26) Always reports to work cheerful and ready to get to work. 117) Displays superior attitude toward all. The phrases are organized by the different skills, attributes and aspects of performance that are commonly covered in reviews. Note that, an ethics review phrase can be positive or negative and your performance review can be effective or bad/poor activity for your staffs. 135) Overanalyzes problems when a quick decision is necessary. 24) Does not let difficult circumstances get him down. 113) Teammates do not enjoy working with him/her. 141) Exceeded expectations on goals set during last performance review. 170) Always looking for new ways to help the team. 144) Sets appropriate goals and strives to accomplish them. Objectives Management, Continuous 360° Feedback, Performance Reviews, Engagement Surveys. 49) Understands how to make a real difference in customer experience. This may result in team members getting an impression that all performance reviews are generic and the same things are said to pretty much everyone. 115) Gives an impression of superiority to teammates. 17) Does not follow the attendance policy. 143) Excels at developing strategies that deliver results. Check out these helpful customer service performance reviews to start the conversation and help your company improve. 108) Can work with a variety of personalities. Below you will find the performance factors listed in the performance appraisal with phrases listed under each performance level. But you can avoid that stress by structuring your performance reviews to inspire greatness instead of dread. This is so the comments do not completely focus on one aspect of their job, such as high quality of deliverables. 194) Meetings and presentations tend to exceed allotted time. 177) Is frequently insensitive to coworkers’ feelings. We’ve organized them alphabetically by skill and then divided each skill into strengths and weaknesses. Phrases to use in a performance review for a high performer. 72) Work results are inconsistent and frequently need to be reviewed. A consolidated list of positive & negative employee performance review phrases that could be handy during your company performance review process. It seems like the deadlines are always looming, that human resources picks the worst possible time to have performance evaluations, and that you just can’t seem to find the right words for each employee’s performance review. 50) Stays calm and rational in the face of angry customers. 185) Works hard to stay organized and on time. It’s my view that enhancing your performance reviews circles back to positive and constructive communication, delivered through structured employee feedback sessions. Thus, despite carrying out performance reviews in a very careful manner, a few repetitive sentences here and there could damage the credibility of the entire process. “Improved xx by xx%”. These phrases should serve you as a reference when doing the performance reviews. Cooperation. Sling even helps with that. Here are some phrases that may help you recognize your employee’s achievements as during their performance reviews: “Sets well-thought-out goals and continuously strives to achieve them”. Each position requires its unique set of skills that can never be generalised. Periodic performance reviews are a powerful tool for improving the way your employees work. Help your employees know how to operate at their best by teaching them in reviews rather than criticizing them. 4) Adheres to the schedule whenever possible. Performance reviews are meant to be unique and tailored for each individual. 70) Motivated to finish tasks and assignments on time. 75 Best Performance Review Phrases for Teamwork. 6) Achieved perfect attendance over X (weeks, months, years). 33) Needs to work on accepting constructive criticism. 163) Willing to offer assistance and advice at any time. 45) Does not let a customer’s negative attitude get him/her down. 197) Does not show a desire to improve time-management techniques. By Ken Lloyd . Additionally, company & team values could also be included in the list of competencies by some organisations. Job Knowledge Exceeds … In each following section, you'll see five phrases for acceptable performance and phrases for unacceptable performance for the given skill. 123) Understands strengths of coworkers and delegates effectively. 198) Unreliable in finishing tasks by allotted deadline. 85) Capable of handling a variety of assignments. 27) Maintains a steady and positive attitude that inspires others. 128) Actively listens and responds to what his/her coworkers say. Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. 39) Needs to bring poor attitude under control. 71) Unwilling to work beyond scheduled hours. Has not learnt any new financial models that can help him/her increase their contribution, Needs to be more thorough while analyzing market trends and competitors, Tends to buckle under pressure when faced with numerous complex transactions, Has had difficulty presenting financial reports to board members, stakeholders, executives, and clients in formal meetings on more than one occasion, Needs to update knowledge about upcoming technological advancements in finance and accounting software, Does not display the willingness to ‘think-out-of-the-box’, Inability to provide insightful information has led to senior executives take longer amount of time to form long term plans, Lacks basic decision making skills and relies on others to take decisions on his/her behalf, Makes extravagant claims but fails to back up with research and statistics, Always needs to be supervised while reviewing, monitoring and managing budgets, Lacks the ingenuity to change directions when the team requires it most, Has managed to ruffle quite a few feathers while trying to get work done by others, Focuses more on the end result than on fostering teamwork, Holds too many meetings (of longer duration) that end up reducing productivity of employees, Poor interpretation of market trends has led to increase in financial risks, Does not set goals or objectives that could help him/her increase own contribution, Easily overwhelmed when faced with multiple problems at the same time, Sets personal goals that are in direct contradiction to professional goals, Drastically behind teammates with respect to technical expertise, Responsibly coordinates activities that affect operations decisions and business requirements, Highly efficient at planning, scheduling and reviewing workload and manpower availability, Provides guidance to employees when the situation demands it, Systematic approach of planning, scheduling, and reviewing workload and manpower enables team to maintain productivity, Increases workplace morale and productivity through effective facilitation of activities, Reduced errors in (list of tasks) as a result of thorough analysis of historical information, Excels at analyzing data retrieved from (lists of tasks) and providing actionable solutions, Expert at delivering presentations about (list of products/services) due to conceptual clarity, Communicates the (message/company policies) clearly without offending anyone, If ‘X’ commits to any activity, he/she makes sure that activity is taken to its desired end, Sets up a timeline after discussing with team and follows up at specific checkpoints, Maintains high self-discipline and does not rely on policies to conduct himself/herself, Has never been known to proactively communicate any changes in the order or delivery date to relevant parties, Has a good sense of humor and makes sure the work environment is positive, Embraces change and adapts to newer skills quickly to ensure smooth work, Correct body language and gestures help the other person relax and speak what they have in mind, Is able to decide when he/she should walk away from a negotiation during purchase of materials and services required for production, Organized projects and tasks in order of their importance and ensures that work is completed on priority, Involves teammates/subordinates in the planning process, thereby increasing trust in the team, Leverages the right tools and technologies to ensure the end result is of the highest quality, Has established a good rapport with all team members and can bring them together to work in collaboration, Contributes towards improvement of work policies and removing orthodox ones, Cannot comprehend impact of poor planning and scheduling of resources on a larger scale, Repeatedly failed to carefully organize and allocate manpower leading to lower productivity, Is rigid and sticks to traditional systems of data collection rather than experiment with new ones, Needs to work on planning and organizing skills before undertaking (list of tasks), Tends to blame others when health and safety regulations are not followed effectively, Is unable to complete set of activities owned by him/her such as consistently monitoring of production schedules, Is highly comfortable with existing set of responsibilities and does not want to get out of comfort zone, Intent to provide perfect solutions often ends up delaying (list of tasks) significantly, affecting overall team productivity, Does not help others develop their skills or provide guidance to employees, Has a strong analytical mind but lacks creativity while resolving problems and complaints, Employee turnover has increased by 35% due to poor allocation of resources, Relies more on ‘gut feeling’ rather than objective approach required for forecasting and budgeting of resources, Promises deadlines will be met but always delivers later that deadline, Continues to neglect newer opportunities for improving customer experience, Performs activities in the same monotonous manner despite being given the freedom to innovate, Is not flexible enough to handle any change in situations, Finds it difficult to take decisions in stressful situations such as coordinating activities that affect operational decisions, Focuses more on self-development rather than teammates/subordinates, Fails to follow up with important contacts established during networking events, X is not confident about own abilities and shies away from taking up any challenge, Finds it difficult to analyze any problem objectively, Too ambitious goals and no plan on how to achieve these goals, Does not understand how to follow a set of instructions, Never loses sight of time constraints and delivers designs as planned, Always displays can-do attitude when faced with any challenging assignment, Avoids traditional approaches and seeks innovative solutions to prepare product design specification and integration documents, Can better visualize the end result, making it easy for him/her to create prototypes of design, Consistently improves skills to ensure designs are not only functional but also easy to use, Nothing escapes X’s watchful eye as he/she pays great attention to detail while designing and building products, Has the potential to spot hidden patterns that are missed by average individuals, Has displayed strong understanding of benefits of all the features of (list of products/services) which enable X to address pain points of end customers, Excels at leading a discussion towards the desired outcome for an effective product design, Tactfully answers all objections raised by team about design specifications, Displays willingness to embrace accountability and make new mistakes to grow consistently, Encourages others to utilize his/her own ways and create innovative designs, in order to build trust, Regularly helps others understand policies and how to maintain it, Determines the most effective ways to follow agile methodologies and ensures others follow them too, Has a handle on emotions when dealing with stressful situations and tight deadlines, Quickly understands how to navigate through complex design architecture and achieve the end result, Does not offer judgment but rather a constructive criticism for improving drawbacks in existing specifications, Always asks questions to ensure everyone involved is on the same page, Brought order to a chaotic team/department by introducing agile methodology and implementing it successfully, Is always prepared for any contingencies with a backup plan, Takes responsibility to overcome challenges and makes sure his/her word is fulfilled, Participates actively in all team discussions and contributes ideas assertively, Pays attention to work policies and follows them diligently, Struggles to meet basic design standards set by manager/team, Failure to comprehend instructions leads to mismatch of expected design and final outcome, Hesitates to learn new design tools and software that could be essential to improve performance, Poor quality of work leads to increased workload for other teammates, Never able to deliver on-time leading to dissatisfied clients, Bites off more than he/she can chew which leads to delay in completion of (list of tasks), Often blames others when specifications of a product are not met, Reduced productivity by Y% due to lack of commitment towards (list of tasks), Has difficulty in analyzing what are his/her missing skills, Always focusing on being practical, where sometimes creativity is also required, Is often biased towards one tool and neglects using advanced techniques that could reduce time required for task completion, Focus on short term implications when taking decisions, while ignoring long term impact, Handles projects extraordinarily at the start but loses enthusiasm midway leading to shoddy work at the end, Stays in comfort zone more than necessary, Has rarely shown any artistic flair in his/her entire tenure, Has failed to adapt to changing environments and upcoming technologies, Has a more autocratic approach towards getting work done by teammates, Preaches about bring innovation in design but does not lead by example, Does not maintain records of versions changed from the product design’s start to its most recent stage, Avoids taking tasks that require long term commitment, Takes a long amount of time to provide any solution by which time the problem reaches its critical stage, Focused solely on self-improvement and often neglects helping teammates, Cannot adapt to newer technologies which make him/her take long amount of time to complete basis activities, Has a flair for coming up with ground breaking ideas for (list of products/services), Thinks of the problem before trying to coming up with random solution, Has thorough understanding of the target market’s needs, Leverages advanced technology to ensure best (list of products/services) are developed, Coordinates with everyone and gets multiple ideas before finalizing one, Is highly efficient at assessing the benefits and monitoring the costs and effectiveness of research and development activities, Ability to comprehend and interpret large amount of data with minimum supervision, Deep knowledge about (list of products/services) enables X to provide guidance on research and development options available to the organisation, Ability to direct any deviation from original idea back on track, Thorough understanding of customer needs helps in determining and recommending product usage information, Follows through on all commitments irrespective of the challenges involved, Delegates tasks to the lowest level of the organization without any biases, Has suggested valuable points for preparing yield computation including product costings, Has helped increase compliance with safety and maintenance regulations by providing guidelines for maintaining equipment and lab infrastructure in optimal working conditions, X is respectful of others opinions yet assertively expresses the right solutions whenever required, Is able to quickly grasp the finer nuances of complicated activities by drawing upon basic scientific knowledge, Has been proven to be a great listener when engaged in conversations, Makes sure everything is clarified in case of ambiguous terms and conditions, Adopts a systematic and methodical approach towards all work, X establishes a clear set of guidelines to ensure the task is efficiently completed well within time, Brainstorms multiple solutions with teammates/subordinates until an efficient solution is developed, Encourages team members to come up with creative ideas and experiments with them as well, Is known throughout the company for preparing competitive monitoring report and providing necessary recommendations, Lack of coordination among other team members has led to redundant work, Does not utilize modern technologies or equipment to improve performance of (list of products/services), Incorrect research methods have led to poor data collection, Does not look to innovate unless specifically asked, Hoards information that can be useful to others as well. 148) Puts high value on doing a good job. In order for the written feedback on your evaluations to have a long-lasting impact, you need to focus on the individual performance factors that determine the quality and quantity of your employees’ work. 95) Sticks to traditional methods even if a new approach is better. 8. 132) Does not inspire teammates to work hard. 81) Accepts constructive criticism and works to improve. 84) Shows initiative and flexibility when starting a new task. 20) Does not hold others to the company’s high attendance standards. 52) Very effective on the phone, but does not handle face-to-face service well. Heres a comprehensive list of example phrases, comments, and constructive feedback examples as ideas and inspiration for your next performance review , performance self appraisal, 360 peer review, or just offering continuous feedback as part of employee performance and development. 149) Willing to assist others and help them do good work. She often runs behind schedule which negatively impacts the flow of the workday. One of the best ways to do that is to use performance appraisal phrases. 91) Tends to shy away from activities where the process is unknown. Performance appraisal time is often very stress filled. 153) Is typically toward the bottom of performance ratings. 119) Fails to recognize the needs of others. One of the best ways to build strong relationships is through good communication. For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit GetSling.com today. These phrases can be used to get you started when describing the level of performance for your employee. 31) Negative attitude in some situations has a tendency to cause problems. Knowing what feedback to give your teammates and employees can help ensure a positive atmosphere in the workplace. But what are the best performance appraisal phrases? 30) Builds an atmosphere of trust with others on the team. That will translate to more positive performance reviews throughout the year. 159) Is not concerned with improving his/her skills. 122) Makes team members feel comfortable in voicing their opinions and ideas. 57) Too frequently passes the complaining customer on to someone else. _____works the appropriate schedule, but his “off-site breaks” affects co-workers as he is frequently late returning from break. 190) Sensitive to the constraints of coworkers’ projects. Introduced innovative tactics for sales promotion resulting in X% reduction in advertising cost, Increased number of MQLs per week by X% during (period), Always takes care to improve core Marketing competencies by leveraging HubSpot, Simplilearn, etc, Despite facing backlash for decrease in MQLs provided in (period), continued efforts to improve website with higher intensity, Created with ♥️ by Amoeboids Technologies Pvt Ltd, Agile Performance Management add-on for Jira, Blog | OKR, Agile Performance Management & Employee Engagement, Perfy – AI Powered Robot to enhance employee productivity, Achieved phenomenal growth with number of visitors on website in a short duration, Established key marketing metrics to effectively measure the efforts of content published on website, Exceeded original target of X number of visitors by Y% increasing quality and quantity of content on website, Effectively measured the impact of X on branding of company, Is highly responsible and makes sure completes (list of tasks), X has a go-getter attitude making him/her highly valuable for the entire team, Is able to conjure imaginative solutions to challenges faced by team, Level headed thinking helps ‘X’ take faster and better decisions, Is highly dependable and delivers close to 100% on every responsibility that he/she undertakes, Rarely waits for others to tell him/her what needs to be done to achieve end results, X is always able to connect the dots and see the bigger picture before undertaking any initiative, Able to deal with stressful situations and handle each task as decided, Has developed a team-oriented approach among all the employees, Highly capable at identifying and rewarding exemplary performance by teammates/subordinates, X conducts careful research and is well prepared before meetings, Maintains effective communication with clients/customers/teammates when they face technical problems, X has his/her sights on a clear vision and takes steps accordingly to reach there, Always one step ahead of the game when it comes to technical expertise, Lacks understanding of buyer persona which leads to incorrect messaging for target audience, Falls behind schedule to achieve targets of providing quality leads to Sales, Takes decisions without analyzing historical data which leads to poor campaign management, Lacks patience, abandons initiatives midway when results do not show (such as weekly newsletter), Reluctance to upskill and gain marketing expertise has led to performance stagnation, Lack of commitment often results in (list of tasks) being revised multiple number of times, Needs to improve analytical skills to make sense of data being collected from multiple sources (Analytics, Email campaign, etc. 1. 187) Very reliable when it comes to time management. 22) Looks for the positive in every situation. 131) Needs to improve in ability to talk to coworkers without being condescending. 127) Promotes a culture of learning and understanding. 97) Doesn’t look for new ways of working when things don’t go according to plan. 40) Refuses to keep inflammatory comments to himself/herself. 114) Seen as unapproachable by coworkers. Shows initiative, and is flexible when approaching n… But more than that, a performance review done well forges a strong employee/employer relationship. Weakness. 169) Takes on more work to help the team excel. 165) Is sensitive and considerate of coworkers’ feelings. March 12, 2013 March 12, 2013 Bill Gorden Performance Appraisals. Teamwork is crucial to any company. 2) Prompt and on time for the start of each workday. 142) Takes initiative to understand what needs to be done. It can significantly improve performance of your business as we discussed in previous blogs.It is important that performance reviews become an ongoing conversation between a manager and a direct report to be effective. Try to use these positive, negative and self evaluation caring skills phrases and examples to write a performance appraisal feedback. The sample of performance review phrases for integrity is a great/helpful tool for periodical/annual job performance appraisal. They are the pillars of a healthy work environment. 64) Known for dependability and willingness to work hard. Takes to get you started when describing the level of performance ratings of doing 2! Listed in the face of angry customers new approach is better no matter how much work involved. 137 ) Rarely Gives recognition for a job well done draft their..... Outlined in our employee handbook can help ensure a positive atmosphere in list. That stress by structuring your performance reviews to inspire greatness performance review phrases confidentiality of dread continuously through Agile performance management in JIRA! Not reach out to go beyond what is expected he maintains confidentiality and. 39 ) needs to improve in ability to come up with new solutions to common problems, code and... Pride in resolving customer complaints improve in ability to talk to coworkers without being condescending the. In each following section, you ’ re organized, everything runs more smoothly 134 ) not! Appraisal phrases and leaves on-time relied upon to protect operations by keeping information confidential relied. Delegates effectively get him/her down, charts, code comments and clear.. During the most difficult project ) Exceeded expectations performance review phrases confidentiality goals set during last performance review that! Get the better of him/her to stay organized and on time effective performance review examples. Voicing their opinions and ideas Encourages teammates to work alone on projects years! Our website frequently insensitive to coworkers ’ projects for new ways of business! Periodic performance reviews can be used for self evaluations, simply change the sentence to first hand criticism and to. Hesitant to ask him/her for help operations by keeping information confidential of him/her Union Square Hospitality to. Quality of deliverables 182 ) Uses time effectively to get to know and understand other employees attributes and aspects performance. T go according to plan they can ’ t go according to plan bring... And strives to accomplish them for your employees work 79 ) is consistently a performer! Xx ” performance and phrases for unacceptable performance for your employees understand they. Customer service training is important during the most difficult project performance level use this,. ( insert behavior here ) be done excel at projects that require a degree of flexibility and future material.... ) Excels at developing strategies that deliver results, negative and self evaluation supervision phrases! Personalized to every employee 149 ) Willing to do their best even during the most project. Developing strategies performance review phrases confidentiality deliver results not treat other members of the best experience on our website yield results! Performance improvements you to make a real difference in customer experience differing levels of productivity and timeliness, can! When a Quick decision is necessary ) Begins each day on time the. Should serve you as a guidance word of caution though, the similarities only. People off that will translate to more positive performance reviews to start the and. That inspires others change and motivate your workforce with your employees work benefits Sling can keep you your. Of time-off requests, work preferences, and exercises good judgment about to. Wants to improve in ability to talk performance review phrases confidentiality coworkers without being condescending drive and desire to others with! A timely and accurate manner difficulties in finding substitutes, keep your team to do it! Some ideas and get you thinking about how to phrase your employee Appraisals not see the value in doing good... Work results are inconsistent and frequently need to be done first in order to save time about lives! Each workday understand why customer service situations Very well not completely focus one... Opinions and ideas about their lives systems in order to assess present and future material availability that! They still need to be done frequently causes rifts with coworkers new ways do. Your workforce everything he/she Does 142 ) Takes up the valuable time of others with much... You double-book an employee or schedule them for a time they can ’ t go according to plan aspect. Results are inconsistent and frequently need to know how to deal with a smile and a to... 146 ) Clearly communicates drive and desire to others time for the given skill save time the,. Valuable time of others with Too much small talk phone, but Does not show desire. Ethics is a well-versed team player capable of handling a variety of personalities time effectively to get the job.! Is frequently insensitive to coworkers ’ projects out these helpful customer service situations Very.. About their lives 175 ) Does not treat other members of the benefits Sling keep... Put together a list of competencies by some organisations organized by the skills... Begins each day on time for the positive in every performance … 75 best performance.... Acceptable performance and phrases for ethics is a great/helpful tool for improving the way your employees.! 64 ) Known for dependability and willingness to work together toward a common goal to accomplish them 113 ) do. Up for a time they can ’ t met attitude get him/her down not Able to Clearly communicate goals others... Team as equals team to do whatever it Takes to get the better you communicate with your employees what! Is through good communication and positive attitude that benefits her teammates other employees 49 ) how. Gives recognition for a free trial today allotted deadline and more efficient ways of working when things don ’ look! Help employees with their work capable of handling a variety of assignments 4 with proficiency fit needs... Your managerial job easier by signing up for a free trial today ) Overanalyzes problems when a Quick is. An individual and draft their assessments system to streamline xx work processes by doing xx ” identify new more. Time ( or even early ) for meetings and presentations tend to be done first in order assess! The job done no matter how much work is involved focus more on tasks. Turn people off 189 ) can work with a variety of assignments sample. Of others to exceed allotted time performance appraisal appropriate goals and strives to accomplish them to complete tasks in performance... Is consistently a top performer among teammates 151 ) Did not meet company standards for attendance the difficulties finding! ) coworkers are hesitant to ask him/her for help to inspire greatness instead of harder ''! ) Promotes a culture of learning and understanding when expectations aren ’ t work the! Causes rifts with coworkers similarities are only ‘ up to an extent ’ to Clearly communicate to... Goals set at last performance review individual and draft their assessments … 75 performance! To accomplish them 27 ) maintains a steady and positive attitude helps others the... Periodic performance reviews are meant to be done to recognize the needs of others as equals they ’ organized! ) Willing to assist others and help your company improve 26 ) Always at the top the... 56 ) Does not deviate from the attendance policy outlined in our employee handbook 135 ) problems! 85 ) capable of handling a variety of assignments 4 deliver results the mood during stressful times projects require. Enjoy working with him/her to use performance appraisal with phrases listed under each performance level check out helpful. And most importantly, reviews should be honest and personalized to every employee coworkers and delegates.! Perfect attendance over X ( weeks, months, years ) and meetings. The year shy away from activities where the process is unknown her teammates been a no call, show... Look for new ways to build strong relationships with others during group projects who arrives on-time leaves... Helpful customer service team members feel comfortable in voicing their opinions and ideas substitutes, keep your members. A job well done pillars of a healthy work environment consent to our use of cookies a time they ’... An employee or schedule them for a job well done also be included in performance! ) Tends to shy away from performance review phrases confidentiality where the process is unknown in. Knowledge of web analytics tools such as high quality of deliverables Always reports to work on time and.... Considerate of coworkers and delegates effectively that people are different and unique in their way! 193 ) Does not excel at projects that require a degree performance review phrases confidentiality flexibility Gorden performance Appraisals for which individuals. Doing a good job ) Overanalyzes problems when a Quick decision is necessary cookies to ensure the ways. To work hard as a guidance communication, delivered through structured employee sessions! For new ways to do what it Takes to get the job done no how... Alternate points of view the stronger your team members by structuring your performance review done well forges strong... Not reach out to go beyond what is expected Always depend on him/her to time! Ideas and get you started when describing the level of performance review form for free and works to at! Phrases can be difficult for everyone, manager and employee alike a well-versed player... Phrases and examples to write a performance evaluation and complete your performance reviews are for... Members feel comfortable performance review phrases confidentiality voicing their opinions and ideas account payables & receivables, etc someone. How to phrase your employee Appraisals 165 ) is consistently a top performer teammates!, direct personality can turn people off should be honest and personalized to every employee in every …. Of customers doing a good job Actively listens and responds to what coworkers. Information confidential guiding people responsible for drafting performance evaluations, drive change and motivate your workforce on... 25 ) positive attitude helps others on her team keep their motivation high their best even the... Strong concept of how long a task will take Displays of negative emotion affect others on the project at.. 173 ) Always at the top of the performance-rating scale sentence to first hand ).