Employee appraisal comments sample

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Employee appraisal
comments sample

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Based on: performance review comment samples
Updated To: top 200+ performance review comment samples
On: Mar 2017

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1. Attitude Performance Review Examples
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When hiring customer service
focused staff, I used to remark that I
can train job knowledge, but I can’t
train attitude. Having the right
attitude for a job is a crucial part of
“fit” for a role. In this section of the
employee evaluation, you’re
reviewing the employee’s attitude on
the job, dealing with customers, co-
workers, managers, and his
employees. Attitude performance
appraisal phrases highlight how the
employee has expressed himself and
how he reacts to adverse situations.

Ranking standard:
EXCELLENT: FREQUENTLY EXCEEDS EXPECTATIONS
• Has had a positive impact on the attitudes and performance of his fellow
employees through his can-do approach to work
• Is certain of her ability to get any job done and done right
• Has yet to encounter a project that he can’t handle
FULLY COMPETENT: MEETS EXPECTATIONS
• Is always ready to jump in and get the job done
• Seeks opportunities to show what she can do
• Actively seeks the more challenging tasks
• Rarely if ever says “I can’t”
UNSATISFACTORY:
• Has a “can’t-do” attitude
• Is more likely to undo a project than do it
• Says “no” before hearing all the facts
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Positive review samples:
• Peter always has such a positive
mind-set. We are frequently
pleasantly surprised by Ted’s
posture during difficult times.
• Peter frequently seems to have a
positive outlook and we appreciate
his stance on difficult decisions.
• Peter’s attitude is one attribute
which is positive.
• Peter has a way of thinking about
things that we appreciate. His
willingness to share positive
thoughts is refreshing.
• Peter is quick to congratulate
coworkers and builds an
atmosphere of trust with his team. 7
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Negative review samples:
• Greg has a sporadic bout of attitude problems
which affect his coworkers.
• Ken is normally a very affable guy, but under
times of pressure, he succumbs to it and
needs to work on his choice of language and
volume level of his voice.
• When the pressure is on and there is a choice
to blink or not, Jack too frequently blinks.
• Mary is a good manager, but her mood
changes too often for people to keep track of.
• Jennifer is an asset in many ways, but her
attitude needs to be kept in check.
• Periodically, Holly has an attitude shift
which can have a negative effect on the team.
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2. Attendance Performance Review Samples
You can’t perform if you don’t
show up! Attendance and
punctuality performance review
phrases discuss both an
employee’s ability to keep to his
work schedule, but also his
overall attendance. Is he
frequently late to work? Does he
take long breaks? Is his lunch
hour really two hours?
Attendance employee evaluation
samples, such as the ones below,
focus on these attendance issues.
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Ranking standard:
EXCELLENT: FREQUENTLY EXCEEDS EXPECTATIONS
• Can be counted on to give 110 percent under all circumstances
• Keeps his commitments and works with fellow employees to help them
keep theirs
• Automatically works extra hours if that’s what it takes to get the job done
right
FULLY COMPETENT: MEETS EXPECTATIONS
• Can be counted upon for steady performance
• Demonstrates consistently solid performance in all aspects of her work
• Handles projects conscientiously from start to finish
UNSATISFACTORY: CONSISTENTLY FAILS TO MEET
EXPECTATIONS
• Disappoints employees who depend on her
• Makes promises that he doesn’t keep
• Guarantees that deadlines will be met, but consistently misses them 10

• Jim attends every days to deal
with responsibilities
• We can rely on Heather. He has
no problems with attendance
• Bill always makes sure that his
employees take part in their lunch
schedules and breaks.
• Kevin complies with company
standards for attendance and
punctuality.
• Julia begins each day after she
refreshes it and ready to face with
any challenges
• Holly gives thoughtful care to
others when scheduling time off.
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• John frequently leads meetings over the
time limited. Bill should finish his
meetings on time to improve this
• John always takes breaks longer than he is
allowed
• John receives too many personal phone
calls during the day
• John used personal days more than he is
allowed and was frequently attend here
when needed
• John does not prompt to work, even though
she is warned many times, she does not
comply with the attendance policy
• John is frequently late for work during the
winter months and give out unsatisfactory
reasons into his schedule
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3.Communication Employee
Evaluation Samples
How key is communication in the
workforce today! Many employers
have moved to hiring a lot of virtual
employees and keeping open
communications is a crucial part of
one’s job performance. In the
communication performance
appraisal section of the employee
evaluation, look for examples of how
an employee communicates with
their teammates and clients.
Communication performance review
comments discuss how well an
employee communicates and how
effective his communications are. 13
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Excellent: frequently exceeds expectations
• Has very readable writing
• Hits the perfect level of detail
• Writes to the point, rather than around it
• Has raised the writing in her department to a new level
• Sets the standard for excellent business writing
• Carefully crafts all his writing
• Is always well organized with her written work
• Selects the appropriate writing style for different readers and
situations
• Holds the interest of others in his writing
• Is a clear and articulate communicator
• Has an outstanding vocabulary, but never overdoes it
• Generates a great deal of interest whenever she speaks
• Communicates easily with everyone
• Effectively reads subtle cues and body language 14

Marginal: occasionally fails to
meet expectations
• Uses a writing style that can be difficult to
understand
• Hasn’t shown interest in becoming a better
writer
• Procrastinates on projects that involve
writing
• Sends e-mail messages that are unclear
• Writes too much on every project
• Has writing that lacks adequate detail and
specificity
• Doesn’t listen carefully enough, and
communication suffers as a result
• Provides too much detail
• Doesn’t provide enough detail
• Uses e-mail style for formal written
business communications
• Needs to listen more and talk less 15
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Unsatisfactory: consistently fails to meet expectations
• Writes with numerous grammatical errors and typos
• Takes a long time to get to the point
• Ignores punctuation
• Is a grammatical nightmare
• Tends to ramble
• Tends to mumble
• Uses inappropriate terms and expressions
• Is insensitive to others in her comments
• Is unaware of messages that his body language is sending
• Produces work that always needs significant editing
• Often uses the wrong words
• Rushes when writing, and it shows
• Doesn’t pay attention to the cues and body language of others
• Doesn’t listen
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• David keeps managers and coworkers
informed of his work progress.
• Barry reports necessary information to
his coworkers.
• Allison is excellent at keeping written
information about her assignments and
projects.
• One of Jim’s strengths is his use of
candor and effective communication
with his employees.
• One of Jane’s core strengths is her
ability to immediately connect with
someone.
• Brenda is very competent
communicator.
• Tom clearly communicates with his
employees and they understand his
expectations. 17
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• Tim continually attempts to withhold information
from team members.
• Peter has proved to be an ineffective communicator.
• Jim does not effectively communicate – both written
and verbal communication must be improved.
• Tony does not adequately share information as
required in his role. He has a tendency to keep things
close to the vest.
• Jim’s ability to explain complex topics is insufficient
due to his unwillingness to share information with
others.
• Jack needs to share department and corporate goals in
a more timely and complete manner. Jack’s employees
do not understand what the company is doing.
• Lyle does not articulate his position very well during
meetings.
• George’s position requires him to have sufficient
technical skills, however, he does not speak up during
technical meetings to discuss potential solutions.
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4.Cooperation
Performance Appraisal
How well does the employee
cooperate with fellow team members,
managers, and customers? What kind
of attitude does he show?
Cooperation employee evaluation
statements delve into the details of
how well the employee gets along
with others. These sample
cooperation performance review
phrases examine how the employee
exceeds or meets cooperation
expectations and for those employees
who are Negative review for
cooperation.
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• Frank can be counted on to carry out
assignments with careful follow-
through and follow-up.
• George helps form alliance between
his staff members to foster a team first
environment.
• Randy excels at any project he is
involved with as he can form effective
teams.
• Whenever we have a difficult situation,
we know we can bring Ryan into it as he
can bring disparate groups of people
together.
• Julia is willing to do whatever it takes
to get the job done – even perform tasks
or jobs that are not her own. 20

• David has been known to enter into a
shouting match with fellow employees.
• Jeanne is often the last to offer
assistance or help out in times of need.
This feeling is common among
Jeanne’s coworkers and management
team.
• John takes on new tasks with ease,
but when it comes time to
communicate with other team
members and train them on these tasks,
John does not perform very well.
• Jennifer is too cautious – she is afraid
of confrontation so she does not step
out to assist when it’s necessary.
21
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5. Creativity and Innovation Performance
Many jobs afford some level of creativity
for employees to express themselves.
The creativity performance review
paragraphs focus on how employees use
this latitude in their job performance.
Innovation is a key attribute for many
jobs and the performance review phrases
really explore how well an employee
innovates in his job.
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Excellent: frequently exceeds
expectations
• Productively integrates people,
processes, and systems that
seemingly don’t go together at all
• Takes concepts that are cast in stone
and then shatters, reshapes, or
redefines them to generate more
productive ideas and solutions
• Excludes seemingly essential
components to open the door to a
wider range of creative solutions
• Is open to totally different ideas,
assumptions, and strategies
• Isn’t afraid to make mistakes
• Doesn’t give up in the face of
doubtful comments by others who
observe her unorthodox style 23
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Marginal: occasionally fails to meet expectations
• Avoids yesterday’s problem-solving strategies
• Enjoys working on projects that require creative thinking and
solutions
• Has attended training sessions that focus on creative thinking and
problem solving
• Uses his excellent observational skills to find overlooked pieces of
data that can open up entirely new ways to solve problems
• Has an unconventional problem-solving style that yields better-than-
conventional results
• Is always looking for new and productive ways to use everyday items
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Unsatisfactory: consistently fails
to meet expectations
• Is far more comfortable thinking
inside the box
• Rarely challenges assumptions
• Is unwilling to change her thinking
style, regardless of recent questionable
decisions
• Refuses to attend programs that focus
on creative thinking
• Only takes on projects that can be
handled with very conventional
thinking
• Avoids projects that call for creative
thinking
• Regards the concept of thinking
outside the box as a fad 25
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• Emma’s ability to change direction when
required is an asset to the team.
• Tom is an innovator at heart – his skill at
inspiring new ideas is an asset to our team.
• Jim has an imaginative personality and is
very resourceful in times of need.
• Bill adds an artistic flair to everything he
produces which makes his projects much
more fun than most.
• Tim thinks outside the box when crafting
solutions.
• Greg demonstrates a key ability to craft
creative solutions to problems.
• Holly shows ingenuity when facing
difficult situations. 26

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• Jean does care about the creative side of her
team and always ignores the innovate
employees reporting to her
• Rachel does not encourage her team to make
solutions creatively
• Frank has seemed to be a rigid manager, but if
he thought in a more flexible way, it would do
him well
• Eve is unwilling to work issues outside of her
skill set any more. This her troubleshooting
ability and her career development
• Henry does not usually innovate. If he does, it
is reluctant
• Trent can not make new ideals
• Wendy is not flexible to create new ideals when
we need

6. Customer Service
Performance Review
Samples
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Everyone has a customer. If you
have a job, you have a customer.
Customer Service is a key attribute
in every job – especially so in
customer facing jobs. Customer
service evaluations can be difficult
as you may have to get creative
with your performance evaluation
phrasing, but the samples below
really highlight how to write about
customer service on the employee
appraisal.
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• Works very well with clients as well as
all staff members
• Has a very warm rapport with everyone
she comes in contact with
• Follows up with clients to ensure no one
feels forgotten or lost in the process
• Clearly enjoys the “people” aspect of his
position
• Consistently answers the phone with a
smile and a friendly hello
• Readily admits when she doesn’t know
the answer to a particular query
• Outlines the steps that she will take to
resolve a problem
• Receives ongoing positive feedback from
clients—both verbally and in writing

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• Receives ongoing substandard customer
satisfaction scores
• Does not manage customer expectations by
explaining reasons for delays
• Has difficulty saying no or tactfully telling
customers that they must wait their turn
• Refers too many customer queries to
management for final resolution
• Has received numerous customer complaints
for failing to follow up as promised
• Cannot yet demonstrate sufficient knowledge
of company products
• Misses opportunities for cross-selling and
overcoming initial objections
• Is unwilling to adapt his tone and personality
to fit a particular caller’s style

7.Performance appraisal
phrases – critical thinking
Critical thinking means making
reasonable judgment based on actual
details and your thinking process. It
is more about “thinking about
thinking” rather than “thinking about
solution”. In critical thinking, you
make judgment whether something
is true, false or either or neither.
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Ranking standard
A person having critical thinking skill
shall have ability to:
• Understand problems and know how
to address those problems in an
appropriate manner.
• Understand the importance of the
problem and know which problem
should be dealt with first
• Collect relevant information to
resolve the problem.
• Understand implied meanings and
values of the problem or problem
solving method.
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• Before submitting a solution, John
always thinks it over.
• John equips himself analytical and
critical-thinking skills and he can
uses them to deal with problems.
• In order to find out the most
suitable solution for a problem, John
considered carefully various sides of
a situation.
• John always has a quick answer
for any issue. He always brings out
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• John always seems to be hurried and
does not think twice when making
decision.
• John never cares about the situations
that can be happened when he makes
decision.
• John does not consider the possible
situations when making decision.
• John never thinks any problem twice
and he is too hurried to carry out his
decision.
• John never finds out the most
suitable solution to the issue. His
ideas are not outstanding.
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8.Performance review phrases
for decision making
35
Decision making skill is crucial to a
person in relation to their ability of
self- managing. Decision making skill
relates very closely to one’s ability to
take responsible for what he/she is
doing in his/her life. It is the most
important skill that a leader should
have. A person with good decision-
making skill will be able to set goal
and know the way to keep their goal
on the track. They are confident in
their approach to make sound
decisions. So, what are the
descriptions of such a person with
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• Be able to make sound fact-based
judgments;
• Be able to work out multiple alternative
solutions and determined the most
suitable one;
• Be objective in considering a fact or
situation;
• Be firm to not let the individual
emotion and feeling affect on the made
decision;
• Be decisive in hard case scenario and
times;
• Be supportive and encourage others to
work well with him/her.
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• Apply complex and impractical
approaches in solving problems;
• Fail to make a short-list of
solutions recommended by direct
units;
• Be paralyzed and confused when
facing tight deadlines to make
decisions;
• Make too much complaint on the
content of the job;
• Tend to apply a single and rush
decision-making approach;
• Avoid conflicts at work in relation
to decision making process.
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9. Ethics Employee
Evaluation Samples
Ethics may not seem like a difficult
topic, but many managers struggle
to come up with the right words to
use on the performance review.
Ethics is an area it is often difficult
to review for, but using these ethics
performance review phrases, you
should be able to find the right
words to express to your employee
– whether they score high for ethics,
or find themselves ethically
challenged.
38
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• Bob is one of the most morally
sound employees I have ever met.
His firm stand on principles is to be
commended.
• Bill follows all company policies
and sticks by the letter of the rules
and the intent of the rules.
• Bryan is not only trustworthy, but
has high ideals for how he wants
those around him to behave.
• John is very good at
understanding his fiduciary
responsibility to the company.
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• On occasion, Paula has made
misleading statements that have
needed to be corrected.
• Ethics in business dealings
internationally must be carefully
considered and Bill is often too loose
with managing his employees in this
area.
• We’ve had some accusations from
customers that Bill has lied in certain
dealings and this is a trend that cannot
continue.
• Though George meets the letter of
the law as far as our ethics policy is
concerned, he frequently doesn’t meet
the intent of the law.
40
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10. Interpersonal Skills Performance Review Phrases
Interpersonal skill is your ability to
communicate and work well with
surrounding people and work under a lot
of pressure. Many employers consider
this is the most important soft skill that
an employee should have. As a result, it
position in a performance appraisal is
very crucial. This section shall provide
employer with appraisal phases for
evaluating interpersonal skills.
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• Greg can get into conversation with
anybody. He can relate to people around
him very well
• Harry can connect with anyone he want
• Peter is nice and gentle. He relates with
others very well
• In a inconvenient environment, Ryan is able
to connect with people and encourage them
to do a great job. This is the reason why we
appreciate him
• Jim has good relationships with others and
they always speak highly of him
• Mary is highly appreciated by coworkers
because she is positive and willing to listen
• Jack makes people feel comfortable when
they are around him. He is very important
to our team for his natural ability
• Bill improves himself and works well with
coworkers

• Julie directs fast but has bad attitude with
her feedback
• Ryan has given up a wake of bad
relationships in his career path.
• Paula seems to be shy when she’s around
others and does not take care good
relations with her co-workers
• Tim can not tell “ friend ” from “
coworker ”. He only care about
friendships and not build good working
relationships
• Fred should keep on cultivating good
relationships with others around him
• Greg has related with his coworkers not
well
• Tim does not understand that having
good working relationships with others
in a team is very important 43

11.Leadership Performance
Appraisal Phrases
Performance Review Phrases on
Leadership Skill can be very
diversified as leadership is a core
quality of a manager which may
be the main subject of certain
performance review processes.
One having leadership skill is
not necessarily a manager. Such
a person can be an employee as
well and in such cases, he/she
shall be a great asset to the
organization.
44
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• Has outstanding team-building skills
• Builds a team-oriented attitude among all her employees
• Has taken a marginally functional department and converted it into a
highly productive team
• Uses specific exercises to further strengthen his team
• Manages a department that is well known for its high level of
teamwork
• Has an extraordinary ability to turn a group into a team
• Pulls employees together into a cooperative, supportive, and highly
successful team
• Creates a team-oriented environment
45

meet expectations
• Recognizes and rewards team-
oriented behaviors and actions
• Consistently emphasizes the
importance of teamwork in the
department and company at large
• Is highly effective in bonding
employees together
• Is a solid team player
• Builds highly productive teams
• Generates positive measurable
outcomes as a result of teamwork
• Sets consistently high
expectations regarding teamwork
among her employees
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• Engaged in behaviors that turned a successful team into several
splintered factions
• Provides no recognition or rewards for teamwork
• Stays physically removed from his employees
• Never works with the group as a whole
• Communicates to the group primarily through reprimands
• Makes no effort to be part of the team
• Focuses on her own needs, rather than on the needs of the team
• Interrupts team meetings with comments and behaviors that are far off
topic
47

48
• Organize, give direction, guidance and
feedback to the subordinates/colleagues;
• Maintain an open communication
among employees;
• Encourage the employees to take
responsibility for their performance;
• Distribute the resource in appropriate
manner depending on the priority of
assignments;
• Establish a corporate culture of
reliability and caring;
• Envision the employees of the action
plan;
• Gain the employee’s respects;
• Be responsible for his/her own staffs;

49
• Exaggerate the seriousness of a
problem;
• Make the employees confused
by different directions/guidance;
• Disregard the policies of the
company and tend to work by
himself;
• Rarely prepare to participate in
discussion or meetings;
• Rarely show appreciation for a
good-performance;
• Do not rely on his/her leadership
instincts to manage others.
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12.Problem Solving Skills Employee Evaluation Examples
Problem Solving is a highly
intellectual-mental process and is
considered the most complex skill
the each person should have. It is
a cognitive process involving
modeling the problem and
combining various skills in
dealing with a certain situation.
Problem Solving is a fundamental
skill of management and
leadership in addition to decision
making ability. While decision
making is more personal in
nature, problem solving may be
improved and trained.
50

• Uses an arsenal of creative strategies to productively solve a wide
range of problems
• Consistently generates outstanding solutions to the most demanding
problems
• Focuses on solving problems, not on symptoms
• Has powerful analytical skills that she applies to every stage of the
problem-solving process
• Establishes workable, prioritized, and highly effective problem-
solving plans for each problem, instead of instantly jumping in and
trying to solve them all
• Varies his problem-solving style to meet the nature and demands of
the problem itself
• Approaches all problems with confidence and the expectation that she
will generate solid and innovative solutions
• Actively seeks out problems that require the most creative thinking
51

meet expectations
• Defines and understands problems
before attempting to solve them
• Is a tenacious problem solver
• Has a broad range of problem-
solving skills that he applies
effectively to all problems and
problem situations
• Is confident in her creative methods
and unafraid to take a stand
• Creatively works his way around,
over, under, or through obstacles in
the problem-solving process
• Solves problems before they become
crises
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• Employs problem-solving techniques that end up generating even
more problems
• Creates more problems than he solves
• Overlooks or underestimates problems until they’ve become major
issues
• Analyzes minor issues and lets larger problems fester and grow
• Decides on the solution to a problem before starting her analysis
• Comes up with solutions that are incorrect, insufficient, and invalid
53

• John is very good at analyzing
any situation and works out a
solution to such situation.
• John always defines a problem
clearly and seeks out various
solutions.
• John always thinks twice before
making his decision.
• John keeps everyone update of
what is going on within the
company.
• John is prepared to face with
complex situations and always able
to work out suitable solutions to
offer to the managers. 54
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55
• John seems to struggle hard to
work out a solution to any difficult
matter.
• John cannot stand along facing
with any tense problem.
• John easily loses his focus when
standing in front of a complex
situation.
• John fails to provide the managers
with necessary information when a
problem arises.
• John repeats his mistakes over and
over again. He doesn’t know how to
learn from failure.

13.Teamwork Skills Performance Appraisal Phrases
Teamwork is when many people work
in a group and cooperate together to do
a job and achieve a common goal.
Cooperation means a group member
knows to joint effort with others, take
their strength to compensate for his
weakness. If there is competition
among members, there will be no
teamwork. The role of a leader in a
team is crucial to the success of
teamwork. He must orient each
member to a common goal and figure
out way to develop their abilities and
skills.
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57
• John has a high spirit of teamwork. He
readily cooperates with his team
members to get the job done.
• John is very good at encouraging other
members to do the job with the best
effort.
• John respects every team members.
• John appreciates it very much new
ideas of his team members.
• John is very active in asking for
opinion of his team members before
making a decision.
• John is reliable to his team members
and expects the same from his team
members.

• John doesn’t have a good
relationship with his team members.
He sometimes refuses to accept their
opinion.
• John may be a person of
independence. He is not suitable to
teamwork task.
• John doesn’t want to share his
information with others in relation to
the job.
• John is inactive in cooperating with
others.
58

Employee appraisal comments sample

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