150 Helpful Employee Performance Review Phrases to Use

Employee Performance Review Phrases to Use

Performance appraisal is the process of recognizing, analyzing, and enhancing personnel’s job performance to assist the company in accomplishing its goals and aims. HR managers and organization executives should take advantage of performance evaluations to highlight what their employees are doing well

The managers need to know how to frame the employee assessments if the staff has varying degrees of performance and efficiency. Hence,  Employee Performance Review Phrases must concentrate on the individual performance that affects the quality and quantity of overall work for the written comments on your assessments to have a long-term impact.

Positive phrases

  1. Highly punctual to meetings and conferences.
  2. Ensures that the team is heard.
  3. Through [particular work], they were able to increase productivity by X%.
  4. Examines administrative efficacy regularly and searches out improved methods, such as [tasks].
  5. Over X days, they have had perfect attendance (weeks, months, years).
  6. It does not violate our attendance policy, which is contained in our employee handbook.
  7. Others are motivated to enhance their attendance.
  8. They can comprehend complex technological topics. They also straightforwardly explain things.
  9. In every predicament, they look for the good thing.
  10. Maintains a constant and upbeat demeanor that motivates others.
  11. Handles all deadlines regularly.
  12. Maintains a high level of organization and punctuality.
  13. Dedicated to completing work promptly.
  14. Gets work done earlier than scheduled regularly.
  15. Has helped to the department’s success via [example].
  16. When it comes to group work, they are pretty dependable.
  17. You can always count on them to keep track of time.
  18. They help save time and determine what has to be done first.
  19. Conscious of the limits that coworkers’ initiatives impose.
  20. Encourages team members to discuss their thoughts in meetings.
  21. Is prepared to share their knowledge among employees to help them enhance their performance.
  22. During [project], she has shown the ability to assign work fairly.
  23. Ideas on how to make our working culture more inclusive were shared.
  24. [They] demonstrated a tremendous desire to collaborate during [work].
  25. Encourages everyone on the team to speak out in meetings and offer their views.
  26. When required, effectively interacts with project team members and delegates.
  27. Through the efficient group, facilitation boosts business morale and collaboration.
  28. During tense moments, quick with a joke and a story to boost morale.
  29. They are not easily discouraged by failure or mishaps.
  30. Their positive attitude encourages others on their squad to stay motivated.
  31. Consistently arrives at work smiling and eager to work.
  32. Maintains a constant and upbeat demeanor that motivates others.
  33. During the [project], I exhibited good listening skills and arguing abilities.
  34. They give “negative” feedback without causing others to become irritated.
  35. He has shown the capacity to handle complex problems independently yet defers to others in the team.
  36. When faced with difficult situations, demonstrates initiative and inventiveness.
  37. As indicated by [example], he has excellent written communication abilities.
  38. Their job satisfaction is reflected in their attitude.
  39. Creates a trusting environment with the rest of the team.
  40. Respects others by coming on time to work and appointments.
  41. Shows interest in other parts of the company’s procedures and recommends new initiatives, such as [example].
  42. Our clientele admires their ability to think beyond the box.
  43. They frequently come up with novel and creative solutions to problems.
  44. She has an uncanny ability to think beyond the box.
  45. Their inventiveness is a valuable addition to the group.
  46. They have an extraordinary imagination and have moved ahead with some of the most innovative concepts they have ever seen.
  47. They efficiently manage their team and engage in particular team-building exercises.
  48. They are ethical and respect each staff member with dignity and respect.
  49. They offer personnel the tools and training they need to complete a task.
  50. Employees are held accountable for their work.
  51. They have a transparent and knowledge-sharing culture in their department at all levels.
  52. They interact with their staff openly and honestly.
  53. They give credit where credit is due and treat employees decently.
  54. Their managerial abilities are aided by their positive attitude.
  55. They always encourage others, deal with challenging situations with poise, and focus on the good.
  56. They are adamant that the circumstances would not influence his attitude, despite the immense strain we have been under as a corporation.
  57. They have quite a perspective that only a few individuals have, which we admire.
  58. This month, the number of sales increased steadily. Good work!
  59. Demonstrated a creative approach to the project.
  60. Other employees were effectively instructed in the new business style guide.
  61. Because of (name), there has been an increase in visitors to the website.
  62. To properly assess the material produced on the website, vital marketing indicators were established.
  63. Increased the quality and amount of information on the website by Y percent, exceeding the original aim of X visits.
  64. When contemplating the project management strategy, I used excellent time management abilities.
  65. The influence of X on the company’s reputation is effective.
  66. Problem-solving champion. When projects have a tight deadline, they can be counted on.
  67. They go above and above to guarantee that technical difficulties are fixed quickly.
  68. Manages all technical issues in an organized manner and makes notes for future instances.
  69. Effectively overcomes obstacles, resulting in successful transaction negotiation.
  70. When confronted with a disagreement, he disagrees politely and gives facts in a logical order.
  71. They are prepared to go to any length to complete the mission, including performing chores or jobs which are not their own.
  72. In a personal emergency, provide the required counsel and assistance.
  73. Their capacity to connect with people right away is one of their most valuable assets.
  74. They have a pleasant temperament, which is reflected in their peaceful character.
  75. Coordinates actions that impact operational choices and business needs in a responsible manner.

Improvement phrases

  1. They are easily sidetracked and do not entirely comprehend someone else’s point of view.
  2. Resumes work after scheduled breaks, typically late.
  3. Has failed to meet attendance objectives established at a previous performance assessment.
  4. Does not hold others to the exact rigorous attendance requirements of the corporation.
  5. When confronted with an alternative viewpoint, dismisses other people’s opinions with which they disagree.
  6. Attendance does not satisfy business expectations.
  7. They can increase their ability to manage their schedule to do their duties.
  8. They become overburdened with work when they are under a lot of strain.
  9. Unreliable when it comes to arriving to work on time.
  10. They demonstrate hesitation to handle several duties and complete them on schedule.
  11. Because of [behavior], other staff members felt unwelcome throughout [project].
  12. Is reserved and hesitant to contribute knowledge and suggestions during team meetings 
  13. Has a propensity to procrastinate distributing work throughout projects.
  14. Has demonstrated a reluctance to handle constructive criticism by [behavior] and is generally hesitant to offer input to other coworkers, even when requested.
  15. Before creating defensive justifications, they have to focus on completely comprehending the circumstance.
  16. Even when the outcomes don’t justify it, it rigidly adheres to established project management procedures.
  17. Uses constructive criticism to enhance their abilities and work methods regularly.
  18. Does not take chances with their work in terms of creativity.
  19. Showed a reluctance to participate in [project] creatively.
  20. It’s far too easy to go from a positive to a negative mindset.
  21. Allows stress and pressure to control them.
  22. Becomes enraged about minor concerns.
  23. Negative emotions have an impact on the rest of the team.
  24. He needs to get a handle on his bad attitude.
  25. He refuses to keep incendiary remarks to themself.
  26. They don’t demonstrate an ability for numerical crunches or data entering.
  27. Has trouble completing jobs that demand a great deal of planning and time management.
  28. Fails to recognize or reward individuals under their supervision who develop novel ideas or proposals.
  29. This week, it appeared like she was having difficulty getting organized.
  30. When difficulties develop, he tends to make excuses and blame others on the team rather than fix them.
  31. A lack of enthusiasm for the administrative components of the work.
  32. Paperwork, maintaining records, and other administrative activities are difficult for him.
  33. Is apprehensive about completing documentation-related tasks.
  34. They are frequently late, which has a detrimental influence on the project completion times.
  35. She is frequently behind deadline, which disrupts the workday’s pace.
  36. Her punctuality does not match the attendance requirements.
  37. When solicited for help, she communicates condescendingly.
  38. She needs to work on her writing and spoken communication skills.
  39. To preserve clear dialogue, she should offer regular updates on initiatives.
  40. Caused by a lack of good communication skills, her word is usually misconstrued.
  41. She doesn’t show any interest in working in a group setting.
  42. When at all possible, she avoids collaborating with others.
  43. She fails to communicate critical information about the project with the rest of the team.
  44. Let’s talk about things that aren’t related to work.
  45. Becomes enraged about minor concerns.
  46. On a given day, he makes far too many personal calls.
  47. They consistently overstay their lunch break, causing disruptions to their work schedule.
  48. They frequently arrive late to work, leading scheduled meetings to begin late. It also impacts the schedules of others. It’s important to stick to the timetable so that other colleagues can also stick to theirs without unnecessary disruption.
  49. On a given day, he makes far too many calls and texts.
  50. They consistently overstay their lunch break, causing disruptions to their work schedule.
  51. They frequently arrive late to work, leading scheduled meetings to begin late. It also has an impact on the schedules of others. 
  52. High-priority jobs and assignments were avoided.
  53. Lacks up-to-date technical expertise and is unable to participate in brainstorming sessions.
  54. Inability to apply theoretical knowledge in real-world situations.
  55. Discounting is quite generous during negotiations, resulting in lesser margins.
  56. Shows little desire to develop their negotiating or presenting abilities.
  57. Has failed to reach sales objectives several times, reducing the entire team’s allowed quota.
  58. They are an excellent boss, but her temperament shifts far too frequently for others to keep track of.
  59. They are valuable in many ways, yet their demeanor should be improved.
  60. Doesn’t have enough faith in colleagues to assign critical tasks to them.
  61. Decisions are made without considering past data, resulting in poor promotional campaigns.
  62. Whenever returns aren’t visible, he loses patience and gives up endeavors in the middle.
  63. They have a penchant for exploring over minor matters. Their employees are concerned since they don’t want to disturb anyone.
  64. Analytical abilities must be improved to gain a sense of data acquired from many sources.
  65. During debates, he tends to drift away from the topic at hand.
  66. They are devastated by constructive criticism, and the rest of the team needs to tread carefully around them.
  67. They haven’t done a great job of fostering an open and transparent workplace for the workers he manages.
  68. To enhance revenues, they have been known to be involved in questionable practices with suppliers.
  69. They aren’t very good at recording spoken conversation.
  70. Building connections with prospects takes a long time, resulting in a lower prospect-to-customer conversion rate.
  71. Poor presentations due to a lack of plans before appearances.
  72. Has a challenging difficulty interpreting and digesting financial data.
  73. They hold far too many group meetings, the majority of which are ineffective.
  74. They do not provide clients with a favorable impression of the firm.
  75. They are afraid of being ostracised if they share critical knowledge with coworkers.

Conclusion

These Employee Performance Review Phrases are temporary templates or suggest ideas for an extensive review that the managers can create for each employee. However, it’s helpful to have some sample performance appraisal phrases in hand to assist you in executing a professional and thorough evaluation that delivers relevant criticism while avoiding hurt emotions or hostility. 

The most important thing to understand is that each of these Employee Performance Review Phrases should be personalized to suit your staff and help them understand their strengths and overcome their flaws.

Springworks Team

Building products and tools to simplify the life of an org's HR function in terms of recruiting, onboarding & retention!

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