The document provides 100 example phrases for performance reviews aimed at enhancing employee engagement, productivity, and performance. It highlights the importance of balancing positive feedback with constructive criticism, fostering two-way communication, and setting achievable goals. Additionally, it emphasizes the need for evidence-based evaluations and offers a framework for effective performance discussions.

1. PERFORMANCE REVIEW
EXAMPLE PHRASES

2. Performance reviews are an important part of employee engagement and help to raise productivity and employee
performance across the board. So in these slides, we share 100 useful performance review example phrases that
you can adapt and customize to suit your team members.
These performance review examples will help get you started and thinking about using language that is both
professional and constructive. It’s important to remember, however, that these example phrases need to backed
up with hard evidence and specific work examples if they are to be meaningful.

3. Basics of how to conduct successful reviews:
 Be Positive And Honest
While it’s important to be as positive as possible, it’s also essential to be honest. If an employee is not performing in a
particular aspect of their job then you must tell them so; however, be constructive and identify specific ways that they can
turn things around. And make sure that you have a good balance of positives and negatives.
 Two-way Communication
The performance review is the perfect opportunity for you to hear about each employee’s views on how things are. From
the employee engagement perspective, it’s important that employees feel as though they are being listened to and their views
matter. This is one way to demonstrate that and you may even discover a fresh insight or valuable new idea in the process.
 Set Specific Achievable Goals
If you want to motivate your employees and give them something to aim towards, then you need to set specific goals
that are realistic and achievable. In addition, make it clear how you as the manager and the organization as a whole
can support the employee. You could, for example, use your employee intranet to track and achieve goals like this.
PERFORMANCE REVIEWS – THE BASICS

4. 1. Improved overall productivity levels by x% or in the following key
performance areas.
2. Achieved or exceeded the goal [include specific goal] set in last
year’s performance review by a margin of y%.
3. Takes the initiative and is proactive in gathering information,
assembling the tools or team members required to complete a
project on time and to budget.
4. Sets measurable goals for themselves and the team and
regularly monitors performance.
5. Provides strong evidence of achieving x or specific task or
accomplishment.
6. Has not matched the performance of colleagues in relation to
x,y,z productivity goal.
7. Has fallen below the productivity target [include specific goal] set
in last year’s performance review by x%.
ACHIEVEMENTS

5. INTERPERSONAL SKILLS
8. Works effectively within a team environment to achieve
specific tasks or projects such as x,y,z.
9. Develops constructive working relationships with internal
and external stakeholders.
10. Is an effective team player as demonstrated by their
willingness to help out and contribute as required [specific
examples would be helpful].
11. Is proactive in sharing knowledge, skills and expertise with
other team members.
12. Could demonstrate more of a team focus by helping others
achieve tasks to complete the overall project.
13. Displays a tendency not to contribute in team or project
meetings and doesn’t always participate in team activities or
bonding exercises.
ATTENDANCE AND PUNCTUALITY
14.Is always punctual and is respectful of colleagues by arriving on
time for meetings.
15.Shows a willingness to go the extra mile during peak periods of
work.
16.Has an excellent attendance record of x% for the year.
17.Has not met the required standards of punctuality and attendance.
18.Sick leave and absence from work at x% are above the company
average of y%.

6. COMMUNICATION SKILLS
19.Is an effective communicator as demonstrated by x,y and z.
20.Displays the ability to communicate at all levels – up, down and
across the business.
21.Excels in developing lines of communication with external
clients and stakeholders.
22.Regularly contributes ideas and insights to team and project
meetings.
23.Needs to work on their written communication skills by doing
x,y,z.
24.Room for development of listening skills particularly in team
meetings when different viewpoints are being expressed.
25.Needs to display a greater willingness to participate in team
and project meetings by contributing more ideas and insights.
COOPERATION AND COLLABORATION
26.Is able to effectively collaborate with team and project
members in order to complete a task.
27.Shows a willingness to share ideas, best practice techniques
and new ways of doing things.
28.Is a team player and has a cooperative and harmonious
disposition.
29.Has a tendency to work in isolation.
30.Can be overly negative or critical in making contributions to
team or project meetings.
31.Fails to see the bigger picture beyond the team and
department.

7. PRODUCTIVITY
32. Regularly exceeds the
productivity targets set
at each appraisal and
review checkpoint.
37. Consistently delivers
beyond expectations in
all areas.
34. Exceeds the company’s
productivity
expectations for the job
role or project function.
35. Makes an outstanding
contribution to the
team’s productivity
levels.
36. Has not met the
required productivity
standards set for the job
role or project function.
33. Is inconsistent in
meeting the productivity
targets set at the
performance appraisal
and review checkpoints.

8. 38.Regularly meets all required team and project deadlines.
39.Always comes prepared for meetings with an agenda and supporting papers. Takes the time to digest the information and
comes to meetings ready to make contributions.
40.Effectively chairs meetings so that everyone is encouraged to make a contribution, agendas are kept on schedule and a clear
record of outcomes and actions is circulated on time.
41.Has improved the organization’s administration by implementing x,y or z.
42.Has devised better ways to achieve x, y or z functions or administrative support systems and avoid duplicate information.
43.Needs to improve time management abilities so that projects and tasks are consistently delivered on time and if not, then the
reasons why are effectively communicated at the earliest opportunity.
44.More attention could be paid to time management of meetings and meeting preparedness.
45.Could contribute more by looking for innovations and improved ways of carrying out administrative support functions.
TIME MANAGEMENT AND ADMINISTRATION

9. LEADERSHIP AND DELEGATION SKILLS
46.Understands the individual strengths of team members and is an effective motivator.
47.Effectively delegates tasks to other team members with clear responsibilities and expectations.
48.Displays a strong work ethic and sets an excellent example to others.
49.Promotes a positive team environment that is reflective of the organization’s culture and values.
50.Is willing to offer support and guidance to employees by [include examples].
51. Finds it difficult to delegate to team members, preferring to maintain control.
52.Needs to work on making team members feel comfortable in voicing concerns or bringing up issues.
53.Does not encourage or reward the ideas and solutions offered by team members.
PROBLEM-SOLVING ABILITIES
54.Is creative and innovative in finding solutions to issues.
55.Displays the ability to identify problems early on and is proactive in finding solutions.
56.Always looks to address the underlying causes of problems rather than just the symptoms.
57.Consistently encourages team members to find their own solutions to problems.
58.Has a tendency to make excuses or blame others when things don’t go to plan.
59.Becomes derailed and panicked in the face of problems and issues.

10. CREATIVITY
60.Excels in applying creative solutions to situations such as [cite
example].
61.Is willing to experiment with fresh approaches and ideas.
62.Encourages team members to contribute new ideas and ways of
working.
63.Is hesitant about implementing innovations and new practices.
64.Does not encourage or reward team members for their solutions.
65.Rigidly sticks to traditional ways of working and shows an
unwillingness to experiment.
VISION
66.Has a clear sense of the company’s vision and how the team
contributes.
67.Is capable of translating visions into action plans.
68.Excels in contributing to setting company goals.
69.Lacks the ability to adequately communicate the company’s vision
to team members.
70.Needs to work on applying visions into clear actions and tasks.
71.Tends to wait for new projects to be assigned rather than taking the
initiative.

11. 72.Displays the ability to work effectively
with clients [include examples].
73.Has a pleasant disposition and shows
empathy when interacting with
customers.
74.Is able to handle difficult customers and
situations.
75.Constantly strives to improve the
customer experience.
76.Shows initiative when problem-solving
customer problems [include examples].
77.Needs to work on developing a better
rapport and more responsive relationship
with customers.
78.Could be more proactive in dealing with
customer concerns.
CUSTOMER EXPERIENCE

12. L E A R N I N G S K I L L S
80. Shows a willingness to learn
new skills, techniques and
methods.
82. Regularly
shares
learning
experiences
and
knowledge
with
colleagues.
85. Lacks
initiative to
proactively
take on new
tasks or
projects.
81. Fails to
promote a
team learning
culture.
79. Is committed to continuing
professional development both at
a personal and team level.
83. Shows a reluctance to
participate in formal
training programs or
professional development
opportunities.
84. Struggles to identify
learning opportunities
for team members.

13. POTENTIAL
86.Continually pushes for additional responsibilities.
87.Is committed to learning new skills and implementing fresh
ways of working.
88.Always strives to improve skills and productivity across the
team.
89.Is capable of taking on additional responsibilities or a
promotion.
90.Is capable of handling bigger assignments.
91.Could further develop their skills through additional training
such as [give examples].
92.Lacks the required initiative for a more senior role.
93.Needs to acquire additional experience and knowledge in x, y,
z to increase the possibility of career advancement.

14. 94.Completed x project, on time and to budget with y results.
95.Is able to set realistic project timelines and can make
adjustments in response to changing circumstances.
96.Sets clear project goals and objectives and makes the
best use of available resources.
97.Implements project reporting procedures that are timely
and transparent.
98.Falls below the required standards in project management
because [cite examples].
99.Needs to work on developing better cross-departmental
working and reporting for organization-wide projects.
100.Rigidly follows project management methodology even in
the face of poor results or changing circumstances.
PROJECT MANAGEMENT

15. Hopefully, these performance review example phrases
will have given you some ideas and impetus to get
started.
Done properly, performance reviews will not only
improve productivity, performance and staff morale,
they will also increase employee engagement across
the board. Quite simply performance reviews will ensure
your business is more successful.
If you would like some help with increasing
employee engagement, get in touch with the
knowledgeable team at MyHub for a free intranet
demo.
PERFORMANCE REVIEW
PHRASES