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53 performance review examples to boost growth

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The importance of performance reviews

53 performance review examples, 3 tips for delivering a performance review to an underperformer, a performance review is an opportunity to foster growth.

Even the most well-intentioned criticism can be hard to hear. 

If you need to give feedback to a peer or employee, you might feel nervous. After all, you can probably empathize — most of us have been in their position. You want the person to know where they excel and how to improve, but you don’t want to come off as harsh or lose your authority. It’s a delicate balance.

When sharing professional feedback, you need to achieve that perfect equilibrium to motivate your team to continue doing their best work. Perfect your delivery by studying these 53 performance review examples.

A performance review -– also known as a performance appraisal — evaluates how well an employee is tracking toward goals and upholding the company vision and values . This formal assessment documents strengths and weaknesses , expectations for improvement , and other relevant employee feedback , like kudos for a standout performance. 

Performance reviews are essential because they provide managers (or employees assessing their peers) with a set time and structure for delivering in-depth, example-driven feedback. It’s also an opportunity for the reviewer to set metrics-based expectations so the reviewee knows how to improve for next time. 

Plus, performance reviews are an excellent opportunity to open lines of communication between peers or a manager and their direct reports. Both sides can clarify questions or concerns about performance, and the reviewer may use this time to motivate the reviewee. These types of workplace conversations build more trusting, engaged, and caring professional relationships. 

Unfortunately, typical performance reviews only inspire 14% of employees . In other words, reviewers need to step up their own performance if they want to make an impression during these meetings.

Effective performance reviews are level-headed and honest. They aren’t excuses to scold an employee for a mistake or poor performance . They make time to offer constructive criticism, praise what the team member is doing well, and provide suggested areas for improvement. 

To keep the conversation as productive as possible, study our list of performance evaluation examples that provide focused feedback and maintain an upbeat, inspiring tone that doesn’t undermine the seriousness of the commentary. 

Here are 53 employee evaluation examples for various scenarios. 

Communication

Good workplace communication helps teams clearly express ideas and work through problems effectively. Respectful communication also fosters healthy social relationships between peers, which are essential for a positive work culture. 

When you assess a colleague on this interpersonal skill , focus on the politeness of their interactions, the coherence of how they present information, and their ability to listen to others actively .

Use performance evaluation comments like the following when a colleague has done an exceptional job of clearly and respectfully communicating:

1. “I’ve noticed how clearly you communicate complex concepts to clients. I really admire this ability.” 

2. “You’re excellent at solving conflicts . Thank you for taking on this responsibility.” 

3. “Several of your teammates have told me how pleasant it is to work with you. Thank you for being such a respectful communicator.”

4. “I’ve been observing your standout negotiation skills and will continue to look for opportunities for you to use them.”

5. “I’d like to congratulate you on your clear and easy-to-follow presentations. Would you consider giving a workshop for your teammates?”

Improvement suggestions 

Poor communication leads to confusion and fraught interactions. Plus, muddled instructions or explanations can cause project errors, and negative delivery can harm team and stakeholder relationships . It’s important for each team member to have this skill.

Here’s how to cite communication that needs improving: 

6. “I’ve noticed that you sometimes miss part of an explanation. I have helpful materials on active listening I recommend taking a look at.” 

7. “Clients have noted that your explanations are difficult to understand. You have a strong grasp of complex concepts, but let’s work together on ways to break them down for an unfamiliar audience.”

8. “I’d appreciate it if you could communicate when there’s an issue on a project or you have a question. I’ve seen delays and errors due to a lack of updates.”

9. “Some of your emails to clients have had spelling and grammar errors. Could you make an extra effort to check your work so that we keep our company communication as polished as possible?” 

10. “Your teammates have cited rude interactions with you. We must keep communication respectful. Is something going on that’s causing you frustration or prompting these interactions?”

Innovation and creativity 

Innovative solutions and creativity allow organizations to generate new products and services, build a more resonant brand image, and connect successfully with their target audience. When giving a performance review, provide positive feedback on how the person contributes to the team or company’s growth. 

Teammates who offer fresh ideas for projects or ways to improve company processes to boost efficiency deserve a proverbial pat on the back. Here are five performance appraisal examples that show how to give it:

11. “Last quarter, you saved our team 50 hours of administrative work with your solution for streamlining databases. Thank you for this invaluable idea.”

12. “The marketing campaign you created to target younger audiences has been one of our most successful. Everyone on our team has something to learn from you.” 

13. “You’ve been integral to launching one of the most innovative apps on the market. You should be proud of yourself. You’re helping a lot of end users.” 

14. “I admire the way you creatively approach complex problems . You resolved a tricky supply chain issue that kept our deliveries on track.”

15. “You deeply understand the brand image and voice. All of your marketing copy and designs represent us well.”

Improvement suggestions

Team members in creativity- and innovation-driven roles may stagnate. Your organization might have a performance review template you can follow to zero on in how to improve in these areas. You can also use the following feedback pieces to push them in the right direction:

16. "You’re one of our most valued graphic designers. However, I’ve noticed that your recent designs have been similar. Let’s talk about ways to innovate.”

17. “Since you’re in a leadership role, I would like it if you took more initiative to offer creative solutions to problems . I have some reading to guide you.” 

18. “I’ve noticed that your copy lacks that fresh voice we admire. Have you also tracked this change, and what solutions do you have to liven up the writing?”

19. “You’ve offered some of the most innovative development ideas our company’s seen. But you’ve been quiet in brainstorming sessions lately. Let’s talk about what may be going on.”

20. “Your latest product innovation had flaws resulting from rushed work and a lack of attention to detail. Does that resonate?”

Everyone can be a leader — regardless of their rank at an organization. Team members set examples for their peers, and managers guide reports toward success. Whether you’re giving a performance review for a veteran or an entry-level employee, address their leadership skills where you can. 

When an employee exceeds expectations by mentoring others, taking charge of problems, and upholding organizational values , recognize their outstanding work with phrases like the following:

21. “Your positive attitude , willingness to take on more responsibility, and ability to explain concepts to your peers makes you an example to all.”

22. “I appreciate your advances in developing better leadership skills, like clear communication and excellent negotiation tactics. Kudos.” 

23. “I know you started here recently, but many people already look up to you. You take initiative, aren’t afraid to share ideas, and treat your peers respectfully.” 

24. “Since you’ve become a project manager, the development team consistently delivers quality outputs on time. You’re doing a great job guiding the group.” 

25. “When there was a conflict with a client last month, you stepped in to manage it. You have the makings of a great leader.”

If an employee like a project manager or team lead isn’t mentoring others as well as they could, a performance review is the perfect moment to tackle the issue. And if you have a stellar employee who isn’t showing the leadership and initiative required to earn them a promotion, they might need some encouragement to strengthen these skills. Use the following examples as a guide for wording your feedback:

26. “You’ve consistently been an excellent leader, but teammates have reported a lack of mentorship on recent projects, leading to confusion and poor results. What can we do to improve the clarity of your communication and guidance?”

27. “I’ve noticed that you’re stepping back from public speaking opportunities. You’re a strong leader already, but giving talks is an inevitable part of your role. Here’s information on a speaking course I took that could help.”

28. “Some of your teammates have said you’re difficult to approach with a problem. Let’s work to improve your communication skills to make others comfortable asking you for help.” 

29. “Your communication and mentorship skills are unmatched, but you still have to improve your time management skills. Several projects have run late, impacting client deliveries.” 

30. “You form excellent social relationships with your team, but you may be getting too close. I’m concerned you could lose your authority if you continue to act more like a peer than a mentor.” 

Collaboration and teamwork

Teams must work well together — it’s synergy that allows them to accomplish more than they’d be able to alone. Collaboration drives better organizational results and fosters a communicative, innovative work environment. Here’s how to tackle this topic in a performance appraisal.

Certain team members go above and beyond to help peers, manage conflicts, and share their knowledge. Reward them with statements like the following: 

31. “You’re an excellent resource for new team members. Thank you for being willing to share what you know.” 

32. “Your ability to adapt when obstacles arise and encourage your teammates to do the same has saved us from late deliveries several times. Congratulations, and thank you.”

33. “You didn’t have to navigate that conflict between your peers last week, but you stepped up. I think everyone in your group learned something from you that day.” 

34. “I know you’d like to be doing more on projects, but I appreciate that you’re splitting the work with newer teammates so they can learn. Exciting opportunities are coming your way soon.” 

35. “Your team traditionally had trouble working together. Thank you for identifying their strengths and guiding them as a leader to use them in harmony.” 

Employees resisting participation in a team or creating conflicts must change behaviors to help their peers thrive. Here are a few ways to suggest improvements: 

36. “I’ve noticed that you’ve been canceling team meetings and avoiding social events. Let’s talk about what’s going on.” 

37. “It’s great to challenge your peers' ideas, but I’ve repeatedly observed you push contrary thoughts when the rest of the team has reached a consensus. This can hold up projects, so I’d like to ask you to be more flexible.” 

38. “I know you’ve been very busy, but could you take more time to share your skills with others? There are new team members who could learn from you.” 

39. “You’re sometimes quick to nix others’ ideas. Try listening to their suggestions with a more open mind to be a better team player.” 

40. “You’re an involved leader, and that’s an excellent trait. But sometimes, you get too close to a project, and your guidance borders on micromanaging . I’d encourage you to try taking a step back when the team is working well together.”

Work ethic and organization

Punctuality, time management , and planning keep work flowing. In performance reviews, ensure all team members understand how their work ethics contribute to overall success.  

Show your appreciation to those employees who keep administrative tasks running smoothly. Here are some examples:

41. “Thank you for changing our customer relationship management system. Now everyone can access data more easily, and it’s improved our workflow.” 

42. “Your persistence in implementing the Agile project management framework has paid off. We’re delivering better, more timely products to clients.”

43. “You’re never late and sometimes even early. I appreciate your dedication to punctuality. It helps meetings run on time, and the day gets off to a strong start.”

44. “You always answer clients’ emails promptly. Thank you for your dedication to excellent customer service.” 

45. “As a project manager, you do a great job resolving teammate’s blockers efficiently. This allows them to perform tasks confidently and keeps projects on track.” 

Improvement suggestion

Employees who consistently arrive late or have trouble organizing tasks and following company processes negatively impact others’ ability to work well — not to mention their own. Here are constructive employee review examples for those cases: 

46. “You’re often tardy to meetings, which causes your teammates and clients to wait. This can be frustrating for stakeholders. I’d like to share some tips for time management.” 

47. “I’ve noticed you consistently turn in work late. I’m concerned you may have too much on your plate. Let’s assess your workload.”

48. “Client emails are falling through the cracks, making us look like we don’t care. Here’s a system I use to ensure I respond to every email quickly.”  

49. “I understand the new customer relationship management system is tricky, but we need everyone to get on board. Would it be helpful if I set up an additional training session to walk you through the software?”

50. “You didn’t meet your goals this quarter, so I’m modifying them for the upcoming one. Please let me know if you need tools, skills, or support to make achieving these goals possible.”

Performance review summary examples

Wrap up your review by revisiting what the employee has done well and highlighting the improvements they should make. Here are three examples you can model your performance review summary on:

51. “You’ve improved your communication and public speaking skills this quarter, making you a stronger leader. But you can still work on your task and time management skills by implementing better organizational practices.” 

52. “Your first few months at the company have been a success. You’ve learned to use our tools and processes, and your teammates enjoy working with you. Next quarter, I’d like you to take more initiative in brainstorming sessions.” 

53. “You’re a long-time valued employee, and you have a unique talent as a graphic designer. Your social media campaign last quarter was top-notch, but others have been stagnant. I know you can tap into your talents and do more innovative work.”

You’re a compassionate leader and never want to hurt anyone’s feelings. But in a performance review , you may have to deliver tricky constructive criticism . You’re giving this feedback with the best intentions, but doing so might make the other person defensive. Keep the conversation productive and focus on framing improvement as a positive with these three tips:

• Start and end on a high note: Open the conversation with what the employee has done well and circle back to this point after giving criticism. This will remind the employee of their value. 
• Use metrics: Don’t run a performance review on “gut feelings.” Quantifiable metrics and clear feedback allow you to identify areas of improvement. You must demonstrate specific examples and measurable figures to back up your claims. Otherwise, your criticism can seem unfounded. 
• Offer suggestions: An employee may not know how to interpret feedback and translate it into action items. And they might have some concluding performance review questions about how to improve. Offer help and a professional development plan so the person feels inspired, capable, and supported in making the changes you suggest.

Many fear receiving and giving sub-optimal feedback. However, in performance reviews, colleagues inevitably highlight negative aspects of a person’s work.

But if you establish a healthy balance between recognizing an employee’s strengths and offering constructive feedback for improvement (like in our performance review examples), these sessions turn into growth opportunities. Your colleagues take on new challenges, acquire better skills, and become more understanding teammates thanks to criticism.

And guess what? The next performance review will be less nerve-wracking for everyone involved.

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Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

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120 Self-Performance Review Examples (Copy and Paste)

Chris Drew (PhD)

Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

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A self-performance review is a process where employees assess their own performance related to their job roles and responsibilities (Boud & Falchikov, 2010). 

I’m going to prevent a wide range of examples of self-performance reviews you can copy and paste, edit, and personalize below. But first, here are some quick pieces of advice on writing your self-performance review:

• First, keep a record. Consistently keep a record of your achievements, challenges, and learning experiences . This will make the self-review painless. But if you haven’t done that, start now by writing down as many achievements, learning experiences, and challenges that you can brainstorm!
• Second, use evidence. You should support your statements with explicit examples of your accomplishments and challenges. Providing clear examples aids in giving a comprehensive view of your performance and brings credibility to your review (Fitzpatrick, 2013).
• Third, align your contributions with the organization’s objectives. Illustrate how your work has contributed to the company’s goals. This binds your performance to the larger strategic focus of the organization, acknowledging that your role plays an integral part in the team/company’s progress (Smithers & Walker, 2015).
• Finally, be realistic and self-critical (but not excessively). In plain terms, ensure that your self-appraisal is balanced by acknowledging both your strengths and areas for improvement. Constructive criticism prompts personal growth and depicts you as someone who is open to self-importance (Dahling & Whitaker, 2016).

Below is a list of strengths and weaknesses you could copy-and-paste for your own self-performance review. Build on these, by including evidence supporting your points, and aligning them with your organization’s objectives. Include both strengths and weaknesses.

Self-Performance Review Examples

Strengths for a self-performance review.

• Exceptional Communicator: Demonstrates excellent oral and written communication skills .
• Conflict Manager: Excels in conflict resolution, helping to maintain a positive work atmosphere.
• Time Manager: Prioritizes tasks effectively and manages time efficiently .
• Eye for Detail: Has a keen eye for detail showing a consistently high commitment to quality.
• Technical Pro: Demonstrates advanced technical proficiency relevant to job role.
• Problem Solver: Shows great expertise in innovative problem-solving .
• Able Multitasker: Has a strong ability to multitask effectively even under pressure.
• Sales Achiever: Has a record of consistently meeting or exceeding sales targets.
• Customer Service Star: Demonstrates exceptional customer service skills.
• Responsiveness: Known for providing timely, constructive responses.
• High Performer: Continually seeks ways to improve and deliver high performance.
• Agile Learner: Able to quickly learn and adapt to new situations and challenges.
• Team Player: Collaborates effectively with teams and supports colleagues.
• Dependability : Exhibits reliability and always meets deadlines.
• Initiative Taker: Proactively takes on responsibilities and challenges.
• Diverse Skills: Shows proficiency in various different skills relevant to the work.
• Caring Leader: Provides empathetic and effective leadership to the team.
• Self-Starter: Takes initiative without needing direction.
• Organisational Expert: Exhibits excellent organisational skills.
• Influencer: Has a strong ability to persuade and influence others.
• Committed: Shows high level of dedication to job role.
• Ethical: Demonstrates strong ethical behaviour and integrity.
• Creative Thinker : Provides unique solutions by thinking outside the box.
• Analytic Mind: Exhibits strong analytical and strategic thinking skills .
• Goal Getter: Shows high drive in setting and achieving goals.
• Calm: Stays composed and calm under pressure.
• Decision Maker: Makes quick and effective decisions.
• Versatility: Adapts well to new roles and tasks.
• Strategic Planner: Excels in laying out effective strategies to achieve objectives.
• Constructive Critic: Gives well thought-out, constructive criticism .
• Enthusiastic: Brings high levels of energy and enthusiasm to their role.
• Resourceful: Makes effective and efficient use of available resources.
• Mentally Agile: Is quick to understand new ideas and concepts.
• Culturally Aware: Displays consideration and awareness of diverse cultural norms .
• Empathetic: Understands and shares the feelings of others.
• Respectful: Shows respect for others and their ideas.
• Financial Acumen: Demonstrates strong understanding of financial concepts.
• Project Management: Able to manage projects effectively from start to finish.
• Presentation Skills: Can present information accurately and clearly.
• Skilled Negotiator: Possesses strong negotiation skills.
• Compliance Expert: Understands and adheres to necessary regulations.
• Tech Savvy: Comfortable working with varying types of technology.
• Constructive Feedback: Provides clear, specific feedback to improve performance.
• Risk Management: Identifies and manages potential risks effectively.
• Resource Allocator: Makes effective decisions about resource distribution.
• Proactiveness: Anticipates needs and takes action.
• Patience: Shows patience in dealing with complex situations or problems.
• Resilience: Exhibits the ability to bounce back from adversity.
• Delegation : Capable of assigning tasks to the right people.
• Focus: Sustains attention on tasks in spite of distractions.
• Transparency : Communicates openly and honestly.
• Meeting Facilitation: Leads and manages meetings effectively.
• Motivated: Exhibits a high level of self-motivation and drive.
• Collaboration: Works well with others to achieve common goals.
• Discipline: Demonstrates self-restraint and an ability to work diligently.
• Humility: Accepts shortcomings and works towards self-improvement .
• Mentorship : Guides and supports the growth of others.
• Commitment: Exhibits strong commitment to tasks or projects.
• Problem Recognition: Able to identify problems quickly and effectively.
• Punctuality: Always on time and ready to work.

Weaknesses for a Self-Performance Review

• Presentation Nerves: Struggles to present information clearly and confidently.
• Negative Outlook: Often expresses a cynical or negative outlook in team meetings.
• Trouble Delegating: Struggles with delegating tasks appropriately to team members.
• Poor Time Management: Often misses deadlines due to inadequate time management.
• Attachment to Routine: Has difficulty adapting to changes in methods and practices.
• Limited Technical Skills : Struggles with some technical aspects of the job.
• Lack of Assertiveness : Doesn’t express viewpoints or ideas strongly enough.
• Impatient: Struggles with patience in waiting for results or responses.
• Disorganization: Has trouble keeping areas, tasks, or projects organized.
• Trouble with Constructive Criticism: Finds it hard to take or give constructive feedback.
• Ineffective Communication: Struggles with clear and effective communication.
• Inconsistency: Performance is inconsistent, fluctuating between high and low.
• Poor Prioritization : Fails to prioritize well, often focusing on less important tasks first.
• Difficulty Resolving Conflict: Struggles when dealing with conflict situations.
• Tardiness: Often late and lacking punctuality.
• Lack of Commitment: Shows low levels of commitment to tasks or projects.
• Struggles with Work-Life Balance: Tends to overwork, resulting in burnout.
• Poor Leadership Skills: Struggles to lead a team or project effectively.
• Inefficient Resource Management: Has issues managing and allocating resources.
• Neglects Health: Doesn’t prioritize personal health, affecting performance.
• Difficulty Saying No: Struggles with setting boundaries and saying no.
• Slow to Adapt: Has trouble adapting to new technologies or methods.
• Procrastinator: Tends to put off tasks until the last minute.
• Overthinker: Given to overthinking, which impedes decisiveness and efficiency.
• Lacks Creativity: Struggles with creative thinking and problem-solving.
• Avoids Risks: Is overly risk-averse and consequently misses opportunities.
• Inflexible: Shows little flexibility in plans or ideas.
• Impulsive: Makes decisions or takes action too hastily.
• Difficulty Accepting Help: Hesitates to accept or ask for help.
• Shy: Struggles to voice ideas or concerns in groups or meetings.
• Overconfident: Overestimates abilities leading to failure or errors.
• Difficulty Following Instructions: Often misunderstands or fails to follow directions.
• Overdependence on Tools: Overly reliant on tools or software.
• Difficulty with Collaboration: Struggles to work effectively in a team.
• Low Motivation: Lacks self-motivation or enthusiasm at times.
• Lack of Empathy: Finds it hard to understand or appreciate colleagues’ perspectives.
• Misjudges Situations: Often misreads situations or people.
• Resistant to Change: Resists changes to routine or familiar procedures.
• Difficulty Setting Goals: Struggles to set clear and achievable personal goal.
• Misses Details: Tends to overlook smaller, but important details.
• Financial Mismanagement: Struggles to manage budget and financial responsibilities.
• Negative Attitude Towards Feedback: Receives feedback negatively or defensively.
• Difficulty with Multi-tasking: Struggles to handle multiple tasks simultaneously.
• Poor Networking Skills : Finds it hard to create effective professional networks.
• Lacks Initiative: Doesn’t take action unless directed or prompted.
• Difficulty in Confrontation: Avoids confrontational or difficult conversations.
• Trouble in Making Decisions: Finds it challenging to make timely and effective decisions.
• Doesn’t Meet Expectations: Consistently underperforms or fails to meet goals.
• Lack of Innovation: Struggles to come up with innovative ideas or solutions.
• Incomplete Knowledge: Has gaps in necessary job-related knowledge or skills.
• Fear of Failure: Allows fear of failure to hinder risk-taking and ambition.
• Micromanager: Tends to micromanage instead of trusting team capabilities.
• Difficulty Handling Pressure: Performance dips under high stress or pressure.
• Poor Negotiation Skills: Struggles to negotiate effectively.
• Bad Work-Life Balance: Struggles to balance work priorities and personal life.
• Difficulty Self-Reflecting: Finds it hard to analyze own performance.
• Poor Listening Skills: Fails to listen completely to colleagues or superiors.
• Inability to Prioritize: Struggles to differentiate important tasks.
• Perfectionist: Tends to get hung up on perfection, hindering progress.
• Lacks Enthusiasm: Doesn’t display enthusiasm leading to uninspired results.

Completed Examples in Various Fields

1. A Customer Service Representative Self-Review “Consistently, I’ve strived to provide excellent customer service, as evidenced by my average customer rating of 4.7/5. I have faced challenges, specifically during peak hours, managing the high volume of calls, and sometimes I have struggled to meet wait time targets during these periods. Moving forward, I will enroll in time-management courses to enhance my skills and increase efficiency.”

2. A Social Media Manager’s Self-Review “Over the course of the year, my social media campaigns have increased the company’s online following by 30%, a clear indication of my capacity to reach and engage our target audience. However, I acknowledge that my monitoring and response to customer feedback on social media platforms need improvement. To remedy this, I aim to establish more rigorous procedures for customer interaction tracking and response.”

3. A Project Manager’s Self-Review “Toward project management, I have successfully led and completed six major projects this year, under budget and by meeting all deadlines. My team management skills, however, require refinement as delegation of tasks has been a challenge. I plan to attend leadership workshops to better my team management abilities and improve project workflow.”

4. A Software Developer’s Self-Review “Focused on delivering high-quality results, I successfully developed and deployed three software applications that have streamlined operational processes within the company. There’s a need to increase my knowledge in emerging technologies, as I have sometimes struggled with new tools. I’ve set a profession goal to engage in continuous learning by enrolling in annual industry-related courses and seminars.”

5. A Sales Associate’s Self-Review “Evidently, my sales performance has improved, surpassing quotas by 15% in each quarter. However, I encountered difficulties with up-selling products to walk-in customers, and this is an area where I believe my sales approach needs to be reiterated. I plan to work closely with our sales manager and initiate shadowing sessions to learn more about up-selling techniques and incorporate them into my sales approach.”

6. An Accountant’s Self-Review “As an accountant, I’ve successfully reconciled over a hundred accounts this year while maintaining high-level accuracy. Despite these victories, I have noticed a slow-down in my productivity during peak audit periods. To tackle this issue, I will enhance my skills in using auditing software and learn new techniques for efficient audit handling.”

7. A Human Resources Manager’s Self-Review “In fulfilling my responsibilities as an HR Manager, I’ve innovatively streamlined recruitment processes that led to a 20% decrease in hiring costs. I’ve struggled, however, with timely execution of tasks during peak recruitment periods. For improvements, I aim to explore automation tools for recruitment and administer more efficient time management strategies.”

8. A Content Writer’s Self-Review “Throughout the year, I’ve successfully delivered every content task assigned to me, leading to increased web traffic and reader engagement. There were instances where I faced challenges in conducting efficient keyword research leading to longer content creation cycles. To address this, I plan to undertake a professional SEO course to enhance my keyword research skills.”

9. A Product Manager’s Self-Review “Launched two successful products to market after conducting in-depth market research and planning. However, I have experienced difficulties maintaining effective communication with the development team, leading to a couple of delayed deliverables. To improve my abilities in cross-team collaboration, I will enroll in relevant training and routine inter-department meetings.”

10. A Graphic Designer’s Self-Review “Delivered powerful and visually engaging designs that improved brand recall and online presence. Recognizing a limitation, my proficiency in using a variety of designing software has been sub-par. I intend to dedicate time to learning new design tools, which will enhance my skill set and ultimately result in diverse and dynamic designs.”

Self-performance reviews serve as a multi-functional tool that caters to various aspects of organizational development. From fostering self-awareness and communication to promoting goal alignment, this introspective process proves to be vital in encouraging overall work performance and growth. Follow the four tips from the introduction, select both strengths and weaknesses, add evidence, and personalize, and you’re on your way to a great self-evaluation !

Boud, D., & Falchikov, N. (2010). Aligning assessment with long-term learning. Assessment & Evaluation in Higher Education, 31 (4), 399-413. doi: https://doi.org/10.1080/02602930600679050  

Dahling, J., & Whitaker, B. G. (2016). When can feedback-seeking behavior result in a better performance rating? Investigating the moderating role of political skill. Human Performance, 29 (1), 73-88. doi: https://doi.org/10.1080/08959285.2016.1148037  

Fitzpatrick, J. (2013). Self-assessment processes and tools: a guide for leaders of assessors. Auckland: New Zealand Qualifications Authority.

Smithers, G. L., & Walker, D. H. T. (2015). The effect of the workplace on motivation and demotivation of construction professionals. Construction Economics and Building, 15 (4), 107-122. doi: https://doi.org/10.1080/014461900433113  

• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 25 Number Games for Kids (Free and Easy)
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 25 Word Games for Kids (Free and Easy)
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 25 Outdoor Games for Kids
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd-2/ 50 Incentives to Give to Students

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41 performance review phrases for managers, peers & yourself

Are you feeling a little lost in the wilderness of performance review season? Don't worry, we've got you covered!

Performance reviews are a crucial part of the working world, but let's be honest, they can be daunting.

However, they can't be overlooked. Highly engaged employees have an  87% lower likelihood  of leaving their positions, and getting performance reviews right plays an important role in the employee experience.

That's why we've put together this list of performance review phrases to help you navigate the maze of peer, self, and managerial performance reviews. 

We'll share a range of example phrases to use in your performance reviews, so you can give feedback that will motivate and inspire your team.

What is a performance review?

Think of your employees as plants in a garden. Just like plants need sun, water, and fertilizer to thrive, your employees need feedback, support, and recognition to grow and succeed. 

That's where performance reviews come in. 

They're your chance to nourish your employees and help them reach their full potential. 

During a performance review, you get to talk to your employees about what they're doing well, where they could improve, and how you can help them get there. 

It's not about criticising or micromanaging - it's about working together to create a healthy, happy, and productive garden. 

💡Pro tip: You don’t have to wait till review time to give and get employee feedback. The Eletive Platform allows you to keep a pulse on your employees year-round with Employee Pulse Surveys …

The Eletive platform allows HR and managers to streamline and automate the entire performance review process.

Performance review phrases for managers

Performance review phrases can help managers evaluate employees accurately and fairly. While also providing meaningful feedback that will help employees improve their work in the future.

When evaluating direct reports, it is important to use positive performance review phrases that focus on strengths rather than weaknesses. 

For example…

“You have a strong work ethic and consistently deliver results”

“You take initiative when completing tasks and often exceed expectations”. 

These types of comments will encourage employees to continue performing at a high level.

It is imperative to use constructive performance review phrases when addressing areas of improvement, as opposed to being overly critical or negative. 

Instead of saying “you need to do better at time management”, try something like… 

“Planning ahead more effectively would be a great way for you to get tasks done faster and smoother” or

“Regular attendance at team meetings could help us all stay in the loop with projects”. 

By taking this approach, clear direction can be provided while maintaining an upbeat attitude overall.

Managers should look out for specific examples where employees demonstrate key skills such as problem solving ability or creativity; they should also note instances where improvements need to be made regarding attitude towards colleagues or adherence/compliance with company policies etc. 

By using specific language throughout the entire process - both praise and criticism - managers create an environment that encourages open communication between them and their direct reports which fosters trust, leading to increased engagement levels across teams.

Positive performance review phrases for managers

“John has consistently outdone expectations, meeting deadlines ahead of schedule”

“Jane's attitude towards her job is admirable as she always goes the extra mile”

“Susan achieved all tasks assigned within budget and Joe dealt with customer complaints expeditiously”

“John shows excellent initiative when problem-solving” 

“Jane demonstrates strong organizational skills when managing projects".

Negative performance review phrases for managers

"Let's work on delegating tasks and giving team members the autonomy they need to complete their work effectively."

"I've noticed that there have been some misunderstandings lately. Let's work on improving your communication skills to ensure everyone is on the same page."

"We need to prioritize our tasks to meet our goals. Let's work together on improving your time management skills to ensure we're meeting our deadlines."

"Let's work on developing a leadership style that is more collaborative and supportive of the team, to create a more positive work environment."

"Your presentations could be clearer. Let's work on improving your public speaking skills to ensure your message is getting across effectively."

Situational examples

Corrective action.

Ella, a marketing executive, has consistently missed deadlines and has been producing low-quality work. 

She’s been given opportunity after opportunity to address this. 

But despite that Ella continues to falter. 

After discussing the issue with her, her manager decides to take corrective action to improve her performance.

Performance review phrases for this situation:

"Your performance has fallen below expectations. Let's work together to identify the reasons why and create a plan to improve."

"I have noticed that your work has not been meeting the standards we expect. Let's discuss how we can work together to address this issue."

"It is important to us that our team members meet deadlines and produce high-quality work. Let's work together to get you back on track."

Promotion or transfer

Sarah has been working as a customer service representative for two years and has consistently exceeded expectations in her role. 

She blows her colleagues out of the water. Because she cares about her customers and has taken extra care in learning about them.

That allows her to handle potential issues with ease. 

Her manager believes she is ready for a promotion or transfer to a higher-level position.

"You have consistently demonstrated a strong work ethic and exceeded expectations in your role. I believe you are ready for a new challenge."

"You have shown excellent performance in your current role and have the skills and potential to take on a more senior position."

"Your dedication and hard work have not gone unnoticed. I believe you have the potential to excel in a new role."

Eletive makes the performance review process smoother, easier and faster.

For example, you can use our 1on1 meeting templates to steer managers in the right direction. Saving hours of time, frustration and testing.

To learn more about Eletive's 1:1 and performance management features, contact sales for a quick demo.

Peer performance review phrases

Peers should also provide honest but respectful feedback on one another's performances during team presentations, meetings, etc. To get an accurate assessment from multiple perspectives within the organization. 

For instance, Wilfred could be commended for his stellar leadership in running the meeting and Violette could be acknowledged for her preparedness when giving her presentations. This type of peer evaluation helps ensure everyone has equal opportunities for success within the company culture by fostering collaboration among colleagues.

When evaluating peer performance, it’s best to focus on specific examples of behaviour rather than general statements about their overall job performance. 

Positive phrases should highlight strengths and achievements, while negative ones should point out weaknesses and areas for improvement without being overly critical or harsh. 

Positive peer performance review phrases

“Cristobal has consistently demonstrated excellent teamwork skills by helping his peers complete tasks efficiently and effectively.”

“Jill has been an invaluable asset to our team with her strong communication skills and willingness to help others succeed."

“Sam is always willing to lend a hand when needed, which has made him an integral part of the team dynamic."

Negative peer performance review phrases

"John often fails to take initiative on projects despite being given multiple opportunities."

"Jill does not demonstrate enough enthusiasm for her work which impacts the morale of the entire team." • "Sam needs to improve his communication skills as he frequently misunderstands instructions from management."

Situational Examples

Team-based work.

Bernard is part of a cross-functional team that has been working on a project for the past six months. As the project nears completion, Bernard's team members have recognised his outstanding contributions to the team's success.

His team members used the following phrases to recognize his contributions to the team:

"Bernard’s natural ability to connect with team members and build strong relationships has been essential to the team's success."

"Bernard’s creative problem-solving skills have been instrumental in overcoming the challenges we've faced as a team."

"Bernard’s attention to detail and organisation skills have helped keep the team on track and ensure we meet our deadlines."

360° performance reviews

A 360° approach helps provide a holistic view of an employee's professional performance and behaviour. However, it is essential to regard the 360-degree feedback as a complement to the performance review process, and not use it as a performance appraisal on its own..

Eletive's 360° feedback surveys contain both closed questions, where the reviewers gets to the accuracy of statements on a scale from 1-5, and open-ended questions where they can provide feedback in their own words. Integrating 360° feedback in the performance process helps increase self-awareness, encourages self-reflection from team members, and provides invaluable insights into any blind spots management may have overlooked previously that can still be acted upon. When implementing 360-degree feedback in an organisation, it's important to communicate clearly what is expected of the reviewers, and what the purpose is. Everyone needs to understand that this feedback is for the benefit of the person being reviewed, and the purpose is to help them grow and develop. Therefore the tone and content of 360° feedback scould always be helpful and constructive.

Example of performance review phrases that peers can use when in a 360 review situation:

"Tanya's creative problem-solving skills have been a game-changer for our team, and her unique perspective has led to some truly innovative solutions."

"Jake's positive attitude and infectious energy have not only lifted the morale of our team but have also inspired us to go above and beyond in our work."

"Maria's unwavering dedication to quality has resulted in some of the best work our team has produced, and her attention to detail is second to none."

Related reading: 360-degree feedback questions [with examples]

Self-performance review phrases

Self-performance review phrases can help individuals reflect on their own performances objectively by asking themselves questions such as: What have I done well? What areas could I improve on for future performances? How am I progressing towards my professional goals? 

Answering these questions honestly can lead to greater self-awareness which ultimately leads to improved job satisfaction and career development over time.

When writing self-performance review phrases, it is important to be specific about what was done well and where improvement could be made. 

Positive self-performance review phrases 

“I successfully completed all tasks assigned within the given timeframe” 

“I handled customer complaints professionally and efficiently”. 

Negative self-performance review phrases 

Constructive feedback should address any issues that need improvement such as… 

“I could have been more proactive in addressing customer concerns”

“I need to work on my communication skills when dealing with difficult customers”.

If there is a particular skill that needs developing such as public speaking then this should be noted down alongside other achievements like receiving recognition for completing projects early or exceeding sales targets month after month. 

This kind of reflection will help managers evaluate each employee's progress accurately come evaluation time.

Mid-year review

You're halfway through the year, and it's time for a mid-year review. You've had some successes and challenges, and you want to take stock of where you are and what you need to do to achieve your goals for the rest of the year.

Performance review phrases for a self-review:

"I've shown resilience and resourcefulness in tackling unexpected challenges, and have demonstrated an ability to adapt and find creative solutions."

"My strong work ethic has allowed me to consistently meet deadlines and exceed expectations, even when faced with competing priorities."

"I've taken the initiative to seek out new opportunities for professional development and growth, and have actively pursued learning opportunities outside of my comfort zone."

"I've demonstrated effective communication skills by clearly articulating my ideas and actively listening to feedback, resulting in improved collaboration and teamwork."

Performance review writing tips

Composing successful appraisals can be a daunting task, yet there are several key strategies HR administrators should remember when constructing them.

Provide specific feedback on the employee’s performance 

Avoid general statements like “you did a good job” or “you need to do better next time." Instead focus on what the employee has done well and how they could improve going forward. This will give the employee clear direction and help them understand exactly where they stand with their manager.

Use positive language when possible

Performance reviews don't have to be all negative; instead focus on highlighting areas where employees excel or have improved over time as well as areas that need further development or improvement. By emphasizing both successes and opportunities for growth it encourages employees to strive towards their goals while also giving them recognition for their achievements thus far.

Constructive criticism should always be phrased positively as well; rather than pointing out what someone has done wrong, emphasize how they could do it better next time. 

“If you plan ahead more carefully, you will be able to complete tasks faster”

“By taking extra care when preparing reports you will ensure accuracy every time”.

As a HR Manager, it is important to use performance review phrases in order to accurately measure and increase employee engagement and performance. 

By using the right words during reviews, managers can provide clear feedback on an employee's progress while also inspiring them to reach their goals. 

Additionally, self-reviews allow employees to reflect upon their own work which further contributes towards bettering themselves as well as the team or organization they are part of.

Take the guesswork out of employee performance reviews with Eletive . Our easy-to-use tools help you measure and improve engagement for better results in your organisation. Contact sales today for more information. 

FAQs in relation to performance review examples

What should i write in a performance review example.

Employee performance reviews are an important tool for measuring and increasing employee engagement and performance. When evaluating an employee, it is essential to be precise regarding their accomplishments, capabilities, shortcomings, areas needing development and overall contribution to the team or company.

For example: "James has consistently demonstrated strong communication skills in his role as Sales Manager. He regularly exceeds expectations with customer service initiatives and has been instrumental in driving sales growth over the past year."

By providing clear feedback that focuses on both successes and areas of development opportunities, managers can help employees reach their fullest potential while also encouraging them to continue striving for excellence.

How do you start a performance review essay?

A performance review essay should begin by outlining the objectives of the review, such as identifying areas for improvement and recognising accomplishments. It is essential to outline what will be expected of the individual going forward and how these criteria will be assessed.

The essay should also include an evaluation of past performance against established goals or standards, with specific examples where applicable. Finally, it should conclude with suggestions on how to improve employee engagement and productivity in the future.

How do you write a performance review statement?

A performance review statement should be an objective assessment of the employee's work. It should detail their accomplishments as well as any areas for improvement. A performance review statement should also provide clear examples to demonstrate the points being made, and offer helpful feedback on how the employee can progress. The performance review statement should always focus on tangible results and SMART goals to motivate employees towards further success.

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Blog Human Resources 21 Engaging Performance Review Examples [+ Tips From an HR Manager]

21 Engaging Performance Review Examples [+ Tips From an HR Manager]

Written by: Victoria Clarke Oct 12, 2023

Performance review season can be a daunting period for both management and employees.

One-sided conversations, mixed messages and wordy documents leave both parties feeling like they have the same, stressful conversation each time.

But if you take the right approach, quarterly or annual performance reviews are an awesome opportunity to reinforce solid habits, redirect poor traits and drive professional growth for your employees. My trick? Venngage’s free Online Performance Review Generator .

In this post, I’ll give you tips from my own experience as an HR manager to make the performance review process a lot more painless, plus human resource templates you can customize now.

Click to jump ahead :

What is a performance review?

Performance review examples and templates, performance review examples for managers, performance review examples for employees, how to write a performance review, what should a performance review assess, simple performance review examples, self performance review examples.

• Quarterly performance review examples
• Annual performance review examples

What are some common performance review phrases?

A performance review is a regulated assessment in which managers evaluate an employee’s work performance to identify their strengths and weaknesses, offer feedback and assist with goal setting.

The frequency and depth of the review process may vary by company, based on company size and goals of the evaluations. It could be annually:

Or quarterly, to name a few:

This quarterly performance review example has sections for both achievements and areas of improvement. It also has a section for core values, as this must be a key performance indicator at this company. Different companies will have different measuring sticks for success.

To conduct an effective performance review, it’s important to deliver a positive and solution-focused message. This will be less discouraging to the employee.

This performance review example  shows how you can offer constructive feedback, while also praising the employee’s efforts. The majority of the sections focus on the employees’ achievements and strengths.

Suggested areas of improvement are positioned in the middle, letting managers cushion criticism with praise.

This appraisal example shows how managers can give constructive feedback to their employees by giving them clear direction on what things to keep doing and what actions to take in future.

While Felicia did not meet her goal, her manager acknowledges that the goal was set deliberately high and that 74 percent of the goal still has significant impact.

This employee review form also points to specific positive behavior, such as self-education, teamwork and a strong work ethic.

There are also specific recommendations for improvement, such as putting together a plan to get more press mentions and scaling her experiments.

Another way to do a performance review, or kick off the process, is to use a quadrant. Both the employee and manager can plot where they think the former falls on certain key values and build out discussion points from there.

You can change “get it done/get it right” in the employee review template below to “uphold core values/contribute to company culture” for example.

Performance reviews are a crucial part of effective management, offering an opportunity to provide constructive feedback and set the stage for future growth.

To conduct a successful performance review as a manager, preparation is essential. Collect and review performance data well in advance, considering both quantitative metrics and qualitative observations.

Make sure to prioritize clear and open communication. Create a comfortable and respectful environment for the discussion, allowing the employee to share their perspective and concerns.

Offering specific examples of both strengths and areas for improvement is critical, as vague feedback can lead to misunderstandings.

Additionally, focus on setting SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals for the future, collaboratively establishing an action plan that aligns with the company’s objectives and the employee’s career aspirations.

Finally, follow up on the action plan throughout the year, providing ongoing support and feedback to ensure continuous improvement. Consistent and well-structured performance reviews contribute to employee development, job satisfaction, and overall team success.

Performance reviews for new employees are critical in setting the tone for their growth and integration into the organization.

For new employees especially, they may be nervous or unsure of what to expect for their first performance review. That’s why, it’s important for managers to create a welcoming and comfortable environment.

Start by acknowledging their achievements and progress since joining the company. Recognizing their early contributions can boost their confidence and motivation.

Additionally, focus on clear communication. Outline expectations and performance standards specific to their role. New employees should leave the review with a clear understanding of their job responsibilities and how their work aligns with the company’s goals.

It’s also crucial to discuss their career development. New employees often seek opportunities for advancement and growth. Use the review to explore their long-term goals within the company, and explain how their role fits into the larger career path.

Finally, emphasize ongoing support and mentorship. New employees benefit from regular check-ins and guidance to help them acclimate and succeed in their roles.

Having an employee-friendly performance review process can not only make or break the development of your employees but also disrupt the relationship between managers and their reports.  

Beyond creating a robust performance review strategy and performance review form, managers must also consider their delivery of the appraisals. Communicating a performance review effectively is the final touch to executing a constructive, celebratory and effective review process.

Based on my involvement in building out our own effective performance review process at Venngage, I suggest taking the following steps into consideration when constructing a performance review:

1. Set expectations early

Early in an employee’s career with a company, managers should communicate the details of their review process including the expectations. It should be included in your employee handbook , for example.

In this way, managers set and communicate clear expectations of the key job functions and competencies of the role when an employee joins the company. The information presented in performance reviews should align with this define as well as use familiar language and terms. This strategy will work to eliminate any potential confusion or surprises for both parties.  

2. Don’t make it personal

Feedback is about actions and behavior, not the person.

When writing a performance review, it helps to take a look at the issue(s) you’ve included and ensure that they apply to actions and behavior of the employee rather than the personal attributes of said employee.

This will also help to regulate the information mentioned in the review, to guarantee it is relevant and appropriate information.

3. Beware of biases and limitations

While there may be a general ‘right’ way of doing things, there are often multiple — and equally good — ways to reach the same end goal.  

Please ensure your review is not biased or limited in favor of your personal work style and beliefs. Try to consider the various aspects of the employees role and experience that may impact their decision to pursue alternative methods or working habits. Be empathetic towards these factors when writing your review.

4. Be specific

The information presented in the review should be task-focused, clear and to the point.

General comments will leave an employee feeling confused and in the dark as to what aspect of their work needs to be corrected or how they can pursue improvements.  

Failing to be direct in your messaging will impact the way your message is received and create further confusion about what the expectations are. Managers should be specific on what behaviors of their employees they are celebrating and what actions require improvements.

4. Offer guidance

Managers play a critical role in understanding the career goals of their employees and crafting development opportunities to help their reports achieve their goals.  

It is important as a manager to offer your advice and expertise to your employees to help further their development.

If, as a result of the feedback given, the employee (or yourself) may feel as though they need additional training, consider the benefit of workshops, mentoring or coaching.  

Be sure to use performance reviews as a way to guide employees whether it is toward further greatness or for areas requiring some improvement. Use performance reviews as an opportunity to improve and innovate over time. Consider creative approaches like using a  QR code for reviews  to gather feedback from customers dynamically and efficiently, thus enhancing both the employee evaluation process and the overall customer experience. 

5. Follow up

Follow up in writing and check in continuously to ensure improvement.

Both managers and employees should receive a copy of the review to refer back to moving forward.

Whether reviews are scheduled annually or quarterly, they should be a continuous topic of discussion for both managers and employees. When writing a review, ensure that the review is clear and specific. Being mindful of this will help to ensure the employee can easily refer back to the form on their own after the meeting.

Watch this quick, 14-minute video for performance review tips, templates and best practices:

Related: How to Write a Performance Review That Inspires Growth (With Examples & Templates

A typical performance review usually assesses several key areas of an employee’s performance, including:

• Overall job performance and quality of work
• Dependability and their ability to achieve goals
• Communication skills
• Teamwork and collaboration
• Attendance, punctuality and reliability
• Leadership and management (if applicable)

A review should also take into account:

• Employee development: Highlighting an employees’ developments are a powerful way to impact employee engagement and boost overall team performance .
• Company culture and values: Dedicate a section of the assessment to evaluate how employees align with the company’s core values thus contributing to a positive company culture .

Even if you want to do a basic performance review, you should always include:

• Elements of the employee’s strengths.
• Areas for which the employee can develop.
• How the employee contributes/could contribute to the company’s core values and culture through performance and actions.

This performance review mind map shows the basics for setting up a simple yet effective performance review–from setting specific goals to soliciting employee feedback.

A simple performance review should still reflect the goals of your business’s performance review management system —and this will vary by company.

It’s important to understand the purpose of your assessment before determining what information will be required to assess in order to meet the goal.

For example, some smaller companies may use performance reviews throughout the year to track employees’ development and growth.

While other, larger companies may use performance reviews to summarize employee performance, help to calculate the priorities of the new year, adjust compensation or establish bonus amounts.

An HR checklist can come in handy to streamline the process.

Simple employee review template

Each of these simple employee review templates are easy to edit in our online editor. Customize the text to match your own criteria, add your brand colors, upload your logo, add or delete pages and then share a private link or download in PDF or PowerPoint formats ( Business Plan only ).

This template uses quadrants to see how employee and manager evaluations match. Or only use it for self-assessments or manager assessments.

Simple performance review template

This more traditional performance review template focuses only on big categories, like meeting goals, areas of excellence and areas of improvement.

Simple employee review form

The below form is an even more condensed version of the above. Use it for a quarterly review to keep things focused or even for an annual review to help you and your report stick to the most important points. Change the text to include your own categories of evaluation.

In a self-performance review, employees assess themselves using the same rubric as their managers would and submit them to HR and/or their manager prior to their official review meeting.

The benefits of doing self-assessments have made them a common part of the employee review throughout many companies.

Self-assessments are an encouraging opportunity for employees to share their thoughts about their job, goals, desired responsibilities and aspects of either their role or environment that they may be struggling with.

Set employees up for success in the self-assessment process by giving them a robust employee evaluation form with thoughtful questions, and HR tools to automate this process and make it more convenient.

Annual self-evaluation employee review template

This first example is perfect for a thorough annual review. The targeted questions prompt the employee to reflect on their achievements and shortcomings, while also rating themselves on specific skill sets required for their job.

The above employee self-assessment example allows for multiple sign-offs, plus a section to list colleagues who can back up the employee’s statements.

Yearly performance self-evaluation templates

A yearly performance self-evaluation isn’t just a great chance for employees to assess their past performance.

It’s also a way for employees to plan for their professional future as they can see where their strengths lie and what skills they need to build to move up in the company. An annual self-evaluation can also build an employee’s case for their compensation review.

This employee self-evaluation form is broken into sections that cover all these factors: about your job, achievements, goals and professional development .

This yearly performance self-evaluation template has space to expand on goals met and alignment with core values, as well as skills they’d like to build in the future:

Self-assessment employee review forms

Many performance reviews are incredibly detailed. Sometimes, a higher-level overview is all that’s needed.

Quadrant evaluations, like the template below, are a great way for employees to do an assessment and for managers to quickly add their own evaluation, without getting into the weeds.

Employees can add what’s being evaluated in the easy-to-edit template below (instead of get it done/do it right). The employee adds an icon where they think they fall in the quadrant, and the manager does the same, with room on the last page to further break down the evaluation.

Sounds tough? Our real-time collaboration feature (part of the Business Plan ) lets both manager and employee work on the same doc online, leave comments, share private links and more.

The self employee review form below lets the employee write out their job description. That way, they can reference their deliverables in the Goals Achieved and Areas of Excellence sections and directly demonstrate their impact on the organization:

This self-performance review example gives employees the chance to reflect on their achievements on a quarterly basis.

This way, employees can demonstrate meeting quarterly goals. It can also give them a chance to reflect on their strengths and weaknesses and have a chance to act on them before their big annual review:

Self-assessments also help enlighten managers of how employees understand their place within the company’s organization and culture.  

The information disclosed in self-assessments should serve as a major element of official performance reviews in order to ensure that both a two-way conversation occurs and that the needs of both parties are being met moving forward. Looking for a better way to enhance employee engagement, to avoid quite boring meetings? Try out the top 14 inspiring games for virtual meetings , to learn how to add a live poll, word cloud, spinner wheel or even live Q&A sessions to elevate your presentation!

To make for the most effective self-assessments, employees should be sure to consider how their managers’ perceptions of their performance varies from their own.  

With this in mind, the information shared in a self-assessment can guide or pivot a manager’s perception and assessment of an employee’s performance.

Quarterly employee performance review templates

Quarterly reviews are important because they provide multiple opportunities for employees to receive helpful feedback on how to improve as the year progresses.

This quarterly performance review example reflects on specific areas of improvement, such as scaling her experiments and developing content partnerships.

Quarterly reviews from Q1 to Q3 serve as a means of providing specific, deliberate feedback to employees so they know exactly how to improve on their goals and skills.  

This enables the final, annual evaluation conducted at the end of Q4 to serve as a final assessment that will have the most weight in determining how the employee will excel into the next year, discretionary bonuses, salary increases, etc.

Quarterly reviews offer a documented and tracked record of an employee’s progress throughout the year.

This means that each quarter should be assessed using the same rubric throughout the entire year. This will aid in ensuring an accurate representation of an employee’s development is recorded.

That means, if you use the below employee review template in Q1, you should also use it again in Q2 and Q3:

Quarterly employee review template

This quarterly review template is a more condensed version of the example above.

If you’d like to keep your quarterly reviews short and to the point, this template will suffice. Employers can then use the expanded version above for their annual review.

If you want a template that’s filled with useful information on the types of performance review phrases you can use for a quarterly review, you can edit the one below:

Employee self-evaluation sample answers

It’s also important for employees to comment and reflect on their reviews.

They can both point out specific milestones that were missed:

• I generated five new leads and, as a result, I exceeded my sales quota by 20%
• I wrote a blog post based on original research that doubled our organic traffic in June

And also to acknowledge areas of improvement:

• I recognize that I need to form new content partnerships. I plan to do so in Q3 by putting together a list of 10 potential targets based on past linkbuilding partners and sending a customized pitch email.

Annual performance review templates

At large organizations, there may not be enough resources in order to devote the time needed to conduct quarterly performance reviews for every employee.  

This is also true in the case of a supervisor who has a large number of direct reports working for them whereby time management is their main issue.  

In these situations, an annual performance review would work best, especially if the employees being evaluated are experienced in their line of work and have been with their company for a long time.

Annual employee performance review templates

In this employee review template, staff are evaluated on only four factors: ability, goals, areas of improvement, and core values:

Annual evaluations are typically geared towards determining employee raises and discretionary bonuses.

Regular one-on-one meetings between direct reports and managers throughout the course of the year would be a great way to supplement this process.

This annual employee review template can simply include scores (out of 100 etc.) in each box. Or put notes in each section to explain the overall performance score.

This being said, annual appraisals would need to take a more general approach to evaluating employees than just providing a summary of their performance over the year.

The following employee review template takes a graphic approach and neatly summarizes overall performance using a score out of 100 for factors such as adaptability and project quality:

Employee evaluation examples

Aside from the categories in the template above, there are a number of other factors that employers can use to evaluate performance.

Common performance review skills:

• Interpersonal skills
• Quality of work
• Communication
• Problem solving
• Adaptability
• Punctuality and attendance
• Self-education and learning
• Accountability

Grappling with what to say at your next performance review? Choosing the right words is important to make the review as constructive as possible, not to mention motivating for your employee. Here’s a list of effective performance review phrases for managers and employees.

Performance appraisal comments for managers

• She replies to calls, emails and instant messages in a timely manner (within 24 hours etc.)
• He has a talent for thinking outside the box.
• She tends to be risk-averse and prefers traditional approaches to creative ones.
• She maintains a culture of transparency in her team and encourages knowledge-sharing across all teams in the department.
• He consistently gives reports the training and resources needed to meet their goals.
• He is biased and openly favors some employees over others on his team.
• She is skillful in communicating difficult decisions and messages to her team.
• She creates chaos and miscommunication in her team by consistently communicating different messages to different reports.
• You embody a “win together lose together” philosophy.
• Your ability to reflect, plan and act is the key to your excellent performance.
• He uses his seniority to try to dominate and/or intimidate reports.
• He excels when working alone but has trouble working collaboratively with a team.
• He consistently meets his deadlines and prioritizes top goal work.
• She consistently focuses on lower-value work instead of high-lever activities.

Performance review phrases for employees

• Can you tell me more about what you mean?
• I want to be sure I understand (your expectations).
• Let me give you a little more context here.
• What would it look like if I was performing at a top level?
• What would I need to do to score higher on this?
• Let’s discuss my goals and priorities for the the next quarter/year.
• Is there a way to get more frequent feedback about my performance between evaluations?
• How will I know if I’m on track between evaluations?

If you want to see a list of common skills you can comment on for your employees, check out this section .

Create a performance review strategy before writing an employee’s review

Having an employee-friendly performance review process can not only make or break the development of your employees and but also disrupt the relationship between managers and their reports.

That’s why it’s crucial to create a robust performance review strategy and employee evaluation form before implementation to ensure the process is both constructive, celebratory and effective. This will even help you in the future if you choose to write a letter of recommendation for the employee as you’ll have all his performance reviews to reference.

By considering the six steps above when writing a performance review, you’ll have completed the final step in executing an employee-friendly review process.

The satisfaction gained from an increase in employee engagement and people power will make the effort expended on administering performance reviews entirely worthwhile, and ensure you have more effective reviews moving forward.

Take notes of the effective performance review phrases you can use during any of review sessions, as well as creating a visually appealing assessment using Venngage performance review templates. It’s free to get started.

You might also like:

• 10+ Employee Evaluation Templates to Sail Through Review Season
• 21 Essential Human Resources Poster Examples
• How to Write an Effective Incident Report [Templates]

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Everything You Need to Know About Writing a Self-Review (Template Included!)

Ah, performance review season! Hopefully you’re hopping into this stretch with a confident step. But, if you’re not that’s normal, too—you’ll probably want to read this and this to get your nerves under control.

Odds are that you’re reading this because you’ve been asked to write a self-review before your formal one. Or, if not that, your boss is sending vague requests like, “Plan on discussing your progress this year. Bring a few examples on paper.”

This can be intimidating—maybe you’re not sure what to talk about, or maybe you’re a horrible writer and can’t imagine churning out complete sentences about yourself, or maybe you’re unsure of how honest you should really be.

Don’t stress—here’s everything you need to know.

What’s a Self-Review?

As the name suggests, this is your opportunity to look back on and document your past performance as well as pave the way for future growth and opportunity in your current role.

What makes a good self-review? “One that’s honest and admits both your wins and any shortcomings—and not just if there were shortcomings, but how you grew from them and how you would do things differently,” says The Muse’s Director of HR Shannon Fitzgerald .

Why Do Companies Do Them?

No one knows what you do on a daily basis better than you, so companies want to hear it straight from you. Since it’s considered in tandem with your manager’s review (and sometimes even peer reviews), it helps HR see whether you’re keeping up with your responsibilities and if any red flags need to be addressed. And, it brings in an element of fairness by letting you tell your story (and not just taking your manager’s word for it).

“We’re looking to see consistency between the manager and employee. If the manager says one thing and the employee says another thing then there’s a disconnect that we need to intervene,” says Fitzgerald.

HR might also look for trends. Has the employee mentioned a certain type of feedback several times? Or hinted at getting a promotion for the past couple cycles? These signs are worth looking into.

Your manager is also looking at your self-review to see how you want to grow. So, the more you can provide, the easier it’ll be for your boss to take action and help you get there.

How Will it Benefit Me?

For one thing, it’s a great way to track your accomplishments and goals and have them all in one place.

For another thing, it’s a nice chance for you to become more self-aware. By having to actually list out what you’ve done, where you want to be, and how you’ll get there, you’re putting your career into perspective and giving yourself a chance to really carve out your path.

Maybe you’re struggling to work well with your boss, or prioritize assignments, or hit deadlines. You can use your self-review as a chance to explain yourself but also bring these problems to light so they can be resolved.

Finally, it’s a great jumping off point for improving a challenging situation. Maybe you’re struggling to work well with your boss, or prioritize assignments, or hit deadlines. You can use your self-review as a chance to explain yourself but also bring these problems to light so they can be resolved.

How Do You Go About Writing One?

Chances are if you’re asked to complete a self-review, HR has given you some direction or prompt to get started.

However, if that’s not the case, these questions are a great place to start:

• What projects have you enjoyed working on the most, and why?
• What projects are you most proud of?
• What are the things you’ve learned?
• What are some things you would have done differently looking back?
• What has your boss done to help you do your job better? What could they do differently?
• Did you receive any feedback during the review period, either from your boss or your peers, that resonated with you? Why?
• What upcoming projects are you excited about?
• Do you feel like you’re adding skills to your resume? If not, what would you like to add?
• What areas would you want more feedback on?

If you walk into your meeting with solid answers to the above when your boss just asked you to “start thinking about the wins and losses of the past year,” you’ll instantly look like someone who takes their career seriously and should be considered an all-star on the team.

Now, in terms of actually putting pen to paper, Fitzgerald suggests starting with bullet points and building a story from there. If you’re not sure what you’ve done, turn to documentation for reference—emails, your calendar, meeting agendas, to-do lists, notes from your check-ins or one-on-ones.

If you’re not sure what you’ve done, turn to documentation for reference—emails, your calendar, meeting agendas, to-do lists

In addition, if you work collaboratively, email a few co-workers and ask them what accomplishments they can think of off the top of their head (and if you want to win all the self-awareness points, also ask them what area they think you can most improve in: skills and training, organization, or communication).

Plus, you should “always look back on the last review and what you said you would do,” adds Fitzgerald. Have you accomplished any of those goals?

“It’s also helpful to talk it over with someone,” she suggests. “Talk to a friend about it, and after you organize your thoughts it’ll be easier to just regurgitate on paper. And it doesn’t have to be done in one sitting. As soon as you’re done, wait and read it again the next morning and see if it still holds true.”

The last point is key: Make sure you’ve looked it over with fresh eyes before submitting it.

Oh, and another point—don’t lie. One, because your company can’t help with what they don’t know. And two, you’re human, so you definitely have room to grow and your boss probably has a few thoughts on those areas. So, you look far more professional if you point them out before they do.

“I’ve had people say, ‘Why wouldn’t I just always put a glowing review? Why would I want my manager to think any less of me?’ But if you put something really glowing but you have areas you need to improve on, it may just look like you have a potentially serious blindspot,” says Fitzgerald.

Not to mention, a “perfect” review also puts you in a tough place—you’ll never be able to live up to it. So, it’s just easier to be honest and transparent.

Want a little more help? We made this handy self-review worksheet that’ll make it way easier to get your thoughts on paper.

How to Write a Self Evaluation (With Examples)

First step, be honest about your hits and misses.

Self evaluations are performance assessments that bring you and your manager together to rate your performance over a given time span (quarterly, semi-annually, annually) either using a scale (one to 10 or one to five) or by answering open-ended questions. You complete the evaluation and so does your manager. During the performance review , the two of you compare notes to arrive at a final evaluation.

What Is a Self Evaluation?

Self evaluations are performance assessments that both employees and managers complete. They can be done quarterly, semi-annually or annually, and range from open-ended questions discussed to ratings given on a numeric scale.

Writing about yourself, especially if those words are going to be part of your permanent work record, can be daunting. But it doesn’t have to be. In fact, self evaluations give you a voice in your performance review , and they’re opportunities to outline your career goals and get help in reaching them.

Below, we’ll examine self evaluation benefits, tips and examples, plus how both employees and managers can complete them successfully.

More on Self Evaluations Self-Evaluations Make Stronger Leaders. Here’s How to Write One.

Benefits of Self Evaluations 

1. help employees and managers prepare for performance reviews.

Completing a self evaluation can help guide the eventual performance-review conversation in a structured, but meaningful, way. It also helps both parties get an idea of what needs to be discussed during a performance review, so neither feels caught off guard by the conversation.

2. Give Employees an Opportunity to Reflect on Their Progress

Since self evaluations are inherently reflective, they allow employees to identify and examine their strengths and weaknesses. This helps employees both know their worth to an organization and what they still have left to learn. 

“Self evaluations enable employees to see their work in its entirety,” Jill Bowman, director of people at fintech company Octane , said. “They ensure that employees reflect on their high points throughout the entire year and to assess their progress towards achieving predetermined objectives and goals.”

3. Help Managers Track Employee Accomplishments

Employee self assessments help managers more accurately remember each employee’s accomplishments. “As many managers often have numerous direct reports, it provides a useful summary of the achievements of each member,” Bowman said.

4. Improve Employee Satisfaction

Academic literature indicates that employees are more satisfied with evaluations that involve two-way communication and encourage a conversation between manager and employee, according to Thomas Begley, professor of management at Rensselaer Polytechnic Institute . 

The thing is, employees have to trust that the process is fair, Begley added. If they believe it is, and they’re treated fairly and respectfully during the process, employees react positively to self evaluations.

5. Can Decrease Employee Turnover

Some companies see tangible results from self evaluations. For example, Smarty , an address-verification company, enjoys low staff turnover, said Rob Green, chief revenue officer. The self-evaluation method, coupled with a strong focus on a communication-based corporate culture, has resulted in a 97 percent retention rate, Green told Built In.

Related 6 Ways to Be More Confident in Performance Reviews

How to Write a Self Evaluation

The ability to write a self evaluation is a critical career skill.

“Self evaluations give you a platform to influence your manager and in many cases, reframe the nature of the relationship with your manager,” Richard Hawkes, CEO and founder of Growth River , a leadership and management consulting company, said. “And all results in business happen in the context of relationships.”

Below are some tips on how to complete a self evaluation.

1. Track Your Work and Accomplishments

Daily or weekly tracking of your work can help you keep track of your progress and also prevent last-minute “what on earth did I do the last six months?” panic at performance evaluation time, said Peter Griscom, CEO at Tradefluence . “Strip down the questions to two or three, and just ask yourself, ‘How well did I communicate today?’ ‘How well did I solve problems today?’ ‘What have I achieved today?’” Griscom said. “Get in the habit of writing those things out and keeping track and over time.”

2. Answer Honestly  

For his first self evaluation, Griscom remembers wondering how to best answer the questions. After he asked his manager for guidance, Griscom answered the questions as accurately as he could. “What came out of it was really valuable, because it gave me a chance to reflect on my own achievements and think about where I can improve,” he said. “It forced me to do the thinking instead of just accepting feedback.”

3. Highlight Your Achievements

If your boss has a handful of direct reports, chances are good they haven’t noticed each of your shining moments during a review period. This is your chance to spotlight yourself. Quotas exceeded, projects finished ahead of schedule, fruitful mentoring relationships, processes streamlined — whatever you’ve done, share it, and don’t be shy about it, said Alexandra Phillips , a leadership and management coach. Women, especially, tend not to share achievements and accomplishments as loudly or often as they should. “Make sure your manager has a good sense of where you’ve had those wins, large and small, because sometimes they can fly under the radar,” Phillips added.

4. Admit Weaknesses and How You Have Grown 

If you’ve made a whopper mistake since your past review, mention it — and be sure to discuss what you’ve learned from it. Chances are good your manager knows you made a mistake, and bringing it up gives you the opportunity to provide more context to the situation.

5. Acknowledge Areas of Improvement

Be prepared for your manager to point out a few areas for improvement. This is where career growth happens. “If you want something,” whether it’s a promotion or move to another department, “you need to know how to get there,” said Phillips.

Related What Are Short-Term Career Goals? (With 12 Examples)

Self Evaluation Examples and Templates Answers

Still not sure what to do when you put pen to paper? Here are six open-ended self evaluation sample questions from the Society for Human Resource Management, as well as example answers you can use to prepare for your own self evaluation.

1. Job Performance Examples

List your most significant accomplishments or contributions since last year. How do these achievements align with the goals/objectives outlined in your last review?

How to answer with positive results: In the past year, I successfully led our team in finishing [project A]. I was instrumental in finding solutions to several project challenges, among them [X, Y and Z]. When Tom left the company unexpectedly, I was able to cover his basic tasks until a replacement was hired, thus keeping our team on track to meet KPIs. 

I feel the above accomplishments demonstrate that I have taken more of a leadership role in our department, a move that we discussed during my last performance review.

How to answer with ways to improve: Although I didn’t meet all of my goals in the last year, I am working on improving this by changing my workflow and holding myself accountable. I am currently working to meet my goals by doing [X, Y and Z] and I plan to have [project A] completed by [steps here]. I believe that I will be able to correct my performance through these actionable steps.  

Describe areas you feel require improvement in terms of your professional capabilities. List the steps you plan to take and/or the resources you need to accomplish this.

I feel I could do better at moving projects off my desk and on to the next person without overthinking them or sweating details that are not mine to sweat; in this regard I could trust my teammates more. I plan to enlist your help with this and ask for a weekly 15-minute one-on-one meeting to do so.  

Identify two career goals for the coming year and indicate how you plan to accomplish them.

One is a promotion to senior project manager, which I plan to reach by continuing to show leadership skills on the team. Another is that I’d like to be seen as a real resource for the organization, and plan to volunteer for the committee to update the standards and practices handbook.  

2. Leadership Examples

Since the last appraisal period, have you successfully performed any new tasks or additional duties outside the scope of your regular responsibilities? If so, please specify.

How to answer with positive results: Yes. I have established mentoring relationships with one of the younger members of our team, as well as with a more seasoned person in another department. I have also successfully taken over the monthly all-hands meeting in our team, trimming meeting time to 30 minutes from an hour and establishing clear agendas and expectations for each meeting. Again, I feel these align with my goal to become more of a leader.

How to answer with ways to improve: Since the last review period, I focused my efforts on improving my communication with our team, meeting my goals consistently and fostering relationships with leaders in other departments. Over the next six months, I plan on breaking out of my comfort zone by accomplishing [X, Y and Z].  

What activities have you initiated, or actively participated in, to encourage camaraderie and teamwork within your group and/or office? What was the result?

How to answer with positive results: I launched the “No More Panicked Mondays” program to help on-site and remote colleagues make Mondays more productive. The initiative includes segmenting the day into 25-minute parts to answer emails, get caught up on direct messages, sketch out to-do lists and otherwise plan for the week ahead. NMPM also includes a 15-minute “Weekend Update” around lunch time, during which staff shares weekend activities. Attendance was slow at first but has picked up to nearly 90 percent participation. The result overall for the initiative is more of the team signs on to direct messages earlier in the day, on average 9:15 a.m. instead of the previous 10 a.m., and anecdotally, the team seems more enthusiastic about the week. I plan to conduct a survey later this month to get team input on how we can change up the initiative.

How to answer with ways to improve: Although I haven’t had the chance to lead any new initiatives since I got hired, I recently had an idea for [A] and wanted to run it by you. Do you think this would be beneficial to our team? I would love to take charge of a program like this.  

3. Professional Development Examples

Describe your professional development activities since last year, such as offsite seminars/classes (specify if self-directed or required by your supervisor), onsite training, peer training, management coaching or mentoring, on-the-job experience, exposure to challenging projects, other—please describe.

How to answer with positive results: I completed a class on SEO best practices and shared what I learned from the seminar during a lunch-and-learn with my teammates. I took on a pro-bono website development project for a local nonprofit, which gave me a new look at website challenges for different types of organizations. I also, as mentioned above, started two new mentoring relationships.

How to answer with ways to improve: This is something I have been thinking about but would like a little guidance with. I would love to hear what others have done in the past to help me find my footing. I am eager to learn more about [A] and [B] and would like to hear your thoughts on which courses or seminars you might recommend. 

Related How to Find the Right Mentor — and How to Be One

Types of Self Evaluations

Self evaluations can include rating scale questions, open-ended questions or a hybrid of both. Each approach has its own set of pros and cons to consider.

1. Rating Self Evaluation

Rating scale self evaluations give a list of statements where employees are asked to rate themselves on a scale of one to five or one to ten (generally the higher the number, the more favorable the rating). 

For example, in Smarty’s self evaluations, it uses a tool called 3A+. This one calls for employees and managers to sit down and complete the evaluation together, at the same time. Employees rate themselves from 3, 2 or 1 (three being the best) on their capability in their role; A, B or C on their helpfulness to others, and plus or minus on their “diligence and focus” in their role. Managers rate the employees using the same scale. A “perfect” score would be 3A+, while an underperforming employee would rate 2B-.

At the performance evaluation meeting, managers and employees compare their ratings, and employees ask for feedback on how they can improve.

But rating systems can have their challenges that are often rooted in bias . For example, women are more likely to rate themselves lower than men. People from individualistic cultures, which emphasize individuals over community, will rate themselves higher than people from collectivist cultures, which place a premium on the group rather than the individual.

2. Open-Ended Question Self Evaluation

Open-ended questions ask employees to list their accomplishments, setbacks and goals in writing. The goal of open-ended questions is to get employees thinking deeply about their work and where they need to improve. 

Open-ended questions allow employees a true voice in the process, whereas “self ratings” can sometimes be unfair , Fresia Jackson, lead research people scientist at Culture Amp , said. 

With open-ended questions, employees tend to be more forgiving with themselves, which can be both good and bad. Whatever result open ended questions bring about, they typically offer more fodder for discussion between employees and managers.

3. Hybrid Self Evaluation

Hybrid self evaluations combine both rating questions and open-ended questions, where employees assess their skills and accomplishments by using a number scale and by answering in writing. This type of self evaluation lets employees provide quantitative and qualitative answers for a more holistic reflection. 

Self-Evaluation Questions for Performance Reviews

If you’ve never done a self evaluation, or if you just need a refresher before your next performance review, looking over some examples of self evaluation questions — like the ones below — can be a helpful starting point.

Common Self-Evaluation Questions for Performance Reviews

• What are you most proud of?
• What would you do differently?
• How have you carried out the company’s mission statement?
• Where would you like to be a year from now?
• List your skills and positive attributes.
• List your accomplishments, especially those that impacted others or moved you toward goals.
• Think about your mistakes and what you’ve learned from them.
• What are your opportunities to grow through advancement and/or learning?
• How do the above tie to your professional goals?

Self-Evaluation Questions for Career Planning and Growth

• What are you interested in working on?
• What are you working on now?
• What do you want to learn more about?
• How can I as your manager better support you?
• What can the company do to support your journey?
• How can the immediate team support you?
• What can you do to better support the team and the company? 

Self-Evaluation Questions for Performance and Career Goals

• How did you perform in relation to your goals?
• What level of positive impact did your performance have on the team?
• Did your performance have a positive impact on the business?
• What was your level of collaboration with other departments?
• What corporate value do you bring to life?
• What corporate value do you most struggle to align with?
• Summarize your strengths.
• Summarize your development areas.
• Summarize your performance/achievements during this year.
• How would you rate your overall performance this year? 

Related How to Set Professional Goals

How Should Managers Approach Self Evaluations?

It’s clear here that self evaluations, as a type of performance review, are more employee- than manager-driven. That said, managers are a key ingredient in this process, and the way managers handle self evaluations determines much about how useful they are and how well employees respond to them. To make sure they’re as effective as possible, consider these suggestions.

Train Managers on How to Use Evaluations

“If you don’t, there’s no point in doing them, because the manager is going to be the one driving the conversations,” Elisabeth Duncan, vice president of human resources at Evive, said. “Without training, the [evaluations] will be a checkbox and not meaningful.”

Don’t Use Ratings Formulaically

The results of self evaluations that employ a scale (say, one to five) can vary wildly, as one manager’s three is another manager’s five. Use the scale to identify and address discrepancies between the manager’s and employee’s answers, not to decide on raises or promotions across the company.

Hold Self Evaluations Often

They work best as career-development tools if they’re held semi-annually, quarterly or even more often. “It’s about an ongoing, consistent conversation,” Duncan said.

Tailor Them For Each Department

Competencies in sales very likely differ from competencies in tech, marketing and other departments. Competencies for junior-level employees probably differ wildly from those for senior managers. Self evaluations tailored to different employee populations will be more effective, and fairer.

Stress That the Rating Is Just the Start

The rating or the open-ended questions are the beginning of the evaluation process; they are not the process itself. “These are tools to trigger a conversation,” Duncan said.

Overall, think of self evaluations as a way to engage with your manager and your work in a way that furthers your career. Embrace the self evaluation and get good at writing them. In no time at all, you’ll find that they can be a productive way to reflect on yourself and your skillset.

Frequently Asked Questions

What is a self evaluation.

A self evaluation is a personal assessment used for employees to reflect on their strengths, weaknesses, accomplishments and overall progress during an allotted time on the job.

Self evaluations are often completed quarterly, semi-annually or annually, and can include numbered rating questions or open-ended written questions.

How do you write a good self evaluation?

An effective self evaluation is one where you highlight your achievements and instances of growth as well as areas for improvement during your given period of time at work. Tracking specific accomplishments and metrics can be especially helpful for writing a good self evaluation.

Jessica Powers contributed reporting to this story.

Recent Career Development Articles

5 Performance Review Examples to Inspire Yours

Provide meaningful feedback

Focus on specific performance examples, collect employee feedback from reports and peers, clear expectations and criteria, constructive feedback, recognition of growth and progress, tailor reviews to employee needs, practice active listening and open dialogue, anticipate individual differences, example no. 1: highlight goal achievement, example no. 2: call out individual strengths, example no. 3: recommend areas of improvement, example no. 4: an action plan for continued growth, example no. 5: collaborative goal-setting, want to learn more, check out the manager’s ultimate guide to great conversations..

Performance reviews can be a key factor in employee development and business success. They’re an important method of assessing job performance and establishing employee goals. However, many managers find it challenging to deliver constructive feedback that drives lasting growth and progress. That’s why we’ve compiled a list of performance review examples to help you write action-oriented performance reviews.

Fewer than half (49%) of respondents to a 2022 Workhuman survey agreed that managers were effective at assessing employee performance. According to Betterworks’ 2023 State of Performance Enablement survey, only 51% said their manager is a help to them in their professional growth. Another 33% said their manager did not figure into their growth, while 16% believed their manager to be an outright barrier to their careers.

Whether you’re an HR leader or a people manager, looking at performance review examples can help you navigate this complex process and unlock your team’s potential. 

3 tips for writing performance reviews with impact

Consistency with performance reviews starts with a repeatable process. A well-defined process helps you make sure that performance reviews are fair, objective, and focused on the right things. It helps managers gather relevant information, provide constructive feedback, and set meaningful goals. 

In this list of tips, we’ll explore best practices shared by Caitlin Collins , an organizational psychologist and Betterworks program strategy director. Learn how to navigate the performance review process with confidence and produce employee reviews that are valuable and actionable.

Effective performance reviews provide feedback that workers can apply to their behaviors. But writing high-impact performance reviews can be challenging, especially for first-time managers or those struggling to meet their own deadlines and goals.

“What happens — especially if you have many performance reviews to write — is they become either generic,” Caitlin says, “or there’s not much intentional, valid, or really good feedback included.” So how can you deliver feedback that’s fair and drives change?

“Give yourself some space to be able to write a thorough review for each person so that it’s something that’s meaningful and future-focused, ensuring there is a clear plan of action for the coming year,” Caitlin says. “Spend time gathering information.” You can do this by digging into your task management software or a tool like Betterworks’ Intelligent Performance Management software. 

To ease the end-of-the-year performance appraisal process, provide ongoing feedback throughout the year to address strengths and areas of improvement. Compiling content over time helps you be more thoughtful about what you include in the performance review — and it minimizes the chance of recency bias. Better yet, consider moving to a quarterly review process, which is a lighter lift for all involved and allows employees to apply feedback sooner rather than waiting an entire year or even six months.

Great performance management conversations are targeted and specific. Instead of relying on general statements, use specific examples to illustrate an employee’s performance. Talk through achievements, challenges overcome, and instances where the person demonstrated exceptional skills or behaviors. This approach makes feedback more tangible and actionable.

“Think back throughout the year, and prioritize the list of projects that each direct report worked on,” Caitlin says. Use that information and your reflections to develop a performance review that’s tactical, specific, balanced, and aligned with each employee’s development plan. 

Give employees the opportunity to reflect on their performance and provide self-assessments. This empowers them to take ownership of their development while giving you insight into how they perceive their strengths and areas for improvement. 

Employee self-assessments also offer a counterbalance to your viewpoint, Caitlin says, since managers can’t see every employee at all times. Similarly, feedback from peers rounds out and balances performance reviews. According to our 2023 State of Performance Enablement report, employees are more likely to perceive performance reviews as fair when peers also participate.

3 elements of a good employee performance review

Every performance review will be unique because of the people involved, but good reviews have a few things in common.

When managers and employees agree on what good performance looks like, reviews are easier to conduct fairly and objectively. There’s no disagreement on what the goals were, how success will be measured, and whether success was achieved.

Compare the performance review template against each team member’s job description. “Are there clear definitions for what each rating level means?” Caitlin says. “What has to be observable or accomplished to reach certain rating levels?”

If the criteria aren’t clear, turn to your peers in HR for help. Remember that if the expectations aren’t clear to you, they probably aren’t clear to managers or employees, either. Use the performance review process as an opportunity to help the workforce understand what’s expected of them.

Constructive feedback helps employees identify where they can improve their skills, knowledge, and performance. It highlights specific behaviors or actions that need attention and provides suggestions for how to address them. Effective feedback can be a catalyst for professional growth and development, helping employees ‌reach their full potential.

Constructive feedback exists in workplaces where managers and employees are encouraged to communicate openly. Feedback goes in both directions; employees should seek clarification, ask questions, and provide their own perspective on their performance. Two-way communication fosters a culture of continuous improvement and collaboration.

Provide positive feedback during performance reviews by recognizing employee effort, achievement, and growth. Acknowledging these improvements can boost employees’ confidence, encourage them to commit to additional progress, and increase engagement and motivation.

Recognizing an employee’s growth also helps managers reinforce those behaviors and actions. This is where specific feedback is effective. Highlight the skills, qualities, or behaviors that led to improvement so employees can understand how they improved. Encourage them to continue developing these strengths.

3 best practices for communication in the performance review process

Here are best practices for effective manager-employee communication during performance reviews.

Managers can personalize employee performance reviews by understanding each worker’s goals and career development plans. Start by assessing employees against performance indicators that are relevant to their roles and responsibilities. Refer to the job description to tailor your feedback. By aligning reviews with employees’ goals, managers can focus on performance and growth areas. 

Additionally, draw on your personal relationship to provide actionable coaching and advice. “You can’t give a good review if you don’t have a good relationship with your employee,” Caitlin says. “You won’t have enough honest information to be able to write to it.” 

By providing tailored feedback, individualized goals , and personalized development opportunities, managers can create a performance review process that addresses each worker’s unique needs.

Create a collaborative environment by practicing active listening and open dialogue during performance reviews. Active listening by managers requires full attention, consistent eye contact, and not interrupting. These behaviors demonstrate respect and empathy while creating a safe space for employees to talk through issues and concerns.

Another way to encourage open dialogue is by asking open-ended questions, as well as seeking clarity with follow-up queries. This promotes a two-way conversation, avoids misunderstandings and confusion, and allows the employee to actively participate in the review process. 

Provide constructive feedback that avoids personal judgment. Focus on specific behaviors and outcomes rather than personal attributes. When discussing employee strengths and weaknesses, frame the discussion as an opportunity to improve and help them achieve their goals. By practicing active listening and open dialogue, managers create a collaborative atmosphere where both parties feel heard and valued. The results include meaningful discussions, increased engagement, and improved performance.

Each of your direct reports possesses unique cognitive and emotional traits. Consider those when planning ‌performance review meetings. “People think differently and respond differently and have different emotional needs,” Caitlin says. The better you know each of your team members, the easier it is to anticipate those differences and adjust your approach. 

For example, if an employee prefers written communication, you could provide written performance feedback ahead of the review. This allows the employee to process the information at their own pace and come prepared with questions or concerns.

5 performance review examples

Writing an effective performance review requires tracking many elements. That’s why we’ve generated examples to illustrate how to apply performance review best practices. Here are five examples, each involving a fictional sales executive.

“Throughout the year, John has shown exceptional progress in achieving his goals. He consistently met and exceeded his monthly sales targets, contributing to a 20% increase in revenue for the team. John’s ability to build and maintain strong client relationships has been instrumental in his success, resulting in a 30% increase in customer retention. His proactive approach to identifying new business opportunities has also led to the acquisition of several high-profile clients.”

The review of John’s accomplishments includes specific facts, such as his ability to consistently exceed monthly sales goals and his contribution to a rise in income. These specific accounts of his achievements lend credibility to the review and illustrate John’s role in the team’s success.

The review showcases the employee’s capacity to drive business value and produce tangible outcomes, such as acquiring high-profile clients. These quantifiable successes demonstrate the employee’s efficacy and worth to the company.

The review recognizes John’s talent for creating and sustaining strong connections with clients as crucial to his success. By tying accomplishments to particular abilities, the review highlights John’s aptitudes and emphasizes his meaningful contributions to the team.

The review highlights how John’s achievements positively affected the team, such as the increase in revenue and customer retention. This demonstrates the employee’s ability to work collaboratively and contribute to the overall success of the organization.

“John’s exceptional communication skills have been a significant asset to the team. His ability to effectively articulate the value proposition of our products and services has consistently impressed both clients and colleagues. Furthermore, John’s strong analytical skills have allowed him to identify market trends and adapt his sales strategies accordingly, resulting in a 15% increase in market share. His positive attitude, resilience, and ability to work well under pressure have also been commendable.”

The review cites precise examples of John’s strengths, such as excellent communication skills and powerful analytical skills. These details lend credence to the review and showcase the employee’s particular areas of competence.

The review highlights how John used his strengths to positively serve clients and colleagues. For example, the review offers good feedback by connecting John’s analytical strengths to business results.

The review also highlights positive personal traits that contribute to work outcomes — his attitude, resilience, and ability to work well under pressure. 

“While John has demonstrated remarkable performance, there are a few areas where he can further enhance his skills. One area for improvement is in leveraging technology to streamline sales processes and improve productivity. By better familiarizing himself with our CRM system and exploring automation tools, John can optimize his workflows and improve efficiency. Additionally, improving his negotiation skills and product knowledge will help him to address client objections more effectively and close deals more efficiently.”

The review offers clear steps John can apply to improve his performance, such as improving his aptitude with specific technology, negotiations, and the company’s product portfolio. All of these areas directly relate to John’s role as a salesperson. This level of detail helps employees to recognize how they need to improve their performance and why these requests are relevant to the job 

“To support John’s continued growth and professional development, we will provide him with targeted training sessions on advanced negotiation techniques and product knowledge. Additionally, we will assign John a senior sales mentor to provide guidance and share best practices. Regular check-ins, creation of progress report and performance discussions will be scheduled to monitor progress and provide ongoing feedback.”

The action plan directly addresses the areas for improvement identified during the performance review, such as improving negotiation skills and expanding product knowledge. By providing targeted training and mentorship, the action plan directly makes the manager and employee responsible for following through.

The action plan provides specific actions that John’s manager will take to support John’s growth and development, such as training on advanced negotiation techniques. The in-house mentor will offer John advice and demonstrate the most successful sales approaches. This is a commitment to helping John learn and grow in this role.

John’s employee development plan includes regular check-ins and performance discussions to track progress and provide ongoing feedback. This is a guarantee that John’s development will be monitored and that his manager is committed to seeing through the growth plan.

“To ensure continued growth and success, we have identified the following goals for John to focus on in the upcoming performance period:

• Reach sales targets: John will aim to consistently meet or exceed his monthly sales targets by implementing effective sales strategies, leveraging his strong communication skills, and proactively identifying new business opportunities. The goal is to contribute to a further 10% increase in revenue.
• Develop greater proficiency with technology: John will actively familiarize himself with our CRM system and explore marketing automation platforms to streamline sales processes and improve productivity. By effectively using technology, John aims to optimize his workflow and improve efficiency, resulting in a 20% reduction in administrative tasks.
• Improve negotiation skills: John will actively participate in targeted training sessions on advanced negotiation techniques to improve his ability to address client objections and close deals more efficiently. The goal is to increase the negotiation success rate by 15% and secure more favorable terms for the company.”

This goal-setting section outlines specific and measurable goals for John to achieve in the upcoming performance period. Each goal is realistic, attainable, defined, and aligned with team and business objectives — and each goal helps John achieve professional growth. 

Additionally, the goals are relevant to John’s role as a sales executive and address key areas for improvement. By setting these goals, the performance review establishes how John will pursue professional development and how progress will be assessed.

Write great performance reviews for your team

By following these best practices and performance review examples, managers can provide feedback that’s meaningful and actionable. Get started right away rather than waiting for an annual or twice-yearly formal performance review.

Ongoing conversations build a foundation of communication and understanding between you and your team. By fostering a culture of ongoing conversations, you and your employees can work together to set clear expectations, provide regular feedback, and support each other’s growth and development. These steps make performance reviews more effective and contribute to a positive and productive work environment where everyone can thrive.

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25 Examples of Effective Performance Feedback + Best Practices

30+ Self-Evaluation Performance Review Examples (With Phrases)

Want to crush your interview.

Learn how to ace your interview with superior confidence.

What are self-performance reviews? And what are self-performance review examples that I can use to write my own? When conducted properly, professional self-assessment can help you improve in your area and advance your career over time.

This allows you to demonstrate to your company, prospective employer, or anybody else you wish to impress that you are a valuable asset who is open to improvement.

Why is it necessary to do self-assessments?

A professional self-assessment is a written statement that encapsulates an employee's judgments about his or her own work, talents, and ambitions. This type of self-review is intended to assist you in evaluating your professional abilities and also acts as a chance to establish goals for future progress.

By reflecting on both your successes and failures, you offer yourself the chance to identify areas for improvement and qualities to emphasize. A self-performance review enables you to not just improve, but to flourish in your chosen career .

What should a self-assessment evaluation include?

Each self-assessment is distinct in terms of format and content. Depending on your audience and sector, you can choose to emphasize some characteristics or themes over others.

For your professional self-assessment, you should opt to emphasize qualities and attributes using language that your reader would find favorable.

The following is a list of keywords you might use to describe your own professional characteristics:

• Achievements.
• Professional communication.
• Productivity.
• Time-management.

How to write a self-evaluation of performance

When writing a self-performance evaluation, it's critical to keep your audience in mind and understand what they're looking for. Certain companies can be asking for evaluations based on work completed in the preceding year.

Others can desire a comprehensive analysis of your work experience.

Whatever is required of you, the following are some effective strategies for approaching your writing process:

• Compile a list of your positive characteristics.
• Consider your successes .
• Consider your errors.
• Close proximity to growth prospects.

Compile a list of your favorable characteristics.

To begin writing a self-performance assessment, you need first ascertain your professional status. An excellent method to tackle this is to make a list of your good characteristics, distinctive characteristics, and professional talents.

Make a list of your positive characteristics and how you demonstrate them in the job.

For example:

• Work ethic: Complete assigned duties on schedule while additionally accepting extra assignments and aiding coworkers with assigned responsibilities.
• Problem-solving: When difficulties arise, work persistently to complete things.
• Efficiency: Create innovative approaches for managing workflows.

Consider your successes.

Each employee review should contain a section highlighting your achievements and favorable characteristics. To do this, use the personal and professional abilities you've documented to lead the presentation of your successes. When writing, make certain to include the following:

Include facts and figures: Begin your assessment with the items on your list of good traits and accomplishments. Using statistics and figures to demonstrate the value of your labor and achievement, detail your accomplishments. This is an excellent spot to highlight any degrees, qualifications, or prizes you have achieved that have aided in your career advancement.

Provide specifics: When you quantify your outcomes using concrete examples, the reader has a clear understanding of your history, accomplishments, and effect. Write in a style that highlights the nuances of your position, as well as the implications for you and your team as professionals.

Justify your findings: Just as crucial as highlighting your achievement is explaining how you achieved it. Include who else contributed to this achievement, how tasks were distributed, and any problem-solving that occurred when things did not go according to plan. If you had a significant role in a project's success, this is an appropriate area to highlight it, along with the impact on your team.

For example: "As a part of this team, I've demonstrated a strong work ethic, problem-solving abilities, and a willingness to develop new and improved methods for performing our responsibilities. I came in early and worked late during our company's Christmas rush to guarantee each transaction was handled promptly and to monitor our yearly effort of shipping 2,000 orders at this time of year.

Not only did our team accomplish our target, but we exceeded it thanks to my new, simplified charting system for more efficiently tracking incoming orders. We had already reached our goal by the third week of the holiday rush, and we're on track to treble our orders by the final week."

Examine what to improve

Examining your errors might assist you in identifying areas for improvement. When outlining your errors, shortcomings, or places for growth, refer to them as "opportunity for improvement." If you did not accomplish a goal, explain why, what you learned from the experience, and what you will do differently in the future to improve. As with your successes, here is an opportunity to emphasize how you want to improve or have already begun to improve.

For example: "I've received a wealth of useful knowledge on methods to enhance my job function and staff performance. As a result of my love for my profession, I frequently take on many duties at once and resist delegating to other peers. As a result, I've developed an awareness of my obligations as a team member in this area and have subsequently set limitations on the work I'm willing to accomplish outside of my assigned job tasks.

While I am eager to assist team members with pressing issues, I always prioritize my own work to avoid getting behind. If I am unable to assist a team member, I refer them to a resource that can assist them in resolving their issue. This type of prioritizing and delegating has aided me in my advancement."

Provide possibilities for growth

Following your discussion of prospects for growth, it's a good idea to note any opportunities you want to take advantage of. Whether it's an advanced degree, a promotion, or simply goals to be the greatest at your work, discussing these thoughts and objectives in your writing demonstrates to your readers that you take your career seriously and are enthusiastic about your professional future. Maintaining the focus on you and the positive ways you contribute to your work, discuss how you believe your role can or has aided your professional development.

For example: "As an enthusiastic self-starter, I plan to advance in this job and use my experience to get as much information about the hospitality industry as possible. I'm seriously contemplating pursuing a Master of Hospitality Management in order to boost my job performance and further develop the abilities I'm rapidly acquiring. As I learn and develop, I aim to one day operate a company in this industry and value the expertise obtained in this job."

Examples of self-performance evaluations

Additional sentences that you can encounter in an effective self-assessment performance reports include the following:

• "While I have made tremendous strides in providing superior service to our clients over the last eight months, there are some areas where I think I can still enhance my daily work performance."
• "I've already established five goals for myself for the new year. These include increasing my weekly sales by 10%, maintaining a four-star customer review score for 8 months, completing a sales training course through the company's continuing education department, mastering the new company communication interface when it launches, and enhancing my time management "aptitudes."
• "I've effectively managed my team of eight nurses over the previous three months while we dealt with an abnormally significant surge of critical patients on the Cardiovascular unit. My team received the hospital's Downer Hospital and Care award last week as a result of our efforts."
• "Since being employed as a third-grade teacher at Middleton Elementary, I have worked hard to make a positive effect in the lives of my pupils. I was able to improve my class's total exam scores by an average of 11% this semester. I am really pleased of my pupils, and I am confident that we will continue to grow together throughout the school year."

Self-appraisal phrases (examples)

Self-appraisal phrases are snippets that could be included in the performance review. For example, "I provided consistently high-quality work in a timely manner for all of our clients." Or, "I judged my own performance based on the performance of our other team members."

Professionalism and communication

• I express my expectations to all stakeholders in a straightforward manner.
• I keep in touch with department directors and participate actively in team meetings.
• I give constructive comments and place a premium on communication as a means of resolving conflicts.
• I communicate my thoughts effectively, persuasively, and professionally.
• I provide pertinent information to my team members to ensure that everyone is on the same page.
• I convey changes to stakeholders immediately upon their occurrence.
• I openly express my gratitude for the amazing work my team members accomplish.

Performance on the job

• I like my profession and place a premium on excellence every day.
• I routinely work on issues that are not part of my job description but have an impact on the team.
• I am very interested in encouraging collaboration.
• I have outperformed my performance objective (said objective) by a significant margin (mention a number in percentage).
• I work objectively.
• Every day, I strive to improve my performance.
• I am always willing to answer inquiries and assist my classmates.

Reliability in the workplace

• At work, I don't take on more than I can handle. And I keep my commitments to others.
• I've fulfilled all of my significant deadlines with flying colors.
• I prioritize my work and begin with the most vital chores.
• I keep an eye on the demands of my staff and customers and adjust my schedule accordingly.
• I am timely and remain engaged during the workday.
• Whenever required, I seek counsel in order to resolve issues.
• I maintain timely contact with customers and peers.

Customer satisfaction (NPS scores or feedback)

• I am adept at resolving consumer issues.
• To gain a deeper understanding of our customers' problem concerns, I employ the 'listen first, propose later' strategy.
• I go above and beyond to assist consumers in obtaining the information or answer they need.
• (Insert a percentage) of consumers have given my customer satisfaction survey a maximum rating.
• I am always working to enhance our clients' experiences.
• I constantly make an effort to understand our clients' viewpoints and provide solutions that are appropriate for their circumstances.

Creativity and general drive

• I am constantly looking for methods to enhance our work procedures.
• I am adaptable to new conditions and environments.
• I tackle each difficulty with a "solve this problem" mentality.
• I adore collaborating with people on new ideas.
• I am solution-oriented.
• I put myself in the shoes of others and work to find a solution that is acceptable to everyone in the team.
• I am constantly on the lookout for opportunities to interact with and learn from those around me.

Professional growth and development

• I make goals that aid in my professional and personal development.
• I maintain my development route by always updating my talents.
• I am a self-taught learner who acquires new talents from others around me.
• I seek for opportunities to interact with and learn from other outstanding individuals in my profession.
• I have a clear professional vision and am committed to achieving it.
• I am a quick learner, which enables me to adjust to change with ease.
• I enjoy acquiring new knowledge. I recently discovered (mention details).

Appraisal examples about job performance

• I've understood that coming future, I need to be more upfront with my team members.
• I'm competent in customer assistance, however I could enhance my follow-up skills.
• I avoid tough talks because I want to have a cheerful attitude at all times.
• My communication with larger groups or on multi-department initiatives might be improved.
• I adhere to old approaches and am not always receptive to novel ideas.
• I am not always forward with suggestions during chats, which results in more passive team discussions.
• I do prioritize the needs of my teammates. However, I occasionally take leave without notifying people in advance.
• It's difficult to approach me during business hours.
• I am not constantly in need of assistance. Occasionally, this results in a resurgence of difficulties.
• While I complete assignments on schedule, I do not maintain my skills. I need to improve my knowledge.

Common FAQ's

Questions from employees on self evaluation.

What should I write in a performance review for myself?

Write a strong, well-articulated self-evaluation. It should include metrics, statistics, and other feedback from team members that support the employee self-evaluation as a whole. When writing your own self-assessment, be honest. Use the feedback you've gathered through one-on-one meetings and more.

What do you write in a self-assessment?

A thorough self-evaluation should identify specific activities and projects that showcase your greatest work. Employees should stress the influence those successes had on the whole organization when describing them to demonstrate their worth to the company.

About the author

Patrick Algrim is a Certified Professional Resume Writer (CPRW), NCDA Certified Career Counselor (CCC), and general career expert. Patrick has completed the NACE Coaching Certification Program (CCP). And has been published as a career expert on Forbes , Glassdoor , American Express , Reader's Digest , LiveCareer , Zety , Yahoo , Recruiter.com , SparkHire , SHRM.org , Process.st , FairyGodBoss , HRCI.org , St. Edwards University , NC State University , IBTimes.com , Thrive Global , TMCnet.com , Work It Daily , Workology , Career Guide , MyPerfectResume , College Career Life , The HR Digest , WorkWise , Career Cast , Elite Staffing , Women in HR , All About Careers , Upstart HR , The Street , Monster , The Ladders , Introvert Whisperer , and many more. Find him on LinkedIn .

Fact checked: Our small and dedicated team rigorously evaluates every article, guide, and reference to ensure the information is accurate and factual. Learn more .

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Competency: 25 Performance Review Phrases Examples

By Status.net Editorial Team on August 8, 2023 — 9 minutes to read

Performance Review Phrases and Paragraphs Examples: Competency

5 – outstanding.

Outstanding performance rating is reserved for those who consistently excel in their roles, going above and beyond the expectations of their position. They demonstrate a strong commitment to their work, are highly skilled in their area of expertise, and often serve as role models for their peers, taking their work to new levels and inspiring others with their dedication and expertise.

Phrases Examples:

• Consistently exceeds all goals and targets
• Displays exceptional problem-solving abilities
• Demonstrates excellent leadership skills

Paragraph Examples

“Jane consistently demonstrates exceptional skills and abilities in her role. Her problem-solving abilities have led to outstanding results, significantly improving overall team performance. She consistently exceeds expectations for time management, completing tasks well ahead of schedule without compromising quality. Jane’s communication is always clear and concise, making her a valuable team member with strong collaborative relationships.”

“John’s technical prowess and high level of competency allow him to excel in his role. He consistently displays a willingness to take on new challenges and adapt to changing technologies. He is an invaluable resource for the team, as his expertise is sought after by colleagues. John is known for his attention to detail, ensuring his work is completed with precision every time.”

“Susan displays an unwavering commitment to achieving the company’s goals and consistently performs at a level that exceeds expectations. She demonstrates strong analytical abilities, enabling her to make well-informed decisions that support organizational growth. Susan is a proactive and reliable employee, often suggesting new initiatives and volunteering for additional responsibilities.”

“Peter is an exceptional leader with the consistent ability to motivate his team members. His performance continuously stands out, thanks to his dedication to achieving and surpassing project objectives. He is attentive to his team’s needs and actively fosters an environment of collaboration and continuous improvement. Peter’s confident and knowledgeable demeanor is an asset to the organization.”

“Mary consistently exceeds all goals and targets. Her exceptional problem-solving abilities and excellent leadership skills have made her an invaluable asset to the team. She is always motivating her team members to push themselves to reach their full potential.”

4 – Exceeds Expectations

• Consistently meets and often surpasses objectives
• Develops and implements innovative solutions
• Proactively takes on additional responsibilities

“John consistently goes above and beyond in their role, taking on additional responsibilities and actively seeking ways to improve their performance. Their strong initiative and willingness to collaborate with colleagues have positively impacted the team’s productivity and morale. They have demonstrated excellent problem-solving skills and consistently deliver high-quality work on time. John’s proactive approach to professional development reflects their commitment to personal growth and the success of the company.”

“Sarah has displayed exceptional communication skills, fostering a positive atmosphere within the team and effectively engaging with clients. They have proven their ability to manage multiple high-priority projects without sacrificing attention to detail or quality. Sarah’s strong organizational skills and ability to anticipate potential issues have contributed to smooth project execution and successful outcomes. This individual’s performance significantly exceeds expectations, as evidenced by their impressive results and contributions to the team’s objectives.”

“David excels in stakeholder management and consistently fosters strong relationships with clients and colleagues. Their ability to navigate complex situations and negotiate effectively has resulted in numerous mutually beneficial collaborations. David demonstrates excellent leadership qualities, providing valuable guidance to team members and creating an inclusive and supportive environment. Their commitment to continuous improvement and willingness to embrace new challenges position them as a valuable asset to the organization.”

“Emily is a highly motivated individual who consistently seeks opportunities to enhance their skills and apply new learnings to their role. Their innovative thinking and creative problem-solving abilities have led to the implementation of more efficient processes and improved outcomes for the team. Emily sets an excellent example for peers, consistently demonstrating a positive attitude and a collaborative spirit. Their strong work ethic and commitment to quality are evident in the exceptional results they deliver, significantly exceeding expectations.”

“John consistently meets and often surpasses his objectives. His ability to develop and implement innovative solutions has significantly improved the team’s productivity. John proactively takes on additional responsibilities and is always eager to contribute to the success of the organization.”

3 – Meets Expectations

When an employee consistently delivers work that is of quality, accurate, and on time, it is considered that they are meeting expectations. The following phrases and examples provide a picture of what performance review phrases might look like for an employee who meets expectations.

• Generally achieves established goals
• Shows good problem-solving skills
• Effectively collaborates with team members

“John consistently demonstrates competence in his primary tasks. He completes projects on time and meets the quality standards set by the company. Although he may not always exceed expectations, his work is reliable, and he has a solid understanding of his role within the team. He maintains a positive attitude and cooperates well with his colleagues. To encourage continued growth, it would be beneficial for John to seek additional responsibilities or attend training to expand his skill set.”

“Sarah is an effective team member who meets expectations in her day-to-day tasks. She is proficient in her assigned duties, and her work is accurate and thorough. She has a good understanding of the company’s goals and always acts in accordance with established procedures. While she meets expectations, there may be opportunities for Sarah to go above and beyond by seeking out new challenges or offering input on process improvements.”

“Mike is a conscientious employee who consistently meets expectations. He is detail-oriented, ensuring that his work is of a high standard, and he consistently delivers results on time. His communication skills are effective both with clients and internal team members. Mike is also proactive in seeking feedback and implementing it, demonstrating his commitment to continuous improvement. Identifying areas where he can take on additional tasks or leadership roles will help further Mike’s career development.”

“Sarah generally achieves her established goals. She demonstrates good problem-solving skills and works effectively with her team members to overcome challenges. As a valuable contributor, Sarah helps keep projects on track and ensures team efficiency.”

2 – Needs Improvement

In this section, we will provide some examples of phrases and paragraphs that can be used when evaluating an employee’s performance in the “Needs Improvement” category.

• Struggles to achieve certain goals
• Needs guidance in problem-solving techniques
• Requires assistance with teamwork and communication

“John consistently puts forth an effort but may struggle to meet all their job requirements. They are often late on project deadlines and need assistance when facing challenges. In order to improve, John should seek guidance from colleagues and supervisors and prioritize tasks to better manage their time.”

“Samantha has shown improvement in their technical skills, but communication remains an area of concern. Their emails and reports may be unclear or lack essential information. Samantha should focus on enhancing their written communication skills by attending relevant training programs, proofreading their work, and asking for feedback from team members.”

“Alex has demonstrated initiative in several projects; however, their teamwork skills need improvement. They often work alone or are reluctant to share ideas and collaborate with others. This could hinder the team’s overall productivity. To address this, Alex should focus on building trust with team members and take part in team-building activities.”

“Emma has a satisfactory performance in accomplishing routine tasks but exhibits difficulty adapting to change or accepting new approaches. This resistance may have slowed progress in some projects. It is essential for Emma to develop an open mindset and embrace new tools, methods, and ideas to improve their adaptability.”

“David demonstrates a strong work ethic but struggles with time management, which sometimes leads to missed deadlines and lower-quality work. To improve their performance, David needs to prioritize tasks according to their urgency and allocate adequate time for completing them. Implementing strategies like time-blocking can help in better management and organization.”

“Mark struggles to achieve his goals and could use guidance in problem-solving techniques. His teamwork and communication skills require development to function optimally within the team. With additional support and coaching, Mark has the potential to make significant progress in his role.”

1 – Unacceptable

Employees rated as “Unacceptable” demonstrate a significant lack of competency in their job. They frequently need close supervision, and their actions might adversely impact the team’s productivity and the organization’s goals. It is crucial for managers to address these issues and provide support to help the employee improve and reach an acceptable level of performance.

• Lack of initiative: The employee consistently fails to take initiative and requires constant supervision to complete tasks. They do not show the needed motivation to improve their performance.
• Poor time management: The employee has not demonstrated an ability to manage their workload effectively, consistently missing deadlines and causing delays for their colleagues.
• Unreliable: The employee is often absent without notice and fails to meet their commitments, resulting in disruptions to the team’s operations and project timelines.
• Inadequate communication skills: The employee consistently struggles to express their ideas or understand instructions from their team members, causing confusion and miscommunications.
• Unwillingness to adapt: The employee resists change and does not make an effort to learn new skills or adapt to new situations, thereby hindering the progress of the team and the organization as a whole.
• Does not achieve established goals
• Fails to find solutions to problems independently
• Has difficulties collaborating with team members

“John consistently fails to meet deadlines, leading to increased pressure on fellow team members. His lack of time management and organizational skills has hindered the team’s overall progress. John needs to immediately address these issues and develop a plan to improve his performance.”

“Emily has shown an inability to work efficiently within the team environment. She demonstrates poor communication skills, often creating misunderstandings and conflicts among colleagues. It is crucial for Emily to seek professional development opportunities to enhance her communication abilities and become an effective team player.”

“Michael has not shown a willingness to take on new tasks or seek learning opportunities to increase his competencies. This lack of initiative results in limited contributions to the team’s overall performance. For Michael to improve, he must actively seek feedback and take responsibility for his personal growth to meet the required expectations.”

“Samantha is consistently unresponsive to feedback from peers and supervisors. She has not shown any effort to implement the suggested changes to her work habits, which has hindered her growth and performance. Samantha must become receptive to feedback and take the necessary steps to make improvements in her role.”

“David exhibits a negative attitude and regularly discourages team efforts to achieve project goals. This behavior affects the overall team morale and productivity. To move forward, David must adopt a collaborative approach and work on building positive relationships with his colleagues.”

“Mary fails to meet established goals and lacks the initiative to find solutions to problems independently. She is consistently falling behind and has difficulties collaborating with team members. Immediate intervention and support are necessary to improve Mary’s performance.”

Performance Review Questions: Competency

1. Did the employee meet the goals and objectives set for them during the review period? 2. Did the employee demonstrate the necessary skills and knowledge to perform their job effectively? 3. Did the employee show initiative and take on additional responsibilities beyond their job description? 4. Did the employee work collaboratively with their colleagues and contribute to a positive team environment? 5. Did the employee demonstrate a willingness to learn and grow professionally? 6. Did the employee consistently meet deadlines and produce high-quality work? 7. Did the employee handle challenges and setbacks effectively, and seek help when needed? 8. Did the employee adhere to company policies and procedures, and demonstrate ethical behavior? 9. Did the employee communicate effectively with their supervisor and colleagues, and seek feedback to improve their performance? 10. Did the employee demonstrate a strong work ethic and commitment to their job?

• Flexibility: 25 Performance Review Phrases Examples
• Initiative: 25 Performance Review Phrases Examples
• Job Knowledge Performance Review Phrases (Examples)
• Productivity: 25 Performance Review Phrases Examples
• Attention to Detail: 25 Performance Review Phrases Examples
• Problem Solving Skills: 25 Performance Review Phrases Examples

•  Guest Posts

150 Performance Review Examples and Phrases for Giving Effective Feedback

A performance review is an opportunity for your employees to grow. Discover 150 employee performance review examples to help you give constructive feedback.

Table of Contents

Employee performance reviews are crucial for all businesses. They let managers or supervisors assess their staff members' work and offer them insightful, constructive, and honest employee feedback on their:

• Areas of improvement

Employee engagement is also largely dependent on performance reviews. Therefore, you should know the appropriate words or phrases or employee performance review examples to use during a performance evaluation.

Complicated and wordy messages can confuse both the reviewer and the reviewee and, thus, detract from clarity.

However, if you go about it appropriately, performance reviews can promote your employees' professional growth by reinforcing good habits, rectifying undesirable behaviors, and inspiring them to perform better.

Therefore, to help you comprehend better, we’ve curated a list of 150 performance review phrases. But before we go through the list, let's understand what a performance review is in brief.

What is a performance review?

Reviewing the performance of employees is a critical aspect of running a business. It helps to improve the efficiency and productivity of your employees. Effective performance reviews can also help employers accomplish the following:

• Adequately distribute raises or pay increases
• Assist team members in acquiring new skills
• Outline the goals and expectations of the company

Based on the business capacity and size and the goals of the assessments, each company's review procedure may vary in frequency and complexity. The performance review assessments can be carried out either yearly or quarterly.

150 Useful performance review phrases

Below is a list of 150 performance review phrases and examples that you can use based on the position, function, or personality of the employee in question:

1. Teamwork

Here are 9 positive examples of performance review phrases for teamwork:

• Willing to be counted on by their teammates and expect the same in return
• Develops strong relationships in a professional setting with coworkers, superiors, and other staff members
• Provides support to teammates on their tasks, even though they are not directly responsible for them or obliged to help
• Exemplifies a culture of collaboration on a daily basis
• Readily collaborates with their coworkers to accomplish the goal
• Exceptionally adept at motivating team members to bring out their best effort.
• Oversees the team's operations and delegates tasks to team members appropriately.
• Built a highly motivated team that collaborates to commence and finish the task on or before the deadline
• Always willing to assist teammates who are going through a tough time with their responsibilities

Here are 9 negative examples of performance review phrases for teamwork:

• Seems more concerned about achieving their targets than helping anyone who might require some assistance
• Struggles to acclimatize after transferring from a sector that is very autonomous to one that is team oriented
• Although an expert, they tend not to provide professional guidance or assistance to those who may need
• Struggles with completing assignments while collaborating with others
• Doesn't care enough to inspire team members to perform at their highest level while working

2. Attendance

Here are 7 positive examples of performance review phrases for being attentive :

• Replies to emails and attends calls of stakeholders on time
• Attend conferences, workshops, and seminars on time at all times
• Always arrive on time for work each day
• Completed X years of flawless attendance
• Consistently available even when their division's work schedule is unrelated to it
• Follows the schedule and plan as accurately as attainable
• Always shows up on time, sticks to the schedule, and takes lunch breaks as scheduled

Here are 6 negative examples of performance review phrases for being attentive:

• Attends far too many personal phone calls on a daily basis
• Routinely goes past their allotted lunch break, affecting their productivity
• Does not adhere to the attendance requirements set forth by the organization
• Shows up at work late on a regular basis
• Consistently exceeds the allotted number of leaves
• Must learn to arrive timely after scheduled leaves

3. Interpersonal skills

Here are 8 positive examples of performance review phrases for good interpersonal skills:

• Has strong interpersonal skills and needs little to no instruction in communicating well with others
• Possesses the ability to deal with sensitive circumstances promptly and efficiently
• Can hear and effectively comprehend verbal and nonverbal indications from coworkers
• Ensures that their teammates are comfortable with a decision made by a higher authority
• Is an excellent team player who enjoys working with others
• Possesses the ability to resolve team conflicts
• Has the capability to collaborate with colleagues to resolve conflict in a respectful manner
• Possesses the ability to communicate clearly with people from different cultures, places, etc.

Here are 5 negative examples of performance review phrases for good interpersonal skills:

• Refuses to take constructive criticism from coworkers that can help them grow in the corporate world
• Interacts with coworkers in an abrasive and unprofessional manner
• Refuses to take any initiative or incorporate constructive suggestions made by coworkers
• Reacts defensively to constructive criticism
• Appears uneasy when questioned during team meetings

4. Communication skills

Here are 7 positive examples of performance review phrases for good communication skills:

• Adept at efficiently conveying complex messages and decisions
• Routinely offers constructive criticism
• Communicates complex subjects to the rest of the team in a transparent and understandable manner
• Asks interesting and meaningful questions
• Not afraid to answer when confronted with a difficult question
• Is skilled at summarizing and conveying critical business decisions
• Is open to hearing other people's opinions

Here are 7 negative examples of performance review phrases for communication skills:

• Stands out from their colleagues for having excellent employee communication skills
• Repeatedly berates staff members
• Has difficulty interacting effectively in teams
• Instead of doing it themselves, ask other coworkers to convey bad news
• Does not adequately notify supervisors of progress updates
• Does not provide constructive feedback on new initiatives
• Regularly engages in awkward conversations and occasionally becomes territorial

5. Achievement

Here are 8 positive examples of performance review phrases for achievement:

• Sets realistic goals and actively works to meet them
• Surpassed the benchmark by X%, outperforming other team members
• Reduced the time it took to resolve complaints to 24 hours, which boosted customer retention by X%
• Employed effective SEO strategies and increased the site's organic traffic by X%
• Implemented a strategy that works well to optimize work processes
• Working cooperatively with a team was improved by X%
• Generated X% more revenues at the end of the last quarter compared to the previous one
• Used automation tools to save the organization $1 million

Here are 6 negative examples of performance review phrases for achievement:

• Last month's goal was missed by X%
• Would benefit from reviewing their own failures and successes each quarter
• Failure to meet commitments due to a lack of coordination
• Would prosper from defining career goals
• Finds it challenging to provide error-free work consistently
• Improved social media interaction is essential to boost organic traffic

6. Innovation and creativity

Here are 7 positive examples of performance review phrases for innovation and creativity:

• Frequently comes up with fresh, creative answers to handle difficult situations
• Thinks creatively and unconventionally
• Always encourage or assist teammates in coming up with innovative ideas
• Their creative capabilities are a valuable contribution to the company
• Has a strong imagination and routinely offers some of the most original ideas
• Uses creative thinking to carry out a vision for the business
• Consistently offers fresh ideas during meetings and when working on projects

Here are 7 negative examples of performance review phrases for innovation and creativity:

• Could provide alternative strategies for resolving problems
• Could take the initiative to work on new projects
• Their problem-solving methods are typically inflexible and conventional
• Prefers a traditional, cautious approach to problems rather than a creative one
• Could perform better in places that require innovative solutions
• Might use some creative thought
• Too reluctant to take chances on coming up with creative solutions
• Has a habit of rejecting projects that require creative thinking

7. Leadership

Here are 9 positive examples of performance review phrases for leadership:

• Encourages team members to put in a good effort
• Establishes a safe environment for team members to express their thoughts and perspectives
• Recognizes the capabilities of teammates and effectively assigns work
• Keeps team focused and engaged in work
• Expresses sincere appreciation for a job well carried out
• Actively hear what their coworkers are suggesting and respond appropriately to it
• Is an excellent role model for others to emulate
• Encourages the development of an understanding- and learning-centered corporate culture
• Always ready to lend a hand to a teammate

Here are 7 negative examples of performance review phrases for leadership:

• Ambiguous while deciding which objectives and tasks to accomplish
• Seldom acknowledges a successfully completed task with praise or positive feedback
• Regularly causes the team to fall behind with superfluous activities
• Rejects team members' opinions or suggestions
• Does not treat other staff members equally with respect
• Always overanalyzes situations when a speedy resolution is demanded

8. Attitude

Here are 7 positive examples of performance review phrases for attitude:

• Has a positive outlook that encourages their teammates to do better
• Always optimistic in every situation
• Quickly smiles and boosts morale in tense situations
• Always cheer up coworkers
• Does not allow difficult situations to dampen their spirit
• Always comes to work with a cheerful demeanor
• Keeps a persistent, optimistic attitude that motivates others
• Helps others have a positive attitude toward challenges by sharing ideas and thoughts that are constructive
• The way they behave shows how much they like their work
• Fosters a culture of trust among staff members

Here are 7 negative examples of performance review phrases for attitude:

• Has an attitude toward causing problems
• Gets upset easily and shows a pessimistic attitude
• Must learn to accept constructive feedback
• Gets easily distracted or provoked by non-work topics
• Behavior at work exhibits bipolar tendencies

9. Time management

Here are 9 positive examples of performance review phrases for time management:

• Has the capacity to finish tasks, particularly those with tight deadlines
• Shows an excellent capacity for coordinating several tasks and projects simultaneously
• Efficiently utilizes free time
• Effectively manages a variety of tasks and projects without requiring heavy supervision
• Is adept at handling multiple tasks quickly and with precision
• Manage their time quite well
• Consistently fulfills all goals on time
• Creates brief and time-saving presentations
• Schedules meetings on time

Here are 5 negative examples of performance review phrases for time management:

• Fails to meet deadlines despite being granted plenty of time to finish all assigned tasks
• Has trouble coordinating multiple tasks and initiatives
• Does not efficiently manage their work schedule time
• Lacks the ability to efficiently prioritize tasks
• Shows a tendency to let personal matters influence how well they function at work

10. Productivity

Here are 10 positive examples of performance review phrases for productivity:

• Consistently surpasses performance benchmarks
• Has incredibly high standards for productivity
• Have a track record of delivering work at a high caliber
• Constantly looking for ways to be more effective
• Encourages people to perform efficiently at work by maintaining a positive attitude
• Consistently goes above and beyond expectations and delivers the best result
• Significantly contributes to the business's ongoing expansion
• Places a high value on details, which is evident in their work
• Shares their understanding of market trends and best practices with the team to assist them in achieving better results
• Is a key contributor to the organization's success

Here are 5 negative examples of performance review phrases for productivity:

• Requires to pay greater attention to the intricacies before turning in a project
• Finishes the easier tasks first instead of prioritizing the urgent ones
• Doesn't accomplish their work in accordance with the required productivity standards
• Should engage in more training and development activities to advance their knowledge and abilities
• Work performance and productivity have been below par lately

11. Accountability

Here are 5 positive examples of performance review phrases for accountability:

• Accepts accountability for one's actions and contributions as a team member, as well as involvement in the organization's growth
• Respects deadlines and takes responsibility for them
• Acknowledges shortcomings and notifies colleagues when unable to uphold a commitment
• Takes accountability for the part they play in project management
• Unwilling to be complacent with errors and finds resolutions for them

Here are 3 negative examples of performance review phrases for accountability:

• Must accept responsibility for meeting deadlines
• Rejects responsibilities for fixing errors
• Fails to communicate effectively regarding delayed deliverables

Frequently asked questions (FAQs)

Here are some frequently asked questions about employee performance review:

1. What is an employee performance review?

A thorough evaluation of an employee's performance over a specific period is known as an employee performance review. Managers examine an employee's overall performance, point out their merits and shortcomings, provide feedback, and assist them in setting goals during a performance review.

2. What should a performance evaluation of an employee contain?

In the majority of employee assessments, regardless of industry, these capabilities are evaluated:

• Communication
• Problem-solving
• Time management
• Productivity

3 . What are some examples of good performance reviews for employees?

Examples of good performance reviews for employees are:

4. What are some of the areas of improvement for employees?

Some of the areas of improvement for employees are:

5. What are some examples of performance reviews concerning leadership?

Examples of performance reviews concerning leadership are:

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25 Performance Review Examples (+ Templates, Tips & Phrases)

Written by: Heleana Tiburca

Performance reviews can help you evaluate your employees’ attitude, skills and goals and whether they align with your business or not.

If done right, an effective performance review can lead to incredible, positive changes in your employees, and leave them inspired to do even more and better than before.

In this article, we’ll show you 25 performance review examples to get you confident and in the perfect position to conduct appraisals and evaluations.

We’ve also included expert tips and phrases to use to ensure successful outcomes and help your employees become the best version of themselves.

Ready to create a visual performance review? Use our professional document creator to build engaging appraisal and evaluation forms that employees take seriously.

Here’s a short selection of 8 easy-to-edit performance review templates you can edit, share and download with Visme. View more templates below:

Table of Contents

What is a performance review, 25 performance review examples & templates, 5 tips for conducting a successful performance review, 80 encouraging performance review phrases to use.

A performance review is a meeting between an employee and manager, team lead or HR manager, where they evaluate and discuss past performance, areas of success, areas to improve and future steps to take to ensure success at the company or business.

Performance reviews are also commonly known as performance appraisals, employee evaluations and performance evaluations.

Depending on company policy, performance reviews or employee evaluations can take place monthly, quarterly, yearly or whenever HR sees fit. Thus, they can also be called quarterly employee evaluations, yearly performance reviews and so forth.

A performance review generally includes a few different phases:

• An employee's work is reviewed over the last quarter, year or a specific period.
• The manager gives feedback on the positive aspects of that work.
• Any areas of improvement are highlighted via constructive criticism.
• The company’s future goals are stated to align the employee with those goals.
• A game plan is made and communicated to ensure they achieve those goals.

Let’s look at some examples and templates of performance reviews to help you create your own appraisal document.

When you use a professional document creator ,  you can create a visual and impactful performance review that will help your employee see exactly where they stand in the company.

You can use diagrams, graphs and other data visualization tools to help them see how they’ve been doing, their successes, shortcomings and more at a glance.

Below you’ll find 25 performance review examples and templates that can be fully customized and branded to fit your company’s needs to have a successful performance review this quarter.

Find one you like below, be inspired by our design tips and start customizing it immediately!

1. Temp Performance Review

This performance review template is great for visualizing progress. It's ideal for those in a temporary or basic position, as it's easy to understand at a glance and not very complex.

To make your feedback helpful and easily understood, you can use a rating system of 1-5 to mark evaluation standards from poor to excellent.

For example, you can use blue for “excellent”, pink for “mediocre” and pastel orange for “needs improvement”.

You may want to try to avoid harsh colors like bright red as it may be too intense and cause discomfort for employees. Try using one of Visme’s pastel color palettes, as seen in the image above, to instill calm.

2. KPI Performance Review

KPIs or Key Performance Indicators are crucial for tracking success in a business’ endeavors.

This KPI performance review template can help you and your team measure and visualize the effectiveness (or ineffectiveness) of a project or task at hand.

This template is fully customizable, as are all of our performance review example templates, and you can add your own branded content to it.

Edit the text surrounding the KPI, the target and the actual outcome to make it your own and inspire your team by visualizing their hard work that has come to fruition.

3. Team Leader Performance Review Template

Everyone needs to be evaluated and this doesn’t exclude team leaders.You can review your team leads and managers with this performance review template.

Show them their strengths and weaknesses by scoring them on administration, communication, dependability and more.

Just click on the text boxes to write a description of their work and add in accurate details to complete this performance review template.

Improve your HR materials and communication with visuals

• Create insights into your recruitment and talent management processes with data visualization
• Keep all HR documents on-brand and beautiful, from employment contracts to company policies

Sign up. It’s free.

4. Customer Service Performance Review

This customer service employee evaluation template is perfect for highlighting your employee’s greatest achievements and giving quick, yet efficient ratings for each task.

In this customer service performance review template, you can see four tasks Jacqueline has accomplished and the quality of her work listed out via the color coding of a star icon next to that task.

You can customize these vectors and add as many or as few tasks as you want on this employee appraisal template. Change out the text and font to match the tasks at hand and then add your employee profile image at the top left.

You’ll want your employee to quickly be able to see the areas of work you’re proud of them for and the places they could still develop.

To make this process easy on both of you, add a shape to your document and make it a color that contrasts well with the background, such as blue on white, as you can see in the image above.

Then, use another high contrast color for the font. In my case, I used white. This will make your employee performance review document look sleek and professional.

5. Self-Evaluation Performance Review

Sometimes, to get a better insight into how your company’s performance is going, you can allow for self-evaluations.

In this self-evaluation performance template, you’ll see there are four questions that employees can answer via a percentage rating, based on their true opinions.

This is a great way to assess employee performance self-worth, as they might feel more comfortable being honest when they get to answer on paper rather than in person and you’ll be able to tackle any problems head-on.

6. Student Internship Performance Review Template

Interns always benefit from a thorough description of their performance at your company or business and they can be incredibly helpful in their career growth.

What better way to show them their progress than with this internship performance template?

Display their work achievement, knowledge and skills by using cool data visuals and bright colors in this performance review.

Customize the text in the dedicated comment sections, work ethics sections and more to make it personal for your intern.

7. Clinical Psychologist Performance Review

If you’re looking for a sleek, minimal and professional performance review template, then try this one out. Take advantage of the 8 pre-written performance indicators, or edit the text and create your own.

Once you have your evaluation indicators in place, create a scoring system of your own to show your employees where they stand and how they’re performing.

8. Simple Performance Review

This classy and sophisticated performance review example is great for sharing employee strengths and skills.

As you can see, all of Rachel’s skills are listed out on the left-hand side and then have a corresponding rating directly below it.

This makes for clear communication on how the employee is doing at their job, with no questions left to wonder after the meeting.

As you can see in the image above, Visme has lots of free, built-in vector icons you can choose from to help represent a task at hand or the quality of a skill.

You can browse through thousands of custom icons or use the search bar to find an icon to work with whatever you had in mind. Or, upload your own icon if you have one!

9. Executive Director Performance Review

This modern performance review template is amazing for technology companies and large corporations.

You can give clear feedback by using the graph in the template to specify areas where an employee exceeds expectations, meets them and areas where they need to develop.

You can use a check to mark where they stand or any other icon you’d like.

Add your own images, logo and text and you’ll have your performance review template ready in no time.

10. Tech Shop Performance Review

A tech shop or any IT company for that matter can benefit greatly from a modern performance review template, like this one.

Full of customizable and professional vector icons for each section and customizable color schemes, it’s a great way to show your appreciation for your employee’s performance over the last period.

11. CEO Performance Review Template

Is it that time of year to evaluate your CEOs? Use a professional performance review template like this one to highlight your CEO’s leadership skills, strategy and people management skills!

Once you evaluate them on different criteria, use the comments section in this performance review template to give your CEOs any additional tips, suggestions or things to change in the future.

12. Teacher Performance Review

This no-nonsense performance review template for teachers and educators is clear, concise and straight to the point.

With a bright-gradient scale, it’s easy to show employees where they stand regarding their performance.

List out the performance standard and add the coinciding score to give employees clarity on how well they’re performing.

You’ll want to make your performance review documents easy to read and keep everything clean.

That’s why we recommend using fonts that are easy to read, such as Helvetica and Arial for example,  and using no more than 3 fonts per document, as any more fonts on a single page tend to look a bit messy.

13. Annual Employee Performance Review

Annual employee performance reviews can be nerve-racking for many, but they’re a great opportunity to look back on the past year and set new goals for the upcoming year.

This annual employee performance review template is perfect for the job.

Encourage your employees by listing out a percentage representing the effectiveness of their performance, quality of work, delegation and more in this template.

14. Managerial Performance Review

Everyone needs to be held accountable, including managers. This is because if the head is healthy, the rest will follow suit.

You can keep your managers on task and accountable by using a sleek managerial performance review template like this one.

The green color scheme of this performance review makes all the information pop and you can customize anything on it, from text to icons. Add in your evaluations and have your review ready in minutes.

15. Lawyer Performance Review Template

A professional career demands a professional performance review and this self-evaluation template stands out for the occasion.

You can replace the logo in this template with your own when you add it to your brand kit. Additionally, add your corporation’s brand colors and other brand elements to make it unique to your brand.

Once you added your own criteria and images to the template, give it to your employees to fill out themselves and see where they think they stand in regards to their performance.

16. Agency Performance Review

This agency performance review template is broken down into clear sections with graphical representations of efficacy data that is easy for employees to grasp.

By having clear sections with data listed out, it’s easy for employees to see and understand their strengths and weaknesses at just a glance.

17. Mid-Year Employee Performance Review

If things are not going as you planned, then having a mid-year employee performance review can be just the thing you need to turn things around for the rest of the year.

This mid-year employee performance review template has four clearly defined sections that are great for highlighting the quality of their work, cooperation, achievements and so on.

Because our performance review templates are fully customizable, you can make the sections read whatever you need them to match your personal needs.

18. Nurse Performance Review

Show your staff where they stand in regards to professionalism and communication with this detailed performance review template.

These two sections of review are incredibly detailed but can be customized to suit whatever criteria you’d like to touch on with your employees. Score them on 5 different criteria, then add a smiley vector icon next to each observation according to their performance.

19. Quarterly Employee Performance Review

Some companies prefer quarterly performance reviews over annual reviews as they offer three times the number of opportunities for improvements and changes.

This quarterly employee performance review template is sophisticated, tasteful and simple.

Here, you can praise your employee for their creativity, give them helpful comments and tell them your targets and expectations for the next quarter so you can plan a successful rest of the year.

20. ​​Internship Performance Review

In this colorful and modern internship performance review template, you can show your interns or junior employees their performance in a fun way.

After all, you can make your reviews a time to let your employee’s best qualities shine and make them relaxed and have an enjoyable time.

This internship performance review example goes by the SWOT model and has sections that highlight strengths, weaknesses, opportunities and threats.

Customize each section to your intern’s unique set of skills and have your performance review document ready in minutes with the help of Visme.

For example, if you run a clothing store that targets Gen Z, then you may want to use a bright and colorful performance review template that reflects that, like in the image below.

If you work at a law firm, you may want to use a performance review template that is a bit more serious and uses simple fonts and colors, like on the left side menu bar in the image above.

21. Night Shift Performance Review

If you're looking for a performance review template that also doubles as a shift inspection report, this template is perfect for your needs.

This evaluation form comes with a table, which makes it easier to mark items as yes or no, and even add remarks or comments in the column on the right.

There's also a dedicated space at the bottom for any additional feedback. You can easily modify this template in Visme by changing the design, or adding or removing rows and columns.

22. Food Service Performance Review

Every industry needs a great performance review document, but especially those in the service industry.

The way your employees treat customers and do their job in the service industry could make or break your business. Be honest and get into the nitty-gritty of their performance in this detailed service industry performance review template.

23. Versatile Performance Review

This versatile performance review template is great for any company, position or time of year for reviews.

This template can be customized with your company branding elements such as your brand colors, logo, fonts and more.

24. Sales Performance Review

If you’re ready to give your sales team some feedback, this performance review example is perfect for the job.

It has many sections that can be packed full of information pertaining to their target achievements for the quarter, areas that need some improvement, how they manage their customers and so much more.

At the bottom of this performance review example, you can encourage or inspire your employee to do better by leaving them an overall performance rating.

25. Gauge Performance Review

Sometimes, all you need to do is give your employees a quick number or percentage that shows them how well they're doing. This is exactly where a gauge chart template like this comes in handy.

You can use this employee performance gauge template as part of your reports or presentations, or share on its own to give employees a quick glimpse before discussing their work in more detail later.

Performance reviews can be management’s most powerful tool in motivating employees and facilitating real change in the business.

When performance reviews are conducted correctly, they can inspire your team to become their best selves and motivate them to do better than ever before.

On the flip side, if you are harsh and critical without offering the right tools to make a change, you can destroy employee morale and do more harm to the team than good.

Here are 5 tips for conducting performance reviews that have a successful outcome.

1. Foster a Comfortable Environment

It’s normal for employees to get nervous before evaluations, as many times they view it as a  moment of judgment.

This is why the first step to a successful performance review as an HR manager is creating a space where employees feel comfortable and not anxious.

After all, you want this meeting to be impactful and have them remember what you discuss to create real change, and that can’t happen when employees are anxious.

Especially considering that anxiety has a direct impact on one’s ability to recall information and retrieve memories.

By offering a smile when they walk through the door, having a bottle of water on the table when they sit down and starting out with a bit of small talk revolving around things other than work, you’ll calm them down and prepare them for a successful meeting.

2. Use Positive Review Phrases, Criticism and Feedback

One of the most important phrases that one can live by is, “It’s not what you say, it’s how you say it.”.

Anything that you need to say, whether positive or negative, can be said in such a way that it’s not hurtful, but actually helpful.

This is all done through the beauty of language and positive criticism. There are lots of different positive criticism methods you can use, but let me just give you one example.

Say an employee is not meeting their established quota for this quarter.

Instead of saying:

• “Your numbers are down.”
• “This isn’t what we agreed on. Why aren’t you working harder?”

You could say something like:

• “We’ve noticed that your numbers are a bit lower than what we established at the beginning of the quarter. How can we help and support you in order to achieve that goal?”

This is just one simple example of positive criticism put into use.

We have an entire section down below dedicated solely to phrases to use during employee evaluations that will help you have a successful outcome. Check them out to help you in your next meeting.

3. Remember: Coaching Over Judging

“Teamwork makes the dream work.”

It’s no wonder this phrase is so popular. When everyone has their special part to play in the team, they feel valued and are more inspired to work better.

In the same way that, many times, a team framework works better than a set hierarchy, you need to remember that coaching works better than judging.

If you just point your finger and highlight only employee mistakes without offering a solution, you become a judge.

Instead, be an encouraging coach. Watch how the game is going and offer a game plan of change. You can be kind and still be the strong leader that directs your team to a win.

4. Ensure a Two-Way Conversation

Everyone wants to be heard and no one likes to be talked ‘at.’

Make sure that you allow for a two-way conversation and ask open-ended questions that your employee can truly answer.

If they have any grievances, make sure you’ve created a space where they feel safe to let you know what’s been going on.

On the flip side, allow them time to tell you what they’re proud of and things they’ve been loving about the company.

This evaluation can be as much about them as it is about the company. It’s a time to see the areas in which you’re winning or falling short.

Use this time wisely to gather information and make changes on both sides of the camp.

5. Create a Plan to Take on the Future Together

Finally, once you’ve discussed all there is to discuss about past performance, it’s time to look to the future.

Create a roadmap together or prepare a document that breaks down how you, your employee and the entire team can reach their goals together.

For example, if you're overseeing a company project, you can create a communication plan to help your team members collaborate effectively and stay on the same page.

Here's a communication plan template you can use right away:

If you conduct a performance review without presenting or creating a plan for the future, you’ll find your employees exactly where you left them at your next evaluation.

Set them up for success and inspire them by setting clear goals for the future and a plan to achieve them together.

The way you communicate and the language you choose to use during a performance review will directly impact the outcome of your appraisal and how your employee will feel about their job when they leave.

In fact, your language and communication are so important during a performance review that if you use them incorrectly, up to 24% of your staff might consider quitting their job .

Additionally, 74% of employees say that they feel more confused about how their managers actually feel about their performance after an evaluation is finished, rather than before.

With alarming statistics like these, it’s imperative that you make your evaluation count and you use proper phrases and clear communication.

Below we will be sharing 80 performance review phrases to use for administration, leadership, achievements, communication and more that will help make your employee evaluation a success.

Performance Review Phrases to Use for Administration

1. X always keeps important documents and information organized so as to not create any miscommunication or duplicate files.

2. X continuously comes up with ideas on how to improve company procedures.

3. X put new work processes into place that brought about impressive results, such as [state the results].

4. X created a new way for teams to gather information by [state the task that resulted in this success].

5. X exhibits incredible administrative skills and finds ways to integrate them into daily work tasks.

6. X always delivers time-sensitive tasks with zero delays.

7. X performs well in high-stress situations, can think clearly and provide solutions under pressure.

8. X is a team player and is constantly coming up with solutions to problems within the team.

9. X is constantly looking for ways to improve systems of function to increase team efficacy, time and resource management.

10. X follows and respects company policies and inspires others in the team to do the same.

Performance Review Phrases to Use for Leadership

11. X uses constructive criticism to help redirect his colleagues and team in times of need.

12. X delegates their team efficiently and uses company resources to the best of their ability.

13. X is always willing and ready to help where they are needed.

14. X makes everyone’s opinions heard and facilitates real change.

15. X is able to take on grievances from the workplace and make changes that help team members and co-workers.

16. X encourages open communication and helps team members speak their minds.

17. X pays credit where credit is due and makes everyone feel appreciated for their work.

18. X uses active listening skills to make team members feel seen and heard.

19. X is a prime example for fellow co-workers to follow and be inspired from.

20. X always motivates their team to do better than the day before.

Performance Review Phrases to Use for Employee Achievements

21. X constantly achieves and exceeds goals set by the team.

22. X creates a plan and meets with others to achieve the goals set by the team.

23. X exhibits great brainstorming qualities and troubleshooting skills to solve a problem.

24. X is eager to look for areas to improve and ways they can help.

25. X has exceeded their goal of the quarter, from X to X.

26. X uses careful planning and takes calculated steps to ensure they can meet the expectations set by management.

27. X takes initiative in projects to ensure they get tasks done within the established time frame.

28. X goes above and beyond company set goals to ensure the highest quality results.

29. X took initiative and developed a solution to the problem X.

30. X sets real, achievable goals for themselves and their team to deliver great results to a task at hand.

Performance Review Phrases to Use for Communication

31. X excels at communicating tasks and deadlines to the team.

32. X keeps all team members in the loop so no one is left behind.

33. X takes the time to explain tasks in great detail to other team members to ensure quality results with minor issues.

34. X takes criticism and applies it extremely well.

35. X fosters a comfortable environment for coworkers to speak freely and share ideas.

36. X makes sure everyone feels heard and listens to all ideas and suggestions.

37. X ensures that everyone understands the project and task at hand before moving on to anything else.

38. X communicates clearly to all members of the team so that there is no miscommunication on what is expected of them.

39. X excels at communication and delivers all information clearly, without need of further explanation.

40. X handles conflict within the team extremely well, handling all situations with poise and grace.

41. X is able to remind team members of company policies without making others feel less than.

42. X can break down technical issues in such a way that anyone can understand and makes everyone feel like they're on the same page.

Performance Review Phrases to Use for Delegation

43. X is a natural leader and divides tasks seamlessly amongst team members.

44. X motivates team members by delegating tasks and presenting inspiring rewards.

45. X delegates tasks to new team members to help them gain experience and learn the ropes.

46. X communicates set timelines and deadlines of a task with coworkers and ensures everyone respects that timeline.

47. X knows how to distribute tasks amongst the team to get a job well done.

48. X allows and encourages creativity from individuals to get the job done in their own way, as long as the results are positive.

49. X clearly explains tasks to each team member and explains the desired end results to ensure a minimal amount of hiccups.

50. X supports team members wherever they can to make sure they reach the intended end goal.

51. X is able to identify the right task to the right person with just the right skill set.

52. X will take the time to learn the skill set of each new employee to ensure they delegate appropriate tasks to them.

53. X gives clear instructions along with each delegated task to ensure everyone is on the same page.

Performance Review Phrases to Use for Cooperation

54. X is always eager to take on new tasks.

55. X understands the value of teamwork and helps where they are needed.

56. X is always willing to help a colleague in need.

57. X is always open to sharing information and helping others learn a new skill.

58. X is able to delegate multiple teams at once and have them all cooperate successfully.

59. X always boosts team productivity by leading by example.

60. X is a great team player and works well with anyone on the team.

Performance Review Phrases to Use for Punctuality

61. X is always on time for meetings.

62. X always comes in first to the office.

63. X can successfully conduct and respect the time limit for meetings.

64. X has set a standard for other coworkers by always being punctual to work.

65. X has had a perfect attendance record in the past quarter.

66. X is always reliable when it comes to being punctual to meetings.

67. X comes to work prepared and on time every day.

68. X can always be counted on in regards to punctuality.

69. X shows immense amounts of respect by always being punctual.

70. X always finishes all tasks and projects before the specified deadline.

Performance Review Phrases to Use for Areas of Improvement

71. While X has been on time for many meetings in the past, there is room for improvement in this area.

72. Although deadlines are communicated, X has been late in delivering certain tasks and projects.

73. X is sometimes reluctant to help colleagues in need, even when asked.

74. X can be reluctant to accept new ideas or processes presented by other team members.

75. X can improve in active listening and taking on constructive criticism.

76. X has great leadership skills but can benefit from delegating tasks in more of a team manner.

77. X can be biased when hearing other’s ideas and opinions and can benefit from active listening.

78. X has great ideas for change but needs to learn to communicate them respectfully and humbly.

79. X needs to learn to be objective when solving issues with others or within the company.

80. X can be extremely honest but needs to learn to communicate their honesty respectfully.

Performance reviews can be a stressful time for everyone. But with proper preparation and appropriate language, you can make them enjoyable and help guide your employees to become the best version of themselves.

Ready to Conduct a Successful Performance Review?

We hope you’re feeling inspired by these performance review examples and are excited to take on your next performance review meeting.

If you want to customize any of the performance review examples you saw in this article or want to create your own from scratch, then you should try out Visme's professional document creator .

It comes packed with features like data widgets, free fonts, built-in icons and vector graphics, animation, the ability to embed links and videos, and much more to help you create engaging and interactive performance reviews that leave a powerful impact on your employees.

Explore all of our performance review templates , or browse through other categories like training manual templates , employee handbook templates and more to take your business to success.

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55 Effective Performance Review Phrases to Use — and Which Ones to Avoid

Finding the right words can be challenging — especially when it comes to performance reviews . To help employees hit their performance goals and feel motivated to grow, managers need to strike the delicate balance between acknowledging their employees’ successes, and giving constructive feedback to highlight key areas of improvement.

In this guide, we’ve shared some best practice examples of performance review phrases, broken down by some of the common themes seen in employee performance reviews. 

Most of the phrases we’ve highlighted are used to indicate that an employee is meeting or exceeding expectations. But at the end of each section, we’ve also included a few examples of how to indicate when an employee’s quality of work isn’t quite making the grade, and they need to improve their performance .

These performance review examples are meant to inspire managers who are struggling to find the right words and phrases to describe behavior. Think of them as more like a template — they’re generic phrases that you can build on to reflect individual employee traits and overall performance by adding in your own specific examples.

Communication

People’s communication and interpersonal skills can vary widely, so it’s important to specifically highlight how an employee’s ability to communicate supports their success in their role — whether by deepening relationships with team members, managing difficult customers, or providing clear direction and constructive feedback to direct reports.

When evaluating employees on communication skills , make sure you consider their ability to promote clarity, specificity, and collaboration.

Positive Feedback Examples for Communication

• Often asks for immediate feedback to clarify and ensure understanding.
• Regularly asks well-prepared or thoughtfully composed questions.
• Quick to ask follow-up questions that pinpoint misunderstanding or a lack of foresight.
• Comfortable saying, “I’m not sure. Can I get back to you?“
• Asks others for their opinions and makes coworkers feel comfortable contributing.
• Collaborates cross-functionally and builds strong working relationships with other internal departments.
• Promotes cooperation, communication, and collaboration by sharing their own knowledge and inviting others to do the same.
• Explicitly communicates expectations, objectives, and key results to team members and direct reports.

Constructive Feedback Examples for Communication

• Can be verbose, which makes it difficult for them to communicate a clear message
• Exhibits difficulty breaking down complex issues into manageable parts
• Is unwilling to commit their staff’s resources to other departments when asked

Teamwork and Collaboration

Teamwork and collaboration skills are essential for a high-performing, engaged workforce. Good team relationships not only increase job satisfaction and psychological safety for the individual, but they also make the whole team perform better too, supporting greater knowledge sharing and innovation .

“When an employee makes their coworkers’ work better, they’re bringing value to your company as a whole,” said ‍ Daivat Dholakia , Director of Operations at Force by Mojio , a GPS fleet-tracking app.

Positive Feedback Examples for Teamwork and Collaboration

• Elevates their team’s performance and productivity by [include one to two specific examples].
• Promotes collaboration on teams and encourages participation from individual members.
• Builds effective teams by helping team members play to their strengths.
• Fosters a sense of unity on teams, which encourages individual buy-in and helps the group reach its common goal.
• Insists on mutually respectful dialogue when resolving interpersonal problems or challenges .
• Provides positive affirmation and encouragement to balance constructive criticism.

Constructive Feedback Examples for Teamwork and Collaboration

• Fails to provide emotional encouragement or hands-on support to struggling members of the team.
• Discourages coworkers from volunteering ideas by interrupting others in team meetings.
• Responds aggressively when their authority is challenged.

Goal Achievement

Evaluating how well employees have set and met their goals is a core part of the performance review process. As much as possible, managers need to tie what employees did to its outcome on the business. Linking the two clarifies to employees how their actions are helping advance the organization’s goals and agenda .

“I like to use phrases that home in on key positive traits of the employee that are benefitting our business, then back them up with specific examples,” said Ravi Parikh , CEO of RoverPass , a SaaS company that helps individuals book campsites. “If I can tie it to a clear outcome, I do.” Parikh offered this phrasing as an example: “Your implementation of chatbots on our websites contributed to a 21% rise in online sales this past year.”

Positive Feedback Examples for Goal Achievement

• Improved communication by [include one to three specific examples].
• Improved our service and/or production of X item or X service by Y%.
• Led X project leading to higher-than-expected profits in Y quarter.

Constructive Feedback Examples for Goal Achievement

• Has consistently struggled to achieve OKRs over the last X quarters.
• Often reports a lack of necessary resources to perform their job description adequately.
• Has trouble setting measurable goals that align with company strategic objectives.

Creativity, Problem-Solving, and Critical Thinking

Evaluating your employees’ creativity and problem-solving skills during the performance appraisal process means considering how they generate ideas, approach new challenges, and use their problem-solving ability to complete tasks. 

“[It’s important to] acknowledge an individual who develops creative strategies and seeks creative solutions to challenging obstacles,” said Lori Rassas , SPHR-certified employment attorney and author of It’s About You, Too: How to Manage Employee Resistance to Your Diversity Initiatives and Improve Workplace Culture and Profitability . “You want to be sure to acknowledge those who carefully evaluated the pros and cons of challenging decisions and excelled in seeking solutions.”

Positive Feedback Examples for Creativity, Problem-Solving, and Critical Thinking

• Identifies new approaches to complex problems or obstacles.
• Translates creative ideas into practical application to solve everyday issues.
• Analyzes possible barriers and bottlenecks to reduce delays.
• Resolved long-standing X problem with the creative workaround of Y.
• Understands when to take creative risks and when to stick with more conventional solutions.
• Drives creativity across the team by seeking out different perspectives and embracing experimentation.

Constructive Feedback Examples for Creativity, Problem-Solving, and Critical Thinking

• Struggles to adjust their work in the face of a client’s changing needs.
• Unwilling to explore the creative ideas of peers.
• Struggles to see the patterns in recurring issues.

Flexibility and Adaptability

During times of change — like a merger or acquisition , layoff, or economic instability — adaptability is vital for keeping your employees motivated, engaged, and performing at their best. It’s what helps your people adjust quickly to a new work environment, maintain their work ethic during trying times, or proactively learn new skills to help them overcome new challenges. 

Positive Feedback Examples for Flexibility and Adaptability

• Shows a positive attitude when the team has to pivot quickly.
• Maintains composure when faced with stressful or unexpected situations.
• Quickly adapts to a new action plan when plans change or unexpected issues arise.
• Proactively focuses on professional development to accomplish new tasks or team goals.

Constructive Feedback Examples for Flexibility and Adaptability

• Unwilling or unable to listen to others’ points of view.
• Becomes frustrated and unfocused when faced with unexpected challenges.
• Resists implementing new company policies or programs in their day-to-day work.

Time Management and Dependability

Time management skills and dependability are a key component of a well-oiled, productive team. When evaluating this skill in performance reviews, it’s important to consider how well your employees manage their time in their individual tasks, as well as how this impacts the wider team’s goal accomplishment and engagement. 

Positive Feedback Examples for Time Management and Dependability

• Meets deadlines and delivers high-quality work on time.
• Demonstrated excellent task prioritization and project management skills when working on X project with Y team.
• Communicates in a timely manner when extra time is needed to complete a project.

Constructive Feedback Examples for Time Management and Dependability

• Appears to find time management difficult when working on specific tasks, including X and Y.
• Struggles with onsite punctuality when required.
• Struggles to manage time effectively when required to deliver under pressure.

Leadership and Management

Leadership and management isn’t just about evaluating how well your leaders lead. Instead, it’s just as much a chance to see how readily your individual contributors will support and mentor their colleagues, show initiative when making decisions, and take the wheel on team projects or company-wide initiatives. 

Positive Feedback Examples for Leadership and Management

• Demonstrates willingness to lead the onboarding process for new employees to the team.
• Founded and led a company-wide ERG.
• Mentors junior employees to help their professional development in X skill.
• Takes charge when required in group projects.

Constructive Feedback Examples for Leadership and Management

• Struggles to make effective decisions when leading a team project.
• Shows an unwillingness to participate in company mentorship program for junior employees.
• Can appear unsupportive or unhelpful when colleagues need help or advice.

3 Things to Avoid When Writing Performance Reviews

Getting the words right in a performance review means your employees have clear, specific information on what they’ve done well, what they need to improve, and critically, how they can get there. But beyond saying the right things, there are a few key rules of thumb when it comes to what to avoid saying in a performance review.

1. Don’t be vague.

You’d be surprised how often ambiguous wording slips into our written and verbal communication. This is even more true in business settings — we’re at greater risk of speaking or writing in vague terms because using jargon or clichés is so common.

Dholakia said this is why he avoids the term ‘team player,’ for instance: “It’s a meaningless term that doesn’t say anything concrete or specific about how the employee collaborates with others.”

For greater clarity and specificity during performance reviews, avoid business jargon, acronyms, or team-specific cultural references that might confuse a team member. Instead, opt for simple sentences and specific details that clearly point to next steps.

2. Avoid absolutes.

Use words like ‘always’ and ‘never’ sparingly, if at all. It’s rarely accurate that an employee always or never does something. If an employee is often late to work, avoid saying,“You’re always late” or, “You’re never punctual.” Rebecca Southern Mills , HR consultant and founder of Simplecated , said managers should provide more accurate and specific feedback, like, “You’ve been late to work at least twice a week for the last six months.”

3. Skip surprises.

Because managers and their direct reports should have open communication and exchange regular feedback , “nothing in a performance review should ever come as a surprise to a team member,” said Arron Grow, PhD , CEO at management consulting firm AP Grow and author of How to Not Suck As a Manager .

Great managers ensure employees know how they are performing, and whether they are meeting expectations or not. “If something needs to be said to help a team member improve, have that conversation (or two) long before the performance review,” Grow advised. “Surprises are great for holidays and birthdays, but not for performance reviews.”

Performance Reviews Are Just One Piece of Performance Management

Words matter — and finding the words and phrases to accurately describe employee performance can be tough. But remember, even if you provide the most incisive, accurate, and motivational performance review, doing so in a vacuum absent of other feedback won’t get you far. 

To be effective, performance reviews must exist within the ecosystem of greater performance management , which includes mid-year and annual reviews , but also regular check-ins, like one-on-ones ; affirmations, like sharing everyday praise ; and a consistent culture of feedback .

‍Balancing all of these essential feedback processes requires you to match the specificity and clarity of your feedback with compassion, sensitivity, and empathy so that your employees feel recognized for their successes , understand their opportunities for growth and development , and understand what to do next to perform at their best.yal

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50 Great Peer Review Examples: Sample Phrases + Scenarios

by Emre Ok March 16, 2024, 10:48 am updated June 6, 2024, 10:27 pm 475 Views

Peer review is a concept that has multiple different applications and definitions. Depending on your field, the definition of peer review can change greatly.

In the workplace, the meaning of peer review or peer feedback is that it is simply the input of a peer or colleague on another peer’s performance, attitude, output, or any other performance metric .

While in the academic world peer review’s definition is the examination of an academic paper by another fellow scholar in the field.

Even in the American legal system , people are judged in front of a jury made up of their peers.

It is clear as day that peer feedback carries a lot of weight and power. The input from someone who has the same experience with you day in and day out is on occasion, more meaningful than the feedback from direct reports or feedback from managers .

So here are 50 peer review examples and sample peer feedback phrases that can help you practice peer-to-peer feedback more effectively!

Table of Contents

Peer Feedback Examples: Offering Peers Constructive Criticism

One of the most difficult types of feedback to offer is constructive criticism. Whether you are a chief people officer or a junior employee, offering someone constructive criticism is a tight rope to walk.

When you are offering constructive criticism to a peer? That difficulty level is doubled. People can take constructive criticism from above or below.

One place where criticism can really sting is when it comes from someone at their level. That is why the peer feedback phrases below can certainly be of help.

Below you will find 10 peer review example phrases that offer constructive feedback to peers:

• “I really appreciate the effort you’ve put into this project, especially your attention to detail in the design phase. I wonder if considering alternative approaches to the user interface might enhance user engagement. Perhaps we could explore some user feedback or current trends in UI design to guide us.”
• “Your presentation had some compelling points, particularly the data analysis section. However, I noticed a few instances where the connection between your arguments wasn’t entirely clear. For example, when transitioning from the market analysis to consumer trends, a clearer linkage could help the audience follow your thought process more effectively.”
• “I see you’ve put a lot of work into developing this marketing strategy, and it shows promise. To address the issue with the target demographic, it might be beneficial to integrate more specific market research data. I can share a few resources on market analysis that could provide some valuable insights for this section.”
• “You’ve done an excellent job balancing different aspects of the project, but I think there’s an opportunity to enhance the overall impact by integrating some feedback we received in the last review. For instance, incorporating more user testimonials could strengthen our case study section.”
• “Your report is well-structured and informative. I would suggest revisiting the conclusions section to ensure that it aligns with the data presented earlier. Perhaps adding a summary of key findings before concluding would reinforce the report’s main takeaways.”
• “In reviewing your work, I’m impressed by your analytical skills. I believe using ‘I’ statements could make your argument even stronger, as it would provide a personal perspective that could resonate more with the audience. For example, saying ‘I observed a notable trend…’ instead of ‘There is a notable trend…’ can add a personal touch.”
• “Your project proposal is thought-provoking and innovative. To enhance it further, have you considered asking reflective questions at the end of each section? This could encourage the reader to engage more deeply with the material, fostering a more interactive and thought-provoking dialogue.”
• “I can see the potential in your approach to solving this issue, and I believe with a bit more refinement, it could be very effective. Maybe a bit more focus on the scalability of the solution could highlight its long-term viability, which would be impressive to stakeholders.”
• “I admire the dedication you’ve shown in tackling this challenging project. If you’re open to it, I would be happy to collaborate on some of the more complex aspects, especially the data analysis. Together, we might uncover some additional insights that could enhance our findings.”
• “Your timely submission of the project draft is commendable. To make your work even more impactful, I suggest incorporating recent feedback we received on related projects. This could provide a fresh perspective and potentially uncover aspects we might not have considered.”

Sample Peer Review Phrases: Positive Reinforcement

Offering positive feedback to peers as opposed to constructive criticism is on the easier side when it comes to the feedback spectrum.

There are still questions that linger however, such as: “ How to offer positive feedback professionally? “

To help answer that question and make your life easier when offering positive reinforcements to peers, here are 10 positive peer review examples! Feel free to take any of the peer feedback phrases below and use them in your workplace in the right context!

• “Your ability to distill complex information into easy-to-understand visuals is exceptional. It greatly enhances the clarity of our reports.”
• “Congratulations on surpassing this quarter’s sales targets. Your dedication and strategic approach are truly commendable.”
• “The innovative solution you proposed for our workflow issue was a game-changer. It’s impressive how you think outside the box.”
• “I really appreciate the effort and enthusiasm you bring to our team meetings. It sets a positive tone that encourages everyone.”
• “Your continuous improvement in client engagement has not gone unnoticed. Your approach to understanding and addressing their needs is exemplary.”
• “I’ve noticed significant growth in your project management skills over the past few months. Your ability to keep things on track and communicate effectively is making a big difference.”
• “Thank you for your proactive approach in the recent project. Your foresight in addressing potential issues was key to our success.”
• “Your positive attitude, even when faced with challenges, is inspiring. It helps the team maintain momentum and focus.”
• “Your detailed feedback in the peer review process was incredibly helpful. It’s clear you put a lot of thought into providing meaningful insights.”
• “The way you facilitated the last workshop was outstanding. Your ability to engage and inspire participants sparked some great ideas.”

Peer Review Examples: Feedback Phrases On Skill Development

Peer review examples on talent development are one of the most necessary forms of feedback in the workplace.

Feedback should always serve a purpose. Highlighting areas where a peer can improve their skills is a great use of peer review.

Peers have a unique perspective into each other’s daily life and aspirations and this can quite easily be used to guide each other to fresh avenues of skill development.

So here are 10 peer sample feedback phrases for peers about developing new skillsets at work:

• “Considering your interest in data analysis, I think you’d benefit greatly from the advanced Excel course we have access to. It could really enhance your data visualization skills.”
• “I’ve noticed your enthusiasm for graphic design. Setting a goal to master a new design tool each quarter could significantly expand your creative toolkit.”
• “Your potential in project management is evident. How about we pair you with a senior project manager for a mentorship? It could be a great way to refine your skills.”
• “I came across an online course on persuasive communication that seems like a perfect fit for you. It could really elevate your presentation skills.”
• “Your technical skills are a strong asset to the team. To take it to the next level, how about leading a workshop to share your knowledge? It could be a great way to develop your leadership skills.”
• “I think you have a knack for writing. Why not take on the challenge of contributing to our monthly newsletter? It would be a great way to hone your writing skills.”
• “Your progress in learning the new software has been impressive. Continuing to build on this momentum will make you a go-to expert in our team.”
• “Given your interest in market research, I’d recommend diving into analytics. Understanding data trends could provide valuable insights for our strategy discussions.”
• “You have a good eye for design. Participating in a collaborative project with our design team could offer a deeper understanding and hands-on experience.”
• “Your ability to resolve customer issues is commendable. Enhancing your conflict resolution skills could make you even more effective in these situations.”

Peer Review Phrase Examples: Goals And Achievements

Equally important as peer review and feedback is peer recognition . Being recognized and appreciated by one’s peers at work is one of the best sentiments someone can experience at work.

Peer feedback when it comes to one’s achievements often comes hand in hand with feedback about goals.

One of the best goal-setting techniques is to attach new goals to employee praise . That is why our next 10 peer review phrase examples are all about goals and achievements.

While these peer feedback examples may not directly align with your situation, customizing them according to context is simple enough!

• “Your goal to increase client engagement has been impactful. Reviewing and aligning these goals quarterly could further enhance our outreach efforts.”
• “Setting a goal to reduce project delivery times has been a great initiative. Breaking this down into smaller milestones could provide clearer pathways to success.”
• “Your aim to improve team collaboration is commendable. Identifying specific collaboration tools and practices could make this goal even more attainable.”
• “I’ve noticed your dedication to personal development. Establishing specific learning goals for each quarter could provide a structured path for your growth.”
• “Celebrating your achievement in enhancing our customer satisfaction ratings is important. Let’s set new targets to maintain this positive trajectory.”
• “Your goal to enhance our brand’s social media presence has yielded great results. Next, we could focus on increasing engagement rates to build deeper connections with our audience.”
• “While striving to increase sales is crucial, ensuring we have measurable and realistic targets will help maintain team morale and focus.”
• “Your efforts to improve internal communication are showing results. Setting specific objectives for team meetings and feedback sessions could further this progress.”
• “Achieving certification in your field was a significant milestone. Now, setting a goal to apply this new knowledge in our projects could maximize its impact.”
• “Your initiative to lead community engagement projects has been inspiring. Let’s set benchmarks to track the positive changes and plan our next steps in community involvement.”

Peer Evaluation Examples: Communication Skills

The last area of peer feedback we will be covering in this post today is peer review examples on communication skills.

Since the simple act of delivering peer review or peer feedback depends heavily on one’s communication skills, it goes without saying that this is a crucial area.

Below you will find 10 sample peer evaluation examples that you can apply to your workplace with ease.

Go over each peer review phrase and select the ones that best reflect the feedback you want to offer to your peers!

• “Your ability to articulate complex ideas in simple terms has been a great asset. Continuously refining this skill can enhance our team’s understanding and collaboration.”
• “The strategies you’ve implemented to improve team collaboration have been effective. Encouraging others to share their methods can foster a more collaborative environment.”
• “Navigating the recent conflict with diplomacy and tact was impressive. Your approach could serve as a model for effective conflict resolution within the team.”
• “Your active listening during meetings is commendable. It not only shows respect for colleagues but also ensures that all viewpoints are considered, enhancing our decision-making process.”
• “Your adaptability in adjusting communication styles to different team members is key to our project’s success. This skill is crucial for maintaining effective collaboration across diverse teams.”
• “The leadership you displayed in coordinating the team project was instrumental in its success. Your ability to align everyone’s efforts towards a common goal is a valuable skill.”
• “Your presentation skills have significantly improved, effectively engaging and informing the team. Continued focus on this area can make your communication even more impactful.”
• “Promoting inclusivity in your communication has positively influenced our team’s dynamics. This approach ensures that everyone feels valued and heard.”
• “Your negotiation skills during the last project were key to reaching a consensus. Developing these skills further can enhance your effectiveness in future discussions.”
• “The feedback culture you’re fostering is creating a more dynamic and responsive team environment. Encouraging continuous feedback can lead to ongoing improvements and innovation.”

Best Way To Offer Peer Feedback: Using Feedback Software!

If you are offering feedback to peers or conducting peer review, you need a performance management tool that lets you digitize, streamline, and structure those processes effectively.

To help you do just that let us show you just how you can use the best performance management software for Microsoft Teams , Teamflect, to deliver feedback to peers!

While this particular example approaches peer review in the form of direct feedback, Teamflect can also help implement peer reviews inside performance appraisals for a complete peer evaluation.

Step 1: Head over to Teamflect’s Feedback Module

While Teamflect users can exchange feedback without leaving Microsoft Teams chat with the help of customizable feedback templates, the feedback module itself serves as a hub for all the feedback given and received.

Once inside the feedback module, all you have to do is click the “New Feedback” button to start giving structured and effective feedback to your peers!

Step 2: Select a feedback template

Teamflect has an extensive library of customizable feedback templates. You can either directly pick a template that best fits the topic on which you would like to deliver feedback to your peer or create a custom feedback template specifically for peer evaluations.

Once you’ve chosen your template, you can start giving feedback right then and there!

Optional: 360-Degree Feedback

Why stop with peer review? Include all stakeholders around the performance cycle into the feedback process with one of the most intuitive 360-degree feedback systems out there.

Request feedback about yourself or about someone else from everyone involved in their performance, including managers, direct reports, peers, and external parties.

Optional: Summarize feedback with AI

If you have more feedback on your hands then you can go through, summarize that feedback with the help of Teamflect’s AI assistant!

What Are The Benefits of Implementing Peer Review Systems?

Peer reviews have plenty of benefits to the individuals delivering the peer review, the ones receiving the peer evaluation, as well as the organization itself. So here are the 5 benefits of implementing peer feedback programs organization-wide.

1. Enhanced Learning and Understanding Peer feedback promotes a deeper engagement with the material or project at hand. When individuals know they will be receiving and providing feedback, they have a brand new incentive to engage more thoroughly with the content.

2. Cultivation of Open Communication and Continuous Improvement Establishing a norm where feedback is regularly exchanged fosters an environment of open communication. People become more accustomed to giving and receiving constructive criticism, reducing defensiveness, and fostering a culture where continuous improvement is the norm.

3. Multiple Perspectives Enhance Quality Peer feedback introduces multiple viewpoints, which can significantly enhance the quality of work. Different perspectives can uncover blind spots, introduce new ideas, and challenge existing ones, leading to more refined and well-rounded outcomes.

4. Encouragement of Personal and Professional Development Feedback from peers can play a crucial role in personal and professional growth. It can highlight areas of strength and identify opportunities for development, guiding individuals toward their full potential.

Related Posts:

Written by emre ok.

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

15 Performance Review Competencies to Track in 2024

10 Best Employee Promotion Interview Questions & Answers!

94 Example Performance Review Phrases and Comments for Skills and Competencies

There are few employees who truly enjoy the idea of annual performance review . The concept of being judged and criticised by those above them can send a shiver down anyone’s spine.

As this can be a nerve-wracking time for employees, continuous learning performance review comments are vital for a comprehensive and positive workplace. The more in-depth, the more good that can come from it and certainly getting your performance review comments and phrases right make a big difference. Here we show you some supervisor comments and recommendations:

What to Include in your Performance Evaluation

• positives and negatives.

Bad performance reviews can lead to low productivity, decreased morale and the chance the employee will leave. This means that it is important to balance the negative comments with some positive  constructive feedback .

Performance reviews are there to identify areas of improvement, but highlighting examples of good work or strengths is key to maintaining a good relationship with your staff. Always keep learning ability performance review phrases.

• Goals and outlooks

As many businesses are very busy, there sometimes isn’t enough time to check in with all of your employees on a personal basis. Although they are getting the work done as a team, you might not be sure how they are progressing individually.

Take the time during a performance review to set out some personal goals with the employee and talk about their role in the wider scheme. This will give them something to strive towards over the course of the year.

• Good constructive feedback

Although you don’t want to fight your staff on every negative aspect of the performance review, you should give them the opportunity to respond to your suggestions.

This may reveal other issues in the business as well as opening the lines of communication with this particular employee. They will certainly respect you more if you give them the chance to provide continuous feedback on their own performance.

• Sample Performance Review Phrases

The saying, “Always choose your words carefully” is applicable not only during inter-personal communication but it holds true in a corporate context as well, especially during sensitive matters like performance reviews.  A performance review needs to be a balanced affair where as a manager or supervisor you are required to state the obvious, and communicate an effective feedback to the employees. The secret is to craft your performance review comments in such a manner to be specific and short and succinct without sounding on the edge.

To develop your ability to learn appraisal comments, 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.

These example performance review phrases can be use when writing comments in a positive or negative feedback context.

• Communication Skills

While covering the communication skills of the employee, you may use the following phrases:

• Effectively communicates his/her point of view and expectations
• Effectively manages communication at all levels (lateral, upward, or downward flow of communication)
• Effectively manages and facilitates meetings and group discussions
• Promotes action/task oriented meetings
• Effectively enforces company values and polices without evoking negative reactions
• Effectively communicates with clients

• Achievements

While writing down the employee’s achievement highlights, you may use the following types of phrases:

• Achieved and exceeded the original set goals of “X” by a margin of “Y%”
• Accomplished optimal levels of performance with great sincerity in areas such as…
• Showcased great team player abilities in executing …..
• Excelled and consistently improved at developing strategies/programs by delivering stellar performance in …..
• Improved his or her overall productivity levels by “X%”
• Showcased proactiveness in various activities both within and outside the project

• Coaching/Training Abilities

While listing down the coaching or training abilities of the employee, you may use the following phrases:

• Offered guidance and support to colleagues/peers by….
• Displayed a genuine interest in listening and addressing the problems shared by employees
• Displayed strong training abilities by using sound training techniques to solve XYZ problems
• Offered to provide continuous training in XYZ domain
• Garnered great support and respect from employees for lending a patient ear to their problems and concerns.
• Created opportunities for employees in areas pertaining to…..

• Interpersonal Skills

While jotting down pointers pertaining to an employee’s interpersonal skills, you may find these sample phrases helpful:

• Builds effective working/professional relationships with…
• Understands the needs of peers and offers a helping hand to…
• Promotes synergy within the team by….
• Follows and abides by the company culture and inspires the same amongst peers
• Builds on understanding and mutual reliance

• Administrative Abilities

While covering the administrative abilities of an employee, you may use a couple of these phrases:

• Developed successful strategies pertaining to administrative tasks such as….which produced amazing results
• Consistently worked towards improvising and examining the effectiveness of XYZ administrative tasks
• Effectively devised better procedures to perform XYZ tasks flawlessly
• Established effective systems for retrieving lost data
• Improved the existing administrative support systems by…
• Effectively maintained and organized documents to avoid duplication

• Innovation Skills

While listing down your inputs regarding an employee’s innovative abilities, you may use the following phrases:

• Tries to innovate even under adverse conditions
• Looks out for innovative solutions
• Contributes towards innovative strategies
• Fosters a spirit of innovation within the team
• Actively participated in innovation events by …..

• Collaboration Skills

Here are a couple of phrases which you can use to describe an employee’s collaborative abilities:

• Encourages team bonding activities
• Brings new ideas and techniques to promote collaboration within the team
• Harbors and builds strong relationships with the team members
• Displays a cooperative and harmonious nature
• Proactively shares expertise with the rest of the team

• Delegation Abilities of Employees at a Senior Level

While writing about the delegation abilities of an employee, you can use the following examples:

• Encourages team members to solve issues at their end
• Encourages and empowers employees to lead by example and provides all the required resources to achieve the same
• Helps team members to gain visibility
• Delegates thoughtfully by matching with an individual’s strengths
• Delegates with precision and clarity

• Attendance

Here are a few sample phrases  to describe an employee’s attendance record :

• Is punctual and consistently on-time to meetings
• Arrives at meetings on time and is always prepared
• Attained perfect attendance over X period
• Schedules time-off according to company policy
• Completes deadlines as promised

• Process Improvement Skills

Here are a couple of phrases which you can use as example while listing down the ability of an employee process improvement skills:

• Displayed consistent overall improvement and growth
• Has an innate ability to think of various types of methods of improvement
• Accomplished amazing results by displaying marked improvement in….
• Can consistently plan on the go towards improvement

• Customer Experience 

Here’s a examples of how to describe Customer Experience competency:

• Works effectively with clients
• Builds strong rapport with clients  he/she interacts with
• Has a pleasant and  friendly tone over the phone
• Consistently drives effective customer experience strategies
• Is empathetic towards customer issues
• Is direct, yet helpful in dealing with customer concerns
• Displays an effective cadence when working with clients on projects. Is effective, not overbearing
• Can handle difficult customers with grace

• Learning Skills

Listed below are some of the examples of how you can jot down the learning ability of an employee during his or her performance review :

• Displays keenness towards learning new methods/techniques/skills
• Is a rapid learner and adapts rapidly as well to changing situations
• Quite open to share his or her learning experience with the peer group
• Encourages and promotes a learning culture in the team

• Creative Abilities

Here are a couple of examples on how you can state the creative abilities of an employee:

• Ability to think out of the box in the most challenging situations
• Ability to think of alternatives such as …..which produced brilliant results
• Constantly strives to experiment to drive results
• Has initiated and executed creative ideas such as……
• Looks out for new approaches and ideas

• Management and Supervisory Skills

Listed below are some of the phrases that you can use to describe the management and supervisory abilities of an employee:

• Consistently provides support to the team
• Promotes one on one communication with the team members to …..
• Provides the team with the required resources to achieve results
• Provides support to the team during times of organizational transitioning
• Provides timely feedback to employees
• Gives credit and recognition to deserving team members
• Always available to lend an ear and support to team members
• Ensures that employees understand their roles and responsibilities clearly

• Critical Thinking and Problem Solving Skills

Here are a couple of phrases which you can use while describing the problem solving abilities of an employee:

• Capable of developing creative solutions
• Look out for creative solutions with a practical approach towards problem solving
• Understands and effectively solves problems instead of focusing on the symptoms
• Posses the ability to propose options in times of need
• Quite resourceful by showing skills to turn problems into opportunities…

• Productivity and Time Management Abilities

While describing an individual’s productivity and time management abilities, you may use the following competency phrases:

• Consistently delivers beyond expectations
• Exceeds the normal standards of output delivery
• Substantially contributes towards the continued growth and operation of the organization
• Is an important pillar of success for the department
• Always meets deadlines consistently
• Displays respect towards the time of others
• Maintains the schedule of meetings

• Potential of an Employee

Here are a couple of examples on how to jot down the potential of an employee:

• Is capable of taking up a higher role with additional responsibilities
• Is capable of being entrusted with bigger assignments and projects
• Can enhance his or her skills further by participating in various classroom or external training programs
• Has the potential to learn new and additional skills for future career advancement

While you can certainly follow the listed competency feedback examples while writing performance review competencies comments or performance appraisals, you must ensure that you support each of your phrases with a relevant and specific example or data rather than assumption.

In the world of HR software, EmployeeConnect continues to be one of the leading industry providers of innovative solutions. We helps Australia business owners and people managers be more efficient, cost-effective and compliant by taking the hassle out of HR and payroll admin. If you spend more than an hour every day on HR administration (like on/off-boarding, performance review, or employee timesheets), then  EmployeeConnect  is here for you.

Byron Conway

Content Coordinator at EmployeeConnect

Performance Evaluation Essay

Performance evaluation essay generator.

Have you ever wondered how to evaluate someone to see if they are still up to their worth? For students and employees, a performance evaluation may sound terrifying but it is actually far from it. A performance evaluation is used to see and to target out the person’s difficulty and to make it all the better. In this article, we have 3+ performance evaluation essay examples in PDF. Some samples you may download to use. Check it out now.

3+ Performance Evaluation Essay Examples

1. performance evaluation essay template.

Size: 197 KB

2. Business Performance Evaluation Essay

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3. Work-Based Performance Evaluation Essay

Size: 370 KB

4. Performance Evaluation Narrative Essay

Definition of Performance

To execute something . To be able to act out what is being given as a form of a task. The promise of doing an action.

Definition of Evaluation

Evaluation as defined is to determine whether the individual’s worth and significance is still followed by a certain criteria. The use of an evaluation is to understand and correct an individual shortcomings and prevent any other issues that may undermine the individuals’ significance.

Definition of Evaluation Essay

An evaluation essay is also called a report essay or a critical essay. This essay is the type that may lead to an argument between the writer and their audience. This is also the essay that needs critical and analytical thinking. The writer must also provide evidence and extensive research to support the case or the topic they choose to write about. These evidences are based on facts.

Definition of Performance Evaluation Essay

The process of evaluating students or employees. To show them their weaknesses and address them in a polite and professional manner. To target the issues and resolve them to get a better outcome.

Tips for Writing Evaluation Essays

Here are some useful tips to help you write an evaluation essay.

• Choose your Topic: Like in any other essay writing, choose the topic you wish to discuss. Once you have done that, do your research and give out some evidence to support your topic.
• Write the Statement: The most important part of your essay is always your statement. This is where the narrative comes in. Write about your topic, discuss in your narrative about your chosen topic, as well as the key points. 
• Search for Supporting Evidence: When writing this type of essay, evidence is key. Do your research, look for information that supports your evaluation. 
• Make a Copy: Make a copy of your essay. Whether it is a draft or your final paper. This way, you can compare and find some loopholes in your document and change that.
• Review, Rewrite, Revise: Review your work. Look for some grammatical errors that you may have forgotten and rewrite them. Check your spelling and correct punctuation marks. Revise the parts that need revising.

What makes a good performance evaluation essay?

A performance essay must have the following information. The narrative, the methods and the objectives. It must also follow a format and a rubrics for it to be considered a performance essay.

Is there an easier way to conduct a performance evaluation?

You may use an essay type to conduct your evaluation or you may use a table type to conduct. All these would still depend on the rubrics that you made to evaluate your employees’ performances .

Is rubrics necessary to evaluate my employees’ performance?

A rubrics is simply there as a guide to evaluate but if you choose to use another, that is fine as well.

A performance evaluation essay should start and end with the target topic of what the author intends to write about. The extensive research and evidence should also be present as this is the type of essay where hard facts are based on. Assumptions of any sort should be avoided.  As this is seen as something to evaluate students or employees welfare, it should be used as such. The rubrics for the essay is merely a guide and should not be used as a means of judging a person’s actions nor a person’s shortcomings. With that being said, following the tips and the examples as guides for your evaluation essay writing should be easy.

Text prompt

• Instructive
• Professional

Analyze your academic performance over the past semester in a Performance Evaluation Essay.

Discuss the outcomes of a recent project or assignment in your Performance Evaluation Essay.

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Performance Review, Essay Example

Pages: 2

Words: 494

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You are free to use it as an inspiration or a source for your own work.

What exactly did you or s/he experience?

I have personally experienced handling the cashier’s register and this experience taught me how to effectively multitask in response to several pressures of time constraints that often occur at work especially during the peak hours. Due to time scheduling and perhaps the adjustment that I had to go through in relation to being alert at midnight, I have incurred inventory shortage amounting to $116 dollars during my third week of completing my duty.

What company were you or s/he working for?

I have been working for a mini-convenience store that operates 24 hours. My shift comprises of eight hours from 12 mn to 8am.

Did management act professionally?

Yes, the management had to investigate on the circumstances and when I was proven clean, I was simply asked to replace what was the lost through salary deduction proceedings.

How was the review delivered?

The investigation and review lasted for at least three days. The administrator looked through the cashier’s record and confirmed that I was the one on duty when the money was lost. To be fair to me, the administrator tried to investigate further and see to it that I am not pressed on for something that I did not do, although the need to be responsible for what was lost is a must, hence requiring me to provide a payback amount for what was lost during the said incident.

How did you or s/he feel about the review? Was the information honest, helpful, and encouraging?

The review on my performance was rather honest and impartial. The management was careful enough to make sure that nothing is overlooked and that I am treated fairly regarding the matter. Considering that I am new and that I am still adjusting, the management found that I am clean from any particular conditions of stealing as others might suspect. I was then given another chance to  prove my competence on the job.

Were goals established for the next performance period?

Yes. The administrator made it a point that he would look through my performance again through the next review and that if I fail to respond to my duties as a cashier which could cause profit loss, I would lose my position and be demoted.

Were you or s/he given an opportunity to express an opinion?

Yes, the administrator actually asked for my response to the matter before, during and even after the investigation. They basically made me feel that I am given the chance to stand for my own and defend myself if I feel that it was necessary.

After this experience did you or your friend feel positively about your job and employer or negatively?

Certainly, I felt that my administrators care about me as much as they care about the business. It was a rather moving experience that made me realize how I am supposed to improve my performance because an administration as good as my company has deserves high quality service in replacement of the goodness they show to employees like myself.

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