50 Performance Review Phrases to Inspire and Improve Your Team

Performance reviews can feel stressful. You want to inspire workers - managers and employees alike, and help them improve. But you want to be subtle. More importantly, you want to dodge any trouble with Human Resources when your only intention is to help.

In this article, we'll talk about the meaning of performance reviews and provide teamwork performance review phrases you can use to convey feedback clearly, yet subtly, in a timely manner and with a positive attitude.

What Is a Performance Review?

A performance review is a review process of assessing an employee’s performance over a certain period. The idea is to provide employees with specific, measurable, actionable insights on how they can improve by highlighting and acknowledging their strengths and weaknesses.

It helps employees and other team members understand the company’s goals better and how they can align their work with those goals while showcasing communication skills. They help employees become their best selves and become more productive.

According to PR Newswire, a survey of 1,400 GenZers on the industry trends from the International Intern Leadership Conference showed that 63% of respondents prefer to receive timely constructive feedback throughout the year.

The problem? Performance evaluations and self evaluation can have a psychological impact.

You don’t want to demotivate the employee, but still, help them through actionable feedback. So when providing constructive feedback, sandwich it between positives.

What Should You Say in a Performance Evaluation?

Your aim is to maximize performance reviews effectiveness without causing the employees to resent you.

So, how do you write impactful employee performance review phrases that help to create an effective performance review process?

1. Start with the Positives: Ensure employees that you’re noticing what they’re doing well. Be specific (for example, mention they have great time management skills or lots of creative solutions) and inspire them to achieve more with positive feedback.
2. Provide Constructive Criticism:  State areas for improvement, be specific, and most importantly, provide actionable steps they can take to improve. Where relevant, provide examples and set goals on how to achieve improved performance.
3. End on a Positive Note: Find an overall positive comment to lighten up the workplace before closing the review. For example, acknowledge their progress towards a goal they mentioned during the previous review. Ask how you can help moving forward. This provides perspective around performance review responses overall.

Lay the groundwork for the next performance appraisal process once you’ve completed the current one. Set achievable goals for the next month, quarter, or year, and periodically check in with the team to offer help.

While it's important to frequently map out time for productive one-on-one meetings, (rather than just sticking with annual performance reviews) it might not always be feasible. Use a tool like Assembly to guide the team quickly.

For example, you can use Assembly’s One-on-One Direct Reports template to check in on the team and provide help without investing time in an in-person meeting. Here’s more on how Assembly can help:

50 Positive Performance Review Examples

Performance review sessions can be a hassle but it gets easier when you have a few employment performance review examples up your sleeves.

Below are 50 positive teamwork performance review samples to inspire you during the performance review process. The examples are categorized based on the area of review.

Communication

1. Proactively asks questions
2. Always provides constructive feedback to leaders
3. Open to other members’ ideas and receiving feedback
4. Concisely and effectively communicates thoughts, ideas, and decisions
5. Is persuasive and makes logically strong arguments
6. Tries to understand why a suggestion is rejected and presents thoughtful arguments
7. Gets along with new team members

Reliability

8. Goes the extra mile to complete tasks within the job description
9. Trusted by team members when inputs are needed for complex projects or tasks
10. Consistently completes work before they’re due
11. Aims to exceed expectations

Cooperation

12. Accepts the group’s preferred methods even when he/she would ideally use a different method
13. Doesn’t prioritize personal growth over team’s goals
14. Welcomes ideas and is open to discussing them even when they don’t match his/her ideology
15. Supports team members when needed

Time Management

16. Consistently meets deadlines, ensuring he/she doesn’t disrupt the project’s workflow and timeline
17. Always plans meetings and one-on-ones and ensures they don’t take too much of anyone’s time
18. Ensures consistent quality of work even in case of faster turnarounds
19. Reports to the office and meetings on time
20. Is respectful of other people’s time

Client-Centricity

21. Keeps clients updated about the project or work’s progress
22. Trusted by clients
23. Builds long-term professional relationships with clients
24. Has a friendly tone when interacting with clients
25. Is respectful of the client’s time and boundaries
26. Empathizes with client’s issues and makes genuine efforts to understand and resolve those issues
27. Tactfully handles client’s objections to overcome them
28. Able to handle difficult customers without damaging the business’s reputation

Flexibility

29. Eager to work on a wide range of tasks
30. Responds well to change
31. Admits mistakes and ensures the mistake doesn’t repeat
32. Handles pressure well and is open to taking on more responsibility if needed
33. Is capable of adapting to new methods fast

Attitude

34. Helps colleagues even when he/she has tight deadlines
35. Carries a smile and speaks politely with the office staff
36. Stays composed under pressure and helps colleagues stay focused
37. Never offends others even when in disagreement with their ideas or opinions
38. Is highly motivated to grow professionally and encourages others to achieve their full potential

Problem-solving

39. Always brings insightful ideas to the table when working to solve a problem
40. Uses a logical approach to identifying the root cause and determining a viable solution
41. Is flexible about trying new problem-solving techniques
42. Actively seeks challenges and tries to find solutions
43. Tries to test ideas or verify their relevance and viability when testing isn’t possible
44. Explains his/her thought process for a solution to ensure others see the rationale clearly

Management

45. Identifies and assigns tasks that align with the team member’s core skill set but still challenge them
46. Prioritizes tasks effectively
47. Is a good negotiator and able to persuade clients effectively
48. Acknowledges and appreciates the team’s contributions
49. Sets achievable goals for himself/herself and the team
50. Leads by example /leads team meetings

Here are additional review comments that can come in handy:

Colleague Review Example Comments

It 's helpful to include examples of how to phrase feedback for different types of colleagues. For example, provide specific comments for a team member who needs to improve their communication skills versus someone who excels in that area.

1. "Your ability to collaborate with team members is outstanding. I've noticed that you consistently find ways to bring out the best in your colleagues and help everyone stay on track."
2. "I appreciate your attention to detail when it comes to projects. Your thoroughness and accuracy have helped us avoid mistakes and improve the overall quality of our work."
3. "You consistently go above and beyond in your work and show a strong commitment to the team's success. I appreciate your hard work and dedication."
4. "I've noticed that you've been taking more initiative lately and have been coming up with creative solutions to problems. Keep up the great work."
5. "Your communication skills have improved significantly over the past year. You've been more assertive in meetings and have been able to get your point across effectively."

Employee Performance Review Sample Comments

These comments can be used as a guide to help employers structure their own feedback, while also providing concrete examples of how to phrase feedback for different situations.

1. "You consistently produce high-quality work and pay attention to even the smallest details. Your attention to detail has helped our team avoid mistakes and improve the overall quality of our work."
2. "Your ability to manage projects and meet tight deadlines is impressive. However, I'd like to see you take on more leadership responsibilities in the future."
3. "You have a strong work ethic and are always willing to go the extra mile to get the job done. However, I've noticed that you sometimes struggle to ask for help when you need it. Don't be afraid to reach out to colleagues or managers for support."
4. "Your communication skills are excellent and you've been able to build strong relationships with team members and stakeholders. However, I've noticed that you sometimes struggle to express your ideas clearly in written form. Consider taking a writing course to improve this skill."
5. "Your problem-solving skills are outstanding and you consistently come up with creative solutions to complex challenges. However, I'd like to see you take a more strategic approach to your work and think about how your contributions fit into the bigger picture."

Negative Employee's Performance Review Examples

Although 83% of employees in a survey want feedback, whether negative or positive, it's human nature to prefer positives.

While it may be difficult to give negative feedback, you want to help the team grow. So deliver constructive criticism in a professional manner.

Always start and end with the positives. Choose your words carefully when providing constructive feedback to any team member. You want the reluctant team members to understand why something is a problem and offer recommendations on how they can work on it.

Here are examples for inspiration:

1. You’ve been missing deadlines over the past quarter. We want to stick to our timelines and be a reliable partner for our clients. Is there something we can do to help you manage your time more effectively? Have you tried using a planner app to plan your time?
2. You closed fewer clients during the past two quarters. Are you facing any difficulties at work? We can provide training resources if you believe they’ll be helpful.
3. There have been instances over the past quarter where you didn’t cooperate with the team after a disagreement about team projects. Disagreements are a part of working with a group, but team members must work together towards a common goal. Is there something we can do to help?

Top 10 Performance Review Questions 

1. How do you handle situations where an employee disagrees with the feedback provided during the performance review?

In situations where an employee disagrees with feedback, it's essential for the manager to remain open and empathetic. The first step is to listen actively to the employee's concerns and understand their perspective. The manager should then provide specific examples and observations that led to the feedback, aiming to clarify any misunderstandings. It's a collaborative process, where the goal is to reach a mutual understanding and agree on a path forward that supports the employee's growth.

2. What are some specific examples of how to set achievable goals for employees during the performance review process?

Setting achievable goals involves creating objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). For example, if an employee needs to improve their project management skills, a specific goal could be to complete a project management certification within the next six months. This goal is measurable (completion of the certification), achievable (with the right resources and time management), relevant (to their job role), and time-bound (six months). Regular check-ins can help ensure the employee is on track and provide an opportunity to adjust the goal as needed.

3. How can managers ensure that performance reviews are equitable and unbiased, especially in diverse teams?

Ensuring equitable and unbiased performance reviews requires a structured approach. Managers should undergo training on unconscious bias to understand how it might influence their evaluations. Implementing a standardized set of criteria for evaluating all employees helps ensure fairness. These criteria should be clearly communicated and based on objective measures of performance. Soliciting feedback from multiple sources can provide a more comprehensive view of an employee's performance, further mitigating bias.

4. How often should performance reviews be conducted to ensure continuous employee development?

Performance reviews should ideally be conducted at least annually, with many organizations moving towards semi-annual or even quarterly reviews to better support continuous employee development. Frequent feedback sessions allow for timely adjustments to goals and strategies, keeping employees aligned with organizational objectives and their personal growth paths.

5. What are the best practices for conducting virtual performance reviews effectively?

Effective virtual performance reviews require clear communication, privacy, and an emphasis on constructive feedback. Prior to the meeting, ensure all participants have access to the necessary technology and documents. During the review, use video conferencing to maintain a personal connection and ensure privacy to create a safe space for open discussion. Follow up with a written summary of the discussion and agreed-upon next steps.

6. How can performance reviews contribute to employee retention and job satisfaction?

Performance reviews contribute to employee retention and job satisfaction by providing clear expectations, recognizing achievements, and identifying opportunities for growth and development. Constructive feedback and support in achieving career goals make employees feel valued and engaged, reducing turnover and increasing job satisfaction.

7. What role does peer feedback play in the performance review process?

Peer feedback provides a comprehensive view of an employee's performance, offering insights into areas of strength and opportunities for improvement from a different perspective. It can enhance the fairness and accuracy of reviews, foster a culture of openness and trust, and encourage personal and professional development within teams.

8. How can performance review data be used to inform workforce planning and talent development strategies?

Performance review data offers valuable insights into the skills, competencies, and potential of the workforce. This information can be used to identify talent gaps, guide training and development initiatives, and inform succession planning. Analyzing trends over time can also help predict future workforce needs and inform strategic decision-making.

9. What are the challenges of bias in performance reviews, and how can they be mitigated?

Bias in performance reviews can lead to unfair evaluations, affecting morale and career advancement opportunities. To mitigate bias, organizations can implement structured review processes, use standardized evaluation criteria, provide training on unconscious bias, and include multiple raters from diverse perspectives to ensure a fairer, more objective assessment.

10. What are the legal considerations to keep in mind during the performance review process?

Legal considerations include ensuring that the performance review process is consistent, fair, and non-discriminatory. Documentation should be thorough and accurate to support evaluations and decisions made during the process. Compliance with labor laws and regulations is crucial to avoid claims of discrimination, harassment, or wrongful termination. Organizations should also respect privacy laws when handling and storing performance review data.

Use the Right Tools for Performance Reviews

Performance management and self-evaluation processes don’t have to be dreadful, time-consuming tasks that threaten your interpersonal skills. Instead of just viewing reviews as a task to check off your list, use them to help the team grow by following performance review best practices to improve professional development (while raising team spirit).

In-person performance reviews can be a time-hog.

Using a tool like Assembly makes employee reviews easier with customizable workflow templates. For example, for a productive and useful annual performance review example, you can use the Manager feedback template to provide reviews quickly and anonymously while improving the teamwork skills.

The team can ask questions about the feedback using the comments section. More importantly, they’re less likely to feel reluctant about asking questions when you’re not sitting in front of them. Don't forget to throw in some fun with the best team building activities.

Like the sound of it and want to get more performance review phrases for teamwork? Book a Demo today!

FAQ's

How can managers ensure performance reviews are fair and unbiased?

To ensure fairness and eliminate bias in performance reviews, managers should use standardized evaluation criteria aligned with job roles, set clear performance expectations, and rely on measurable data rather than personal opinions. Using multiple sources of feedback, such as 360-degree reviews, and undergoing bias awareness training can also help maintain objectivity in assessments.

What are the best ways to provide constructive feedback during a performance review?

Effective constructive feedback should be specific, balanced, and actionable. Managers should start with positive feedback, clearly state areas for improvement with examples, and provide solutions or development opportunities. Using the "feedback sandwich" method—starting with praise, addressing areas for improvement, and ending on a positive note—can help employees receive feedback more receptively.

How often should performance reviews be conducted?

While annual performance reviews are common, frequent feedback is more effective. Many organizations are shifting to continuous feedback models, including quarterly or monthly check-ins, to ensure employees receive timely guidance and recognition. Combining formal reviews with ongoing conversations helps employees stay engaged and aligned with company goals.

What are the most effective tools for streamlining performance reviews?

Performance management software like Assembly can help streamline the review process by providing templates, automating feedback collection, and tracking employee progress. These tools facilitate continuous feedback, goal setting, and real-time performance tracking, making evaluations more efficient and effective.