily.

33) Needs to work on accepting constructive criticism.

34) Let’s non-work topics provoke her/him.

35) Too easily switches from positive to negative attitude.

36) Allows stress and pressure to get the better of him/her.

37) Erupts into anger over minor issues.

38) Displays of negative emotion affect others on the team.

39) Needs to bring poor attitude under control.

Customer Service

41) Excellent at customer service.

42) Deals easily with all types of customers.

43) Takes great pride in helping each and every customer.

44) Skillfully overcomes client objections.

45) Does not let a customer’s negative attitude get him/her down.

46) Handles difficult customer service situations very well.

47) Customer satisfaction rating: High

48) One of our best customer service team members.

49) Understands how to make a real difference in customer experience.

50) Stays calm and rational in the face of angry customers.


51) Does not listen well to customers.

52) Very effective on the phone, but does not handle face-to-face service well.

53) Does not seem to understand why customer service training is important.

54) Does not know how to deal with a difficult customer.

55) Has consistently low marks on customer satisfaction surveys.

56) Does not take pride in resolving customer complaints.

57) Too frequently passes the complaining customer on to someone else.

58) Needs to learn how to handle customer requests in a more efficient manner.

59) Does not listen to customers well.

60) Poor skills in handling face-to-face complaints.



61) One of our most dependable team members.

62) Very reliable in all situations.

63) Willing to do whatever it takes to get the job done.

64) Known for dependability and willingness to work hard.

65) A loyal and trustworthy employee.

66) Consistently demonstrates that he/she cares about his/her job.

67) Always performs at or above expectations.

68) Can always be counted on to complete tasks in a timely and accurate manner.

69) Ready to get the job done no matter how much work is involved.

70) Motivated to finish tasks and assignments on time.


71) Unwilling to work beyond scheduled hours.

72) Work results are inconsistent and frequently need to be reviewed.

73) Not a dependable employee.

74) Does not demonstrate a willingness to do what it takes to get the job done right.

75) Does not produce consistent results.

76) Content with leaving work for others to finish.

77) Work results are inconsistent.

78) Reliability is questionable.

79) Is not willing to help employees with their work.

80) Does not care what managers and coworkers think of him/her.



81) Accepts constructive criticism and works to improve.

82) Shows ability to come up with new solutions to common problems.

83) Is willing to change the way he/she works for the betterment of the team.

84) Shows initiative and flexibility when starting a new task.

85) Capable of handling a variety of assignments.

86) Able to identify new and more efficient methods.

87) Calm under pressure.

88) Willing to admit he/she is wrong.

89) Quick to adapt to alternate points of view.

90) Handles change well.


91) Tends to shy away from activities where the process is unknown.

92) Does not excel at projects that require a degree of flexibility.

93) Gets agitated when the plan changes.

94) Uninterested in new responsibilities.

95) Sticks to traditional methods even if a new approach is better.

96) Shuts down when expectations aren’t met.

97) Doesn’t look for new ways of working when things don’t go according to plan.

98) Unwilling to admit he/she is wrong.

99) Does not accept constructive criticism well.

100) Resistant to trying new techniques.

Interpersonal Skills

101) Has strong relationships with coworkers.

102) Is easy to get to know.

103) Actively converses with teammates and wants to hear about their lives.

104) Wants to get to know and understand other employees.

105) Finds it easy to connect with coworkers.

106) Makes people feel important.

107) Makes people feel appreciated.

108) Can work with a variety of personalities.

109) Relates well to those around him/her.

110) Connects easily with others.


111) Does not work well with others.

112) Strong, direct personality can turn people off.

113) Teammates do not enjoy working with him/her.

114) Seen as unapproachable by coworkers.

115) Gives an impression of superiority to teammates.

116) Strong personality frequently causes rifts with coworkers.

117) Displays superior attitude toward all.

118) Coworkers do not like being on his/her team.

119) Fails to recognize the needs of others.

120) Does not establish effective working relationships.



121) Always willing to help a coworker.

122) Makes team members feel comfortable in voicing their opinions and ideas.

123) Understands strengths of coworkers and delegates effectively.

124) Keeps team engaged and on track.

125) Shows appreciation for a job well done.

126) Motivates team members to work hard.

127) Promotes a culture of learning and understanding.

128) Actively listens and responds to what his/her coworkers say.

129) Excellent example for others to follow.

130) Backbone of his/her team.


131) Needs to improve in ability to talk to coworkers without being condescending.

132) Does not inspire teammates to work hard.

133) Does not plan for the future.

134) Does not treat other members of the team as equals.

135) Overanalyzes problems when a quick decision is necessary.

136) Unclear when assigning goals and activities.

137) Rarely gives recognition for a job well done.

138) Fails to keep confidential information.

139) Frequently derails team with unnecessary work.

140) Does not listen to team members.



141) Exceeded expectations on goals set during last performance review.

142) Takes initiative to understand what needs to be done.

143) Excels at developing strategies that deliver results.

144) Sets appropriate goals and strives to accomplish them.

145) Is consistently a top performer among teammates.

146) Clearly communicates drive and desire to others.

147) Always at the top of the performance-rating scale.

148) Puts high value on doing a good job.

149) Willing to assist others and help them do good work.

150) Wants to improve at everything he/she does.


151) Did not meet performance goal set at last performance review.

152) Does not take initiative unless prompted.

153) Is typically toward the bottom of performance ratings.

154) Does not reach out to go beyond what is expected.

155) Is not known to make significant contributions to the success of the team.

156) Is not able to clearly communicate goals to others.

157) Does not see the value in doing a good job.

158) Not proficient at developing successful strategies.

159) Is not concerned with improving his/her skills.

160) Lacks drive to improve.


161) Proven team player.

162) Encourages teammates to work together toward a common goal.

164) Promotes a team-centered workplace.

165) Is sensitive and considerate of coworkers’ feelings.

166) Shares ideas and techniques.

167) Builds strong relationships with others by (insert behavior here).

168) Willing to cooperate with coworkers.

169) Takes on more work to help the team excel.

170) Always looking for new ways to help the team.


171) Needs to improve teamwork skills.

172) Does not view workplace as a team environment.

173) Always wants to work alone on projects.

174) Coworkers are hesitant to ask him/her for help.

175) Does not work well with others during group projects.

176) Blames others when problems arise.

177) Is frequently insensitive to coworkers’ feelings.

178) Plays everything very close to the vest.

179) Does not share well with others.

180) Often a divisive element within the team.

Time Management


181) Respects the time of coworkers.

182) Uses time effectively to get the job done.

183) Keeps presentations on schedule.

184) Regularly meets all deadlines.

185) Works hard to stay organized and on time.

186) Driven to complete tasks on time.

187) Very reliable when it comes to time management.

188) Can always depend on him/her to manage time well.

189) Can identify what needs to be done first in order to save time.

190) Sensitive to the constraints of coworkers’ projects.


191) Frequently misses deadlines.

192) Is regularly late from break.

193) Does not have a strong concept of how long a task will take.

194) Meetings and presentations tend to exceed allotted time.

195) Takes up the valuable time of others with too much small talk.

196) Disregards the importance of being on time.

197) Does not show a desire to improve time-management techniques.

198) Unreliable in finishing tasks by allotted deadline.

199) Frequently exceeds mandatory due dates.

200) Does not manage time well.

Build Strong Relationships With Performance Appraisal Phrases And Sling

Periodic performance reviews are a powerful tool for improving the way your employees work. But more than that, a performance review done well forges a strong employee/employer relationship.

It’s that relationship that can motivate your team to do their best even during the most difficult project. That’s the recipe for success.

One of the best ways to build strong relationships is through good communication. The better you communicate with your employees the stronger your team will be. The Sling app can help.

We built the Sling suite of tools to:

Streamline communication

Simplify the scheduling process

Track labor costs

Build employee engagement

Organize work hours

Remove the difficulties in finding substitutes

Keep your team members on task throughout the day

Regardless of the industry, Sling can keep you and your team members organized and focused on the project at hand. That will translate to more positive performance reviews throughout the year.

And when you’re organized, everything runs more smoothly. Sling even helps with that.

The on-board artificial intelligence (A.I.) keeps track of time-off requests, work preferences, and other employee information. If you double-book an employee or schedule them for a time they can’t work, the Sling A.I. will notify you and prompt you to make the necessary change.

These are just a few of the benefits Sling can bring to your business.

Experience the myriad ways the Sling app can make your managerial job easier by signing up for a free trial today.

For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit chúng tôi today.

100 Useful Performance Review Phrases

Employee performance reviews are key to offering helpful feedback to managers and employees.

But not knowing what to say or write can make the process downright painful — especially when you’re on a deadline.

If you do annual performance reviews, it’s important to get it right. This is key to boosting employee engagement. 

In this post, we’ll share 100 of the most useful performance review phrases you can use during your next round of employee reviews.

If you’re a manager, these are great ways to communicate with your reports. If you’re an employee, these can work equally well for your self-evaluation.

That being said, let’s jump right in.

Why Worry About Phrasing for Your Performance Review?

Many of today’s performance reviews aren’t nearly as effective as they could be. Let me explain.

Fast Company reports that 74% of younger workers walk out of performance reviews unsure of what their managers actually think of their performance. Think about that!

This mirrors the fact that, according to our own research, 79% of employees don’t think their organization’s review process is all that good to begin with. 

No matter how good your performance reviews are, you could almost certainly do better.

Effective Performance Review Phrases for Your Next performance Review

If you want more inspiration, these performance review examples are based off the book Effective Phrases for Performance Appraisals.

When you include these in your performance reviews, you’ll communicate positive and constructive feedback more clearly — which is exactly the kind of useful communication employees need.

Keep in mind that these are starter phrases and you should be specific when you’re writing any feedback for reviews.


Performance Review Phrases Examples about Achievement

Creating a positive work environment and fostering positive attitudes start with acknowledging the achievements of your peers and subordinates. The following phrases could help with that:

Achieves optimal levels of performance and accomplishment with / for …

Provides strong evidence of [specific accomplishment]

Excels at developing programs / strategies that have delivered X results

Improved production by X% through [specific task]

Exceeded the original goal of X by X% through [specific task]

Performance Review Phrases Examples about


Whether you have a proper team or a one-person department whose job description entails looking after the administrative tasks, use the following phrases to evaluate their performance:

Continuously examines administrative effectiveness and seeks better procedures such as [tasks]

Develops successful administrative strategies such as [task] that led to [results]

Establishes effective systems for information retrieval through [task]

Improves administrative support systems through [task]

Keeps documents organized via [task] to avoid duplicate information


Performance Review Phrases Examples about


The ability to coach and guide others says a lot about a leader. Here are some phrases that could potentially help you review that quality:

Shows a sincere interest in employees and the solutions to their problems

Lends support and guidance to employees by [task]

Uses sound coaching techniques to solve disciplinary problems

Provides continuous coaching

Is highly respected by employees for sharing concerns, problems, and opportunities


Performance Review Phrases Examples about

The ability to clearly communicate is a management skill that’s a must for every employee along the chain.

In reality, this is an umbrella term that includes oral, written, non-verbal, and listening skills.

Here are some useful phrases that could help you express your feedback regarding this area:

Effectively communicates expectations

Excels in facilitating group discussions

Keeps meetings action-oriented by task

Effectively communicates upward, downward, and laterally

Enforces company policies and values without creating negative reactions

Performance Review Phrases Examples about

Are your employees getting along and cooperating on projects? Is everyone being a model team player?

Use these phrases to report on these qualities:

Encourages collaboration with the team

Shares ideas and techniques

Builds strong relationships with others by [task]

Displays a harmonious and cooperative spirit by [task]

Gladly shares expertise

Performance Review Phrases Examples about


Establishing a culture of out-of-box thinking can go a long way in ensuring business success – regardless of your industry.

Use these phrases to evaluate the creative-mindset of your employee/manager:

Seeks creative alternatives such as [examples] that drove [results]

Clever and imaginative when confronted with obstacles

Is continuously experimenting to drive [results]

Initiates and executes creative ideas such as [example]

Seeks new ideas and approaches 

Performance Review Phrases Examples about Delegating

Are your managers doing a good enough job at delegating tasks and dividing the load? These phrases could help:

Empowers employees with the authority and resources to achieve X results

Helps employees gain visibility through [task]

Encourages employees to solve their own problems

Delegates to match personal strengths

Delegates with clearly defined responsibility and authority


Performance Review Phrases Examples about


If your teams/individuals aren’t showing any improvement — whether in terms of hitting a KPI or how they interact with each other — you should be concerned.

Consider using these phrases to evaluate this area:

Develops continuous improvement methods

Conceives of totally new strategies

Continues to grow and improve

Devises improved means of accomplishing results

Is continuously planning for improvement

Performance Review Phrases Examples about


Innovation, whether in terms of business strategies or coming up with a new product, is important if you want to keep your business relevant.

Here are some performance review phrases you can use to gauge the quality of innovative thinking in your employees:

Develops innovative strategies such as [example] …

Seeks innovative solutions

Fosters a curiosity for innovative possibilities

Promotes innovation by [example]

Performance Review Phrases Examples about

Interpersonal Skills

How are your employees working together as a team? Would you say that you are satisfied with the level of dependability in your workplace?

You can express your feedback through the following phrases:

Recognizes the needs of others and reaches out to lend a helping hand

Establishes effective working relationships

Generates synergy

Builds on mutual dependence and understanding

Promotes the company culture among peers

Performance Review Phrases Examples about

Learning Ability

The ability to learn new skills and grasp complex concepts is a necessary quality for successful teams.

To find out where you stand in this department, consider throwing in the following phrases to your reviews:

Displays an ability to learn rapidly and adapt quickly to changing situations

Shares learning experiences with peers

Promotes a learning culture

Committed to continuously learning through [example]

Responds quickly to new instructions, situations, methods, and procedures

Performance Review Phrases Examples about

Being able to manage a team is more than just giving pep talks and delegating tasks. It involves a whole lot of other things as well, such as supporting your team, making difficult discussions, and offering both positive and negative feedback.

Employees can use the following phrases to evaluate the management capabilities of their supervisors:

Provides team with support through [example]

Collaborates with individual team members to establish a development path

Holds employees accountable for their own results

Provides team with the resources needed to attain results

Provides support during periods of organizational change



How good are your teams at planning ahead and looking at the big pictures?

Make sure that you evaluate this area properly by using the following phrases:

Develops workable action plans

Creates flexible plans to meet changing opportunities

Effectively puts plans into action

Excels in developing strategic alternatives

Formulates strategies, tactics, and action plans to drive X results


Managers need to realize the hidden potential of their subordinates and give credit where it’s due.

Here are a few phrases that could help you discover that potential in your company’s next performance review:

Is capable of distinguished performance in a higher-level position

Has reached the level for promotional consideration

Can handle bigger projects and assignments

Is enhancing growth potential through additional education and training


Not every employee is a problem-solver. It requires a combination of creative thinking, a proactive mindset, and the ability to remain calm under pressure.

You can use these performance review phrases to rate the problem-solving skills of your employees:

Displays a practical approach to solving problems

Develops creative solutions

Turns problems into opportunities

Effectively solves problems rather than symptoms

Is skilled in proposing optional solutions


Performance Review Phrases Examples about


At the end of the day, employee productivity is what REALLY impacts your bottom line. To make sure that everyone’s meeting the expectations, use these phrases to evaluate their performance:

Exceeds normal output standards

Continuously produces more than expected

Is an important contributor to the successes of the department

Makes a substantial contribution to the continued operation and growth of the organization

Consistently exceeds performance goals


Performance Review Phrases Examples about Project Management

These apply mostly to supervisors who lead projects. But a few can also be used for evaluating the performance of certain employees who step up:

Completed X project with X results

Sets realistic timetables to keep projects on target

Is transparent with a project’s progress

Makes effective use of all available resources when given a project

Clearly establishes project goals and objectives


Performance Review Phrases Examples about

Supervisory Skills

These apply only to managers and supervisors — not subordinates:

Gives consistent recognition to employees

Maintains a work situation which stimulates the growth of individual employees

Makes certain that employees have a clear understanding of their responsibilities

Is readily available for support to employees

Recognizes and deals with signs of employee burnout


Performance Review Phrases Examples about

Time is the most crucial resource for any professional.

Are your employees making full use of this immensely important resource? Use the following phrases to find out:

Consistently meets all deadlines

Prepares meeting agendas that are concise and time-saving

Keeps meetings on schedule

Respects the time of others

Makes effective use of discretionary time

Performance Review Phrases Examples about


Last, but not least, are your managers and their subordinates passionate enough towards achieving your company’s vision?

Use the following phrases to find out:

Excels in living the organization’s values

Promotes strong support of the company’s mission and vision

Is able to turn visions into actual action plans

Demonstrates an ability to transfer vision into execution

Excels in contributing to the company’s goals 


These words mean nothing unless you attach specific examples and data to them.

Now you have the template and phrases to get started, it’s time to reevaluate your performance review process and make sure it’s truly effective. 

When review cycles have a 12-month lag, it’s easy for managers to focus on what’s fresh in their minds.

But this brushes aside any positive or negative behavior that has gone unaddressed.

Lisa Mullen, Manager of Corporate Human Resources at Halogen Software, believes that the review process should be a year-round activity.

“Managers should take the opportunity to discuss and record milestones, accomplishments, successes, and challenges as they occur, when the details are fresh.”

Globoforce highlights the importance of crowdsourcing feedback:

80% of employees see crowdsourced feedback as more accurate

80% of peer-reviewed employees get a better understanding of their strengths and weaknesses

Employees want to be evaluated by people other than their direct managers, and multiple viewpoints allow you to get a better understanding of an employee’s performance.

That’s why you should use a tool like TINYpulse to keep a pulse on your employees and get comprehensive feedback from their peers, collaborators, and external stakeholders on an ongoing basis.

If you’re not sure what performance review process works for you, ask your employees!

Cindy from Wheelhouse DMG shares how she uses TINYpulse to crowdsource ideas to design their performance review process, which became a huge success for the company.

“And, the feedback we collected afterwards, after reviews were done, is ‘This is so much easier, much better lift,’ and the whole process felt better for everybody.”

—Cindy Larson, Director of People and Operations at Wheelhouse DMG

100 Performance Review Phrases And Comments For 2022 Profit.co

100 Performance Review Phrases and Comments for 2021 – Download PDF Here

As a manager, it’s important never to be lost for words during a performance review.

Reviews can be a daunting task for everyone involved. Employees might feel like their behavior and personality are being put on trial. Meanwhile, managers might struggle to give feedback that addresses the areas in need of improvement while also balancing coming across as constructive and positive.

Overall, common performance review phrases might seem like a cookie-cutter approach to performance conversations. However, knowing what to say and how best to phrase your feedback can make a significant difference in how your employees react in the moment and in their future performance.

How to Use Performance Review Phrases

Using Generic Performance Review Comments: An Example

“Jane has used more than her allotted sick days in this review period”.

While this is a simple yes/no question, it doesn’t say much about the reason for Jane’s absence. After all, every manager knows there’s a stark difference between an employee that has to go to the hospital regularly and no-call-no-shows.

Performance Review Phrases for Specific Areas of Performance

Setting Your Performance Review Up for Success

For example, if you’re conducting a performance review where you want to emphasize your employee’s performance in a certain area, then you would start the meeting by using phrases like “successful”, “admirable”, “impressive”, or “achievement”.

This can be particularly useful in a situation where an employee has performed well in certain areas, but you need to discuss where they can improve in others. The “no sandwich” technique – in which you present a negative surrounded by two positives – can work brilliantly with this method, as it will help you to highlight their strengths and make them feel more confident that they can improve on their weaknesses.

Performance Review Phrases and Comments to Avoid

Cliché Phrases

Just as you don’t want to see candidates including “good team player” and “a clear communicator” on their resumé, using cliché phrases during your performance review tells your employee that you don’t care enough about their development to spend more than a few minutes preparing for their performance review meeting.

You should avoid using cliché phrases wherever possible because they don’t say anything about an employee’s performance. You might think that David is a good team player, but what, specifically, makes him a good team player? Does he collaborate well with the team, come up with good ideas, or does he have a great personality that helps keep everyone happy and upbeat?

Passive Voice

This is a trickier one to get in the habit of, particularly because you probably don’t realize that you’re using the passive voice in the first place. If you’re not sure what the passive voice is, here are some examples:

Active Voice: “David played football”

Passive Voice: “Football was played by David”

When you use the active voice, you’re saying that the person you’re talking about performed an action, and you’re centering the person. However, with the passive voice, you’re saying that the action was performed by that person, and you’re making the sentence about the action.

Here are some examples of active vs. passive voice in the quality of work performance review phrases:

Active Voice: “Lea saved the company $200,000 by identifying inefficiencies in the payroll system”

Passive Voice: “$200,000 was saved by Lea identifying inefficiencies in the payroll system”

To avoid the passive voice, you need to give feedback by centering your employee in the language that you use. In the first example, you’re clear that it’s Lea that directly saved the company money, but when you use the passive voice, you’re only suggesting that Lea had some contribution to the process.

By ensuring that you use the active voice, you’re conveying through your language that you recognize the importance of your employee to a specific action, and you’re giving them credit for that certain action happening in the workplace. In addition, you’re also communicating that they’re an active member of the team and not simply a cog that responds to workplace events.


No-one likes being compared to someone else, particularly in a manner in which they’re made to feel lesser or unimportant. While you might think that comparing your employee to a model team member or a coworker in a similar situation might be helpful, the results can harm not only productivity, but also morale, confidence, and mental health.

In the modern workplace, managers need to take care to promote individuality and understand that each of their team members will take different paths to achieve their goals and to complete tasks. You must also remember that you don’t understand everything that’s going on in your employees’ lives. One employee might be a high achiever, but they could be at risk of burnout, while another is slower to hand in work but has a higher rate of accuracy and attention to detail.

Comparing employees to their colleagues also breeds unhealthy competition in the workplace. While healthy competition can help to promote productivity and even collaboration, unfairly comparing one employee to another can create rifts in teams and even promote taking shortcuts on tasks to get ahead.

With that in mind, you need to be aware that negative performance review phrases – that is, phrases that are construed as solely negative by the employee – often feature these comparisons. Regardless of whether your intentions are good, you should take care to focus only on the employee whose performance you’re reviewing, and not mention the performance of their colleagues.

Top Performance Review Phrases and Comments for 2021

Now that you know what the best practices are for performance reviews and key things to avoid, the following examples will help you to better understand how to conduct an effective performance conversation with your employees.

If you want to grab the following examples and save them for later use, you can download our effective phrases for performance appraisals pdf here.


Recognizing an employee’s achievements is a proven way to help reduce employee turnover, particularly within the first six months of employment. Not only that, but 69% of employees say they’d work harder if they felt that they were more appreciated at work, meaning recognizing your employees’ achievements can help your team become more profitable and productive.

Positive Phrases

Needs Improvement Phrases


According to Gallup, 85% of employees are either not engaged or actively disengaged at work, which results in an estimated $7 trillion loss of productivity each year. However, recognizing an employee’s work through regular performance reviews can lead to employees being 4.6 times more likely to perform at their peak.

Positive Phrases

Needs Improvement Phrases

Teamwork and Collaboration

75% of employers rate teamwork as being extremely important in the workplace, particularly as research shows that strong workplace communities have the power to reduce employee turnover and improve internal communication. With that in mind, performance review phrases for teamwork are important to note, but as mentioned earlier, you have to be wary of comparing your employee to their coworkers.

Positive Phrases

Needs Improvement Phrases

Problem-solving and Creativity

Despite a 2010 survey finding that CEOs value creativity as the top marker for future success, only 35% of employees say that they can be creative multiple times throughout the year. Given that 75% of employees think that their creative potential is wasted at work, your performance reviews need to highlight your employees’ creative skills and celebrate where their creativity has helped to solve problems for the business.

Positive Phrases

Needs Improvement Phrases

Communication Skills

In a 2018 study, a lack of communication and miscommunication was attributed to increased levels of stress, project failure, poor company morale, lost sales, and missed performance goals. Having strong communication skills is often demanded by job descriptions, but it also needs to be reviewed regularly during the performance management process to keep teams working at peak efficiency.

Positive Phrases

Needs Improvement Phrases

Attitude and Behavior

A negative employee is more likely to be disengaged at work and is at a higher risk of quitting than someone with a more positive attitude. However, given that employees with bad attitudes can also drag the morale of the team down with them, you need to give employees feedback about how their attitude and behavior is affecting their work, colleagues, and even career development in your organization.

Positive Phrases

Needs Improvement Phrases


While the phrase “employees don’t quit their jobs, they quit their managers” is nearly a cliché, it’s also true – 79% of employees report leaving their job because of a lack of appreciation. Not every employee will be reviewed on their leadership skills, however if you’re looking to promote someone to a supervisory or management position and want to evaluate their skills before they move into a new position, then these skills should be discussed during performance reviews.

Positive Phrases

Needs Improvement Phrases

Improvement and Goal-setting

According to a psychological study from 1990, goal-setting has the potential to motivate employees towards a higher level of performance, as well as increase overall levels of effort at work. While every good performance review should include managers and employees working together to set goals, it’s helpful to give employees feedback on their attitude towards improvement and those goals to drive performance.

Positive Phrases

Needs Improvement Phrases

Organizational Skills

It’s estimated that office workers lose an average of 40% of their workday due to disorganization, which is why performance management reviews should address organizational skills if managers want to improve an employee’s productivity. While some organizational strategies will have to come from a managerial level, such as organizational apps or better internal processes, employees should also be encouraged to improve their own organizational skills through the performance management process.

Positive Phrases

Needs Improvement Phrases

Technical Skills

Many organizations rely on their employees having a physical competency with certain types of machinery or software. Not only do employees legally have to be trained and/or qualified to operate certain forms of machinery, but some optional qualifications and training provided for software and other practices can improve performance. While organizations that require technical skills should already be tracking these in performance reviews, it’s also a good idea to keep on top of optional training to help your employees perform at their best.

Positive Phrases

Needs Improvement Phrases

Performance Review Phrases for High Achievers

High performers might, at first, seem like the easiest performance management review you’ll conduct through this period. However, as mentioned above, you can’t always tell what’s going on with your employee behind the scenes. While someone who’s a high performer deserves praise for their achievements, there’s a fine line between praising their work and reinforcing negative behaviors like cronyism, arrogance, competitiveness, or even a work obsession that’s leading to burnout.

It can also be difficult to know what to say when you perceive that a high-achieving employee doesn’t have any weaknesses or anything they need to improve upon. Unfortunately, not every company has the capability for high-achieving employees to move upwards in their careers, and it can be difficult to set goals for them that don’t include something they’re already achieving.

As always, a performance review should be a conversation between you and your employee, so it’s important to have documentation of any areas that need improvement in case they don’t perceive their own weaknesses. You also need to make sure that you’re continuously challenging them, which is why it’s important to keep setting them new goals and milestones, even if your organization can’t move them upwards. Otherwise, you risk losing them to a new organization that promises that challenge.

Performance reviews with Profit.co

Profit.co’s performance management module allows HR administrators and managers to conduct customizable, detailed, and efficient performance reviews.

Profit.co supports two types of performance reviews- standard reviews, and affinity-based reviews.

Standard Reviews

Standard reviews- also called conversation and feedback reviews- allow HR administrators to customize a collection of open-ended questions answered by both managers and reviewed employees.

Affinity-Based Reviews

Affinity-based reviews are reliant on competency rating scales to help quantify employee skills and attributes.

Top Performance Review Phrases: In Summary

Managers need to keep in mind that all of their employees are individuals and have different beliefs, drives, and motivations. So, every performance conversation should be individualized to each employee to help them get the most out of their manager’s feedback. Managers need to avoid using meaningless cliché phrases and comparing their employees to their coworkers, as well as using the passive voice throughout the meeting and their performance reports.

In combination with those efforts, these performance review phrases will help you to elevate your performance conversations by ensuring that your employees get personalized and actionable feedback.

100 Performance Review Phrases and Comments for 2021 – Download PDF Here

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