100+ Employee Performance Review Example Phrases and Comments

Performance reviews have the power to shape a thriving workplace, foster growth, and enhance employee satisfaction.

However, one of the biggest challenges managers and employees face is finding the right words to deliver meaningful feedback. Poorly articulated feedback on a person's performance can leave them feeling undervalued or confused, which could hinder the very growth these reviews aim to promote.

Using clear, well-structured phrases can communicate your observations properly and in an empathetic manner. In this blog, we’ve compiled 100+ example phrases and comments that you can use during performance reviews to properly evaluate your employees and ensure they benefit the most from it.

Using the right phrases during performance reviews is essential for fostering transparency and fairness during the appraisal process. It is also important to give it frequently and regularly.

Fast feedback is what employees find to be meaningful. [Gallup] It will engage and motivate your employees to perform better, and will enhance the credibility of the assessment process. But it can be overwhelming for some - which is why the following examples can give a helping hand to the feedback process.

Communication is at the heart of successful teams and seamless collaboration. Whether it’s sharing ideas, offering feedback, or aligning goals, strong communication ensures everyone stays on the same page.

Here are some example phrases highlighting both strengths and areas for growth in communication skills:

Strengths

1. Sara explains ideas clearly, ensuring her team fully understands and can act on them.
2. Carl listens carefully to feedback and applies it meaningfully to improve outcomes and strengthen collaboration.
3. Grace simplifies complex concepts into straightforward, relatable terms that resonate with her audience.
4. Tom demonstrates empathy and understanding during discussions, creating a positive and supportive environment.
5. You communicate effectively across emails, meetings, and one-on-one conversations, fostering clarity and connection.
6. Grace adapts her communication style to meet the unique needs and preferences of her team members.
7. Carl facilitates meetings with ease, making sure every voice is heard and valued.
8. Sara writes professional and clear emails that make action steps easy to follow.
9. Tom approaches sensitive conversations with tact and professionalism, ensuring mutual trust and understanding.
10. You actively engage in cross-team discussions, aligning goals and promoting teamwork.

Areas for Improvement

1. Grace could try and express her ideas more clearly to help her team avoid confusion and stay aligned.
2. Carl might focus on using feedback more consistently to refine his work and encourage better collaboration.
3. Sara could work on simplifying complex ideas so they’re easier for everyone to grasp and act on.
4. Tom could build stronger connections by showing more empathy and enthusiasm during team discussions.
5. You might find it helpful to adjust your communication style to fit different mediums and better connect with others.
6. Grace could consider tailoring her approach to match the preferences of individual team members for smoother collaboration.
7. Carl might work on improving his meeting facilitation skills to ensure everyone feels included and their contributions are acknowledged.
8. Sara could refine her written communication to make it clearer and more impactful.
9. Tom might handle sensitive situations with greater care to foster trust and prevent misunderstandings.
10. You could benefit from engaging more actively in cross-departmental communication to align efforts and strengthen teamwork.

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Try out the sample survey below to see how it works. Use the insights gathered to formulate tailored personal development plans and Performance Improvement Plans (PIPs).

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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.

Strengths

1. Grace collaborates seamlessly with her team to achieve shared goals and deliver meaningful results.
2. Sara fosters a supportive and positive work environment by building strong and trusting relationships with her teammates.
3. Carl openly shares resources and information, enhancing the team’s ability to collaborate effectively and succeed.
4. Tom values diverse perspectives and actively contributes to group discussions, driving balanced and thoughtful decision-making.
5. You demonstrate flexibility and a willingness to compromise, helping to maintain harmony and cohesion within the team.
6. Grace proactively supports and mentors junior team members, encouraging their growth and strengthening the team dynamic.
7. Sara consistently seeks feedback from her peers, using their insights to improve collaboration and teamwork.
8. Tom takes responsibility for both team successes and setbacks, showing strong accountability and leadership qualities.

Areas for Improvement

1. Grace could focus on fostering stronger collaboration within her team, making it easier to achieve shared objectives.
2. Sara might work on deepening her relationships with colleagues to build a more connected and supportive environment.
3. Carl could enhance team dynamics by sharing information and resources more proactively to encourage seamless collaboration.
4. Tom should strive to be more open to different viewpoints and contribute more actively during group discussions for better decision-making.
5. You could practice greater flexibility and compromise to help ease tensions and foster a more harmonious team atmosphere.
6. Grace might consider offering more guidance and mentorship to junior colleagues, which could help them grow and improve team cohesion.
7. Sara could seek feedback from teammates more often to gather insights that enhance her collaboration efforts.
8. Tom could take greater ownership of team challenges, promoting accountability and inspiring others to work toward collaborative solutions.

Problem-solving and critical thinking are vital skills for navigating today’s fast-paced work environment. These capabilities enable employees to tackle challenges, make sound decisions, and drive innovation, ensuring the success of projects and operations.

Strengths

1. Grace identifies and analyzes problems effectively, consistently finding practical and workable solutions.
2. Sara thinks creatively and offers innovative approaches to challenges, driving fresh ideas within the team.
3. Carl applies logic and sound reasoning to assess situations and make well-informed decisions.
4. Tom demonstrates resilience when faced with obstacles, quickly bouncing back and finding effective ways to move forward.
5. You anticipate potential issues early, taking proactive steps to address them before they become major problems.

Areas for Improvement

1. Grace could focus on sharpening her problem identification and analysis skills to develop more effective and practical solutions.
2. Sara might try exploring more creative approaches to problem-solving, which could lead to innovative outcomes.
3. Carl could work on enhancing his logical reasoning to make stronger decisions and achieve better results.
4. Tom should aim to build greater resilience to handle challenges effectively and maintain a positive outlook during setbacks.
5. You might focus on anticipating potential issues more proactively to address problems early and ensure smoother project execution.

Time management and organization are essential for maintaining productivity and ensuring efficiency in the workplace. Employees who excel in these areas can effectively meet deadlines while maintaining a structured and methodical approach to their tasks, fostering smooth operations and high performance.

Strengths

1. Sara manages her time well, consistently meeting deadlines and achieving her goals efficiently.
2. Grace prioritizes her tasks effectively, ensuring that critical responsibilities are completed on time.
3. Tom keeps his workspace and digital files well-organized, promoting productivity and easy access to necessary resources.
4. Carl creates detailed schedules and plans, ensuring projects progress smoothly and remain on track.
5. You excel at multitasking, balancing competing priorities without compromising the quality of your work.

Areas for Improvement

1. Sara could focus on improving her time management skills to meet deadlines more consistently and accomplish her goals more effectively.
2. Grace might benefit from prioritizing tasks more strategically to give urgent responsibilities the attention they require.
3. Tom could work on organizing his workspace and digital files more efficiently to save time and enhance productivity.
4. Carl might consider creating more detailed timelines to ensure tasks are completed on schedule and without unnecessary delays.
5. You could refine your ability to manage multiple priorities, ensuring smoother execution and timely completion of all responsibilities.

Leadership and management play a vital role in shaping team success. Strong leaders guide their teams with clarity, inspire motivation, and foster an environment where collaboration and growth thrive.

Strengths

1. Grace ensures her team stays aligned by providing clear direction and communicating expectations effectively.
2. Carl thoughtfully delegates tasks, shows confidence in his team, and steps in to offer guidance when needed.
3. Sara energizes and motivates her team with her positivity, and inspires them to perform at their best.
4. Tom provides constructive feedback that helps team members improve their skills and grow professionally.
5. You consistently lead by example, demonstrating integrity and professionalism that inspires trust and respect within your team.
6. Grace fosters a culture of growth by creating opportunities for her team to learn new skills and advance in their roles.
7. Carl openly admits his mistakes, turning them into learning moments and encouraging accountability within his team.
8. Sara listens to her team’s feedback and adjusts her leadership style to better meet their needs.
9. Tom boosts team morale by celebrating individual and collective achievements, encouraging everyone to aim higher.
10. You create a welcoming environment where every team member feels included and valued, fostering strong collaboration.

Areas for Improvement

1. Grace could focus on giving clearer instructions to ensure her team is fully aligned and avoids any confusion.
2. Carl might work on empowering his team further by delegating tasks and stepping back to allow for independent growth.
3. Sara could explore more ways to inspire her team, bringing fresh energy and enthusiasm to daily tasks.
4. Tom might consider offering more specific, actionable feedback to provide clearer guidance for his team’s growth.
5. You could strengthen your team’s trust by consistently leading with transparency and fairness in all decisions.
6. Grace might offer additional learning opportunities to help her team members grow and boost their confidence in their roles.
7. Carl could embrace accountability more openly, demonstrating how to manage challenges constructively for his team.
8. Sara might benefit from seeking regular feedback on her leadership style to refine her approach further.
9. Tom could recognize and reward his team’s efforts more frequently, fostering a stronger sense of engagement and motivation.
10. You might ensure equal opportunities for all team members to contribute, encouraging better collaboration and team cohesion.

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Initiative and proactivity are essential traits that can significantly enhance the efficiency and innovation within a workplace. Employees who exhibit these qualities often become key drivers of improvement and progress within their teams.

Strengths

1. Grace consistently spots opportunities for improvement and implements solutions that positively impact her team’s performance.
2. Carl regularly exceeds job expectations and shows a strong commitment to driving excellence and team success.
3. Sara proactively seeks out additional responsibilities and challenges, contributing meaningfully to the team’s overall objectives.
4. Tom takes full ownership of projects, ensuring they are successfully completed and meet high standards.
5. You show dedication to personal growth by actively seeking feedback. That’s an important step in developing yourself, and it’s great to see you doing that.

Areas for Improvement

1. Grace could focus on being more proactive in identifying and addressing improvement opportunities, instead of waiting for direction.
2. Carl should aim to go beyond meeting basic job requirements, which could help amplify his overall impact and work ethic.
3. Sara might benefit from embracing more challenges or responsibilities to unlock valuable opportunities for growth.
4. Tom could consider independently managing projects to completion, which would further strengthen his project management skills.
5. You could seek feedback more often and take an even greater interest in improving yourself—doing so could help you grow beyond what you might expect.

Adaptability and flexibility are essential skills in today’s fast-changing work environment. Employees who excel in these areas are better equipped to handle challenges, adapt to unexpected situations, and contribute to team success.

Strengths

1. Grace quickly adjusts to changing project requirements and ensures everything stays on track.
2. Carl remains calm under pressure, demonstrating resilience even during high-stress situations.
3. Sara embraces new tools and processes with enthusiasm, showing her willingness to learn and adapt.
4. Tom listens to feedback and implements changes effectively to improve his performance.
5. You approach new tasks with positivity, contributing to a collaborative and adaptable team environment.

Areas for Improvement

1. Grace could work on adapting to workplace changes more readily, which would help her grow professionally and support her team better.
2. Carl might benefit from developing strategies to handle stress more effectively, improving his ability to lead by example during tough times.
3. Sara could explore ways to adopt new tools and processes more quickly, enhancing her productivity and team contribution.
4. Tom might focus on responding to feedback more proactively and applying it to refine his work approach.
5. You could adopt a more positive outlook when tackling unfamiliar tasks, which could encourage stronger collaboration and team alignment.

Let us take a look at some examples of performance review statements that you can use when you're actually reviewing a peer or manager.

• "Tom actively works with his team members, making the workplace a good place to be for everyone. His willingness to share his knowledge and support teammates has strengthened and helped the team flourish.”
• "Alex is very good at adjusting to new situations. He tackles project changes and unanticipated issues with a cheerful attitude and produces high-quality work when time is short.”
• "Emily always meets and goes above and beyond performance goals. Her will to achieve is remarkable, and she continually seeks methods to enhance procedures and assist the team to thrive.”
• “Jessica always uses feedback to better her work and pursues professional growth. Her commitment to improvement inspires her pals.”

Let us now focus on how to actually write a good performance review for different scenarios with the help of 10 examples.

Example 1: Outstanding Performance

"John consistently goes above and beyond expectations, exceeding targets and delivering exceptional results. His attention to detail and proactive approach have significantly improved project outcomes.

For example, his out-of-the-box solution helped us decrease production costs by 20%. John's dedication, strong work ethic, and ability to adapt make him an invaluable asset to the team."

Example 2: Exceptional Team Player

"Jessica consistently stands out as an exceptional team player in our organization. Her collaborative spirit and willingness to support her colleagues have a significant impact on our team's success."

For instance, during a recent project, Jessica took the initiative to organize weekly team meetings to ensure everyone was aligned on tasks and deadlines. Her ability to foster a positive and cooperative work environment is truly commendable. Jessica's dedication to teamwork and her positive attitude make her an asset to our department.

Example 3: Performance Improvement Plan

"Jennifer's performance as a marketing coordinator has been consistently falling short of expectations. She frequently misses project deadlines and lacks effective communication with team members.

In order to support Jennifer's improvement, a comprehensive performance improvement plan has been put into action.

This plan entails setting clear goals, conducting regular check-ins, and providing ample opportunities for skill development, all aimed at helping Jennifer reach and surpass the desired performance standards."

Example 4: Leadership Potential

"Sarah consistently demonstrates exceptional leadership skills and motivates her team to achieve greatness. She excels in delegating tasks, offering valuable guidance, and fostering a highly productive and positive work environment.

Sarah's ability to communicate and collaborate seamlessly with colleagues across various departments positions her as an exemplary candidate for future leadership roles within the organization."

Sarah's exceptional leadership skills and potential for future leadership roles are the focus here. It highlights her ability to delegate, offer guidance, and create a positive work environment.

Related post: Top 10 qualities of a good manager.

Example 5: Excellent Conduct

"Michael consistently surpasses expectations in his role as project manager. He exhibits remarkable leadership qualities by skillfully delegating tasks and providing invaluable guidance to his team. Notably, Michael consistently delivers projects ahead of schedule while upholding an exceptional level of quality. His profound analytical abilities and unwavering attention to detail significantly contribute to the overall success of our team's endeavours."

Michael's excellent conduct as a project manager is acknowledged, with an emphasis on his leadership qualities, project delivery, and attention to detail.

Example 6: Areas for Improvement

"Sara demonstrates excellent technical skills; however, there have been occasional challenges with meeting deadlines. It would be beneficial for her to enhance her time management and prioritize tasks more effectively. By improving her organizational skills, Sara will be better equipped to consistently deliver high-quality work within set timelines."

Sara's technical skills are praised, but areas for improvement, such as time management and organization, are pointed out. The review offers constructive feedback for growth.

Example 7: Very Good Performer

"Natalie consistently meets and often exceeds expectations in her role as a sales representative. She maintains a positive attitude and establishes strong relationships with clients. Natalie consistently meets sales targets and demonstrates excellent negotiation skills. Her ability to adapt to client needs and provide creative solutions has resulted in increased customer satisfaction."

Natalie's consistently high performance as a sales representative is recognized, including her positive attitude and client relationships. It also mentions her ability to meet sales targets and provide creative solutions.

Example 8: Efficient Work

"Samuel meets company expectations in his role as a software engineer. He consistently delivers high-quality code and meets project deadlines. Samuel collaborates effectively with team members and is willing to share his knowledge. Moving forward, he could further enhance his skills by seeking opportunities for professional development and demonstrating stronger initiative in suggesting process improvements."

Samuel's efficient work as a software engineer is highlighted, including his code quality and meeting project deadlines. Suggestions for further improvement are also provided.

Example 9: Needs Improvement

"Olivia shows potential but currently falls short of company expectations as a graphic designer. While she produces visually appealing designs, she often struggles with meeting project deadlines. Olivia could benefit from improved time management skills and better prioritization. Additionally, she should actively seek feedback and guidance from senior team members to further develop her design skills."

Olivia's potential is acknowledged, but areas needing improvement, like meeting deadlines, are addressed. The review suggests ways for her to enhance her skills.

Example 10: Below Expected Standard

"Michael's performance as a customer service representative falls below company expectations. He frequently demonstrates a lack of attention to detail and fails to provide satisfactory solutions to customer issues. Michael should focus on improving his communication skills, actively listening to customer concerns, and seeking guidance from team leaders to enhance his performance."

Michael's performance falls below expectations as a customer service representative. It mentions his lack of attention to detail and offers guidance on areas for improvement.

Do's and Don'ts to Follow While Providing Feedback

Just like any systematic process, in order to conduct a performance review efficiently, you need to keep in mind some dos and don'ts.

The Dos

Let us begin with a list of the things that you have to do in order to make the performance review process a success.

Listen to what your employees have to say

Rather than keeping the meeting one-sided, you have to keep it two-way. Let the employees speak their minds as well. If it is just the manager who does the talking, there is no scope for open communication. It is an essential part of the review process to understand what the employee has to say. For this to happen, you have to listen to what they have to say.

An action plan for improvement is always welcome

At the end of the meeting, when you are done evaluating them and giving them the reviews, it is always efficient to give them an action plan to follow. What is even better is sitting together with the employee and coming up with the action plan together. It makes sure that employees actually implement whatever is discussed in the meeting.  

The feedback must be specific and actionable

Rather than giving vague remarks like improving the general performance, always make sure to give feedback that is specific and can be put into action. You can help build an OKR for the employee so they have a clear idea of what is expected of them. The more specific the goal is, the better the performance of the employee will be.  

Always do the performance review face-to-face

Do you know what takes a performance review to the next level? Doing it as 1:1 meetings. There can be a lot of misinterpretations that can take place if the meeting is not done face to face, and the meaning of certain feedback might get twisted. To avoid these things from happening, do the meeting face to face.

The Don’ts

Just like how there are things that you must do in a performance review, there are certain aspects you must refrain from as well.

Don't make the meeting one-sided

Performance review meetings should be a two-way dialogue, not a one-sided discussion. Encourage employees to share their thoughts on what they can improve and how you can support them in doing their job better. Ask for their input, listen to their ideas, and work together to create a plan for success. By involving them in the process, you foster a sense of collaboration and teamwork rather than making the review solely about coaching and criticism. Remember, achieving goals is a shared effort between you and your employee.

Make sure to focus on the positives as well

A performance review should go beyond highlighting areas for improvement—it’s equally important to acknowledge what employees are doing well.

Recognizing their strengths makes the review process balanced, constructive, and positive. If the focus is solely on shortcomings, employees may feel criticized or unappreciated, which could lead to resentment and disengagement. By highlighting achievements alongside areas for growth, you cancreate a more encouraging and effective review experience.

Do not be biased in your feedback

Sometimes, unknowingly, we let biases creep into our feedback reviews. We might have some preconceived notions about certain employees or have certain favorites among them. So, every manager must keep aside all such personal preferences and opinions and keep the review as objective as possible.

Read about the different performance review biases and how to avoid them.

Don't forget to check in routinely

Conducting a performance review without proper follow-up is one of the few mistakes that could prevent org's from seeing positive performance results. Without frequent check-ins and follow-ups, efforts may go wasted.

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.

And, with a performance review software like ThriveSparrow, you can create 360-assessments with ease and schedule assessment surveys at bulk. The platform also 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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