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100 Useful
Performance Review
Example Phrases

by Team MyHub | Apr 4, 2018 |

Employee Engagement | 0 comments

It’s performance review season and

you’re feeling under pressure. You have
several staff members reporting to you
and what with all the other priorities you
have, finding the time to prepare, let
alone strike the right balance between
positive and negative feedback, is a
challenge. If this scenario resonates with
you, then this article is essential reading.
We all know that performance reviews
are an important part of employee
engagement and help to raise
productivity and employee performance
across the board. However, as with most
things in life, preparation is the essential
starting point and so in this article, we
share 100 useful performance review
example phrases that you can adapt and
customize to suit your team members.
These performance review examples will
help get you started and thinking about
using language that is both professional
and constructive.

Big Keith's Appraisal | T…

Performance Reviews –
The Basics
Before we get into the detail of actual
performance review example phrases,
let’s go over the basics of how to conduct
successful reviews.

Be Positive And Honest

While it’s important to be as positive as

possible, it’s also essential to be honest.
If an employee is not performing in a
particular aspect of their job then you
must tell them so; however, be
constructive and identify specific ways
that they can turn things around. And
make sure that you have a good balance
of positives and negatives.

Two-way Communication

The performance review is the perfect

opportunity for you to hear about each
employee’s views on how things are
going at a grassroots level. From the
employee engagement perspective, it’s
important that employees feel as though
they are being listened to and their views
matter. This is one way to demonstrate
that and you may even discover a fresh
insight or valuable new idea in the
process.

Set Specific Achievable Goals

If you want to motivate your employees

and give them something to aim towards,
then you need to set specific goals that
are realistic and achievable. Vague or
unachievable goals will be
counterproductive. In addition, make it
clear how you as the manager and the
organization as a whole can support the
employee to achieve their personal
development and career goals. It’s one
important way to show that you are
invested in their success as this is
another key driver of employee
engagement. You could, for example,
use your employee intranet to track and
achieve goals like this.

100 Performance Review

Example Phrases
The examples listed here are designed to
spark some ideas and get you thinking
about how to approach performance
reviews for your team members. The
phrases are organized by the different
skills, attributes and aspects of
performance that are commonly covered
in reviews. As we’ve seen, there will be
employees that are meeting or exceeding
expectations and some that are not. For
each area, therefore, we have included
positive statements as well as negative
ones.

It’s important to remember, however, that

these example phrases need to backed
up with hard evidence and specific work
examples if they are to be meaningful.

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

Interpersonal Skills
8. Works effectively within a team
environment to achieve specific tasks or
projects such as x,y,z.
9. Develops constructive working
relationships with internal and external
stakeholders.
10. Is an effective team player as
demonstrated by their willingness to help
out and contribute as required [specific
examples would be helpful].
11. Is proactive in sharing knowledge,
skills and expertise with other team
members.
12. Could demonstrate more of a team
focus by helping others achieve tasks to
complete the overall project.
13. Displays a tendency not to contribute
in team or project meetings and doesn’t
always participate in team activities or
bonding exercises.

Attendance And Punctuality

14. Is always punctual and is respectful
of colleagues by arriving on time for
meetings.
15. Shows a willingness to go the extra
mile during peak periods of work.
16. Has an excellent attendance record
of x% for the year.
17. Has not met the required standards
of punctuality and attendance.
18. Sick leave and absence from work at
x% are above the company average of
y%.

Communication Skills
19. Is an effective communicator as
demonstrated by x,y and z.
20. Displays the ability to communicate at
all levels – up, down and across the
business.
21. Excels in developing lines of
communication with external clients and
stakeholders.
22. Regularly contributes ideas and
insights to team and project meetings.
23. Needs to work on their written
communication skills by doing x,y,z.
24. Room for development of listening
skills particularly in team meetings when
different viewpoints are being expressed.
25. Needs to display a greater
willingness to participate in team and
project meetings by contributing more
ideas and insights.

Cooperation And Collaboration

26. Is able to effectively collaborate with
team and project members in order to
complete a task.
27. Shows a willingness to share ideas,
best practice techniques and new ways
of doing things.
28. Is a team player and has a
cooperative and harmonious disposition.
29. Has a tendency to work in isolation.

30. Can be overly negative or critical in

making contributions to team or project
meetings.
31. Fails to see the bigger picture beyond
the team and department.

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

Time Management And

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

Leadership And Delegation

Skills
46. Understands the individual strengths

of team members and is an effective

motivator.
47. Effectively delegates tasks to other
team members with clear responsibilities
and expectations.
48. Displays a strong work ethic and sets
an excellent example to others.
49. Promotes a positive team
environment that is reflective of the
organization’s culture and values.
50. Is willing to offer support and
guidance to employees by [include
examples].

Next Page →

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Tagged

annual review | business process |

communications | employee performance
| employees | hr | human resources |
management | performance appraisals |
performance management

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