✓ He does what it takes to get the job done. He shows willingness to do whatever is necessary to get the task done. ✓ He has a strong grasp and understanding of his job responsibilities. ✓ He isn’t only concerned about himself and continually contributes to the success of those around him. Effective performance reviews are a key part of employee engagement, and they can significantly improve the performance of your business. Setup reminders if you want your team members to receive automatic reminders when their reports are due. ✗ His lack of concentration results in a high level of errors. ✓ He performs his tasks with heart and always accomplishes them in due time. ✓ He designs action plans and deadlines needed for each subordinate to accomplish their tasks. ✓ He is sensitive and clear when delivering bad news. ✗ He does not want to refer to different solutions or ideas except the ones that he is using. ✗ He comes from a very individual focused work environment to a team focused one and has struggled to adjust. ✓ Monitor the process by frequently meeting with each member to show concern about their performance. ✓ He is an asset who can effectively work with other teams and departments. ✓ He is an excellent employee and he understands our systems and processes thoroughly. ✗ He is a good supervisor, but he is not expert in this field. If she comes across any problem with a project, she goes to her superior co-workers and asks for their help, instead of keeping the problem secretly to herself. ✗ He fails to achieve the goals because he doesn’t delegate to his staff effectively. ✗ He needs to find more ways to take creative risks. Ingrid constantly criticizes her colleagues. ✓ He is ready to share information and knowledge for the common development of all staff. ✗ One of his roles is to find consensus among his team members, but he has frequently failed to accomplish this task. ✗ He does not understand how to share tasks with others. ✗ He relies on his knowledge and skills to perform without asking colleagues for help and advice. ✓ He maintains a polite demeanor and appearance. ✓ He fully complies with departmental leave and absence procedures. ✗ He thinks that the tools provided to him are not necessary and he does not use them. He does not know how to perform well. ✓ He actively seeks feedback, even when it’s not in agreement with his own view. ✓ He uses his time effectively to perform the big and small duties which must be done every week. Respect Performance Review Phrases Examples. She will never betray her principles. His natural ability to work with people is a great asset to our team. ✓ He supervises and care about the performance of his subordinates. Many customers have complained about him. ✗ It is his responsibility, in his role, to solve problems. He does not mind studying anything relating to the job. ✓ He knows the technology that we employ inside-out, and keeps himself informed about up-to-date changes. ✓ He fosters a climate of integrity in his department. ✓ His core strength is his ability to immediately connect with anyone. ✓ His positive attitude and willingness to listen are highly appreciated by her coworkers. ✓ He is one of our hardest workers. He should promote and develop his potential is getting the balance of being pragmatic and creative right. ✓ He takes the initiative to learn skills that enhance his ability to contribute to the organization. ✓ His long experience working with people is clearly evident in his communication skills. ✗ He doesn’t communicate with other employees nor help when asked. ✗ He is not liked by those colleagues working with him despite the good impression the management team has of him. ✓ He is good at understanding the technical nature of his job. ✗ He fails to show any real interest in his job. ✗ He focuses only on getting his own work accomplished. ✓ He does not mind facing complicated situations and always finds appropriate solutions to offer to management. He consistently overlooks the innovate employees reporting to him. He is very good at handling difficult situations with customers. ✗ He has a creative touch in a sometimes monotonous role within our team. ✗ His customers always give him low marks in the customer satisfaction surveys. He is clearly aware of this but he has made no attempt to change his demeanor when talking about non-work related topics. ✗ He meets difficulty when working with a team he is to performing as an individual. He fails to focus on his goals, resulting in failure. ✗ He is uncomfortable when faced with any awkward problem. The key, as Iâll show you here, to successfully completing any performance appraisal techniques/documentation you use is to focus in on standard employee performance review phrases.. You can expand upon these to reflect the good and bad points of each employee. ✓ He has the ability to learn new technology quickly and successfully apply it into to enhance his performance. ✗ He does not understand how crucial good working relationships with fellow team members are. Along with Customer Service, these âBig 5â will round out your performance review template nicely. He spends too much time performing his assignments without a proper plan. He can give the most innovative and effective solutions. ✗ He is not very adept at understanding new technology. ✗ He is creative in finding ways to correlate ideas with action. ✗ He has generated complaints from customers because of issues with his integrity. He does not focus on the goals necessary to move his team forward. ✗ He is continually late for work. Have you ever had to betray your principles? ✓ His spoken communication was well-organized, courteous, and effective. ✗ He does not understand how to set team goals and manage his team to achieve them. Fred can defend an ethical position from an adult point of view, without being aggressive. ✗ He fails to manage his staff to gain effective performance. ✗ He is an satisfactory supervisor but he does not excel. Michelle exhibits personal integrity by doing what she thinks is right. ✓ He submits all assigned work accurately and on time. ✓ He takes responsibility for his team’s work and goals. ✓ He contributes to a positive work environment through his interactions with others. ✓ He encourages others to voice their own opinions. ✓ He never neglects any detail of any task given to him. ✓ He never skips any detail of his assignments. ✗ He has trouble doing his tasks without help or supervision. ✗ He demonstrates acceptable levels of integrity only intermittently. ✗ He does not know how to apply the knowledge learned in training sessions into his performance. ✗ He meets the letter of the law but frequently fails to respect the spirit as far as our ethics policy is concerned. ✗ His productivity is not as good as that of his coworkers. ✗ He does not know how to set targets and lead his team to reach them. ✗ He rarely complies with the applicable hygiene standards. ✓ He is able to summarize and communicate key business decisions effectively. ✓ He is always one of the first to volunteer to help to get the job done whenever a large project comes in. ✗ He is a good employee but if he knew how to manage his time more suitably he would be more effective. ✓ He had a rough start but ended the year well with her team turning in the best performers of all the groups. ✓ He has good relationships with his colleagues due to his good communication skills. ✗ He does not provide a team-centered support environment. 100 Performance Review Example Phrases. ✗ He does not pay attention when others are talking and frequently asks silly questions. He does not stop until he has produced excellent results. ✗ He lacks communication at work and is reluctant to support or offer assistance to those that need it. He shares everything he knows with other team members. ✓ He empowers others to take initiative as well. He should utilize this to promote his position in the company. ✗ He is unable to concentrate on his work. ✗ He can deal with customers on the phone very well, but he does not handle face to face customer contact very well. ✗ He fails to spend sufficient time to check his work before submission. He never steal supplies from the workplace. ✗ He rarely pays attention to the details of his duties. ✓ He frequently motivates others in the team. ✓ He demonstrates effective telephone skills. ✓ He empathizes with others who have opposing viewpoints. ✓ He is a team player and understands how to help others in times of need. ✓ He has a soothing personality which reflects a very calm personality. ✓ He excels at any project he is involved due to his ability to form effective teams. He believes he is proficient, yet he is lacking in many areas. ✓ He is highly spoken of by others due his ability to build good relationships. He is not one of those people. ✓ There are many times we have tasks that absolutely must be completed by a given time. ✓ He adapts his communication methods to respond to different audiences. ✓ He is often the first person who volunteers. ✓ He skillfully overcomes client objections. ✓ She has a creative personality which allows her to suggest original ideas. ✓ He sets aggressive targets to meet business objectives. ✗ He frequently provides excuses for his late arrival times. Abigail violates our ethical guidelines by ignoring the company’s procedures and policies. ✓ He is decisive in difficult situations. ✓ He effectively communicates expectations and goals. ✓ He takes initiative to address concerns with other staff in a timely manner promoting understanding and cooperation. ✓ He does not mind taking part in on the job training. ✓ He solves customer complaints with a calm attitude. ✓ He can maintain good communication with everybody and he also encourages people to work harder and more effectively. ✓ He is a flexible manager and always tries to understand and respect his employees’ situations. ✗ He relies on others in heated situations. ✓ He makes confident decisions when presented with facts and data. ✓ He copes with new situations, unusual demands, emergencies or other critical incidents very well. ✓ He shows initiative, and is flexible when approaching new tasks. ✗ He rarely shows any recognition to his team. He cannot be let out of the sight of his supervisors. ✗ He never considers the possible consequences of his decisions. ✓ He is adept at discovering potential solutions for problems. On a new working day, she brings many creative ideas for the project. He needs to manage this better. ✓ He is very good at encouraging other members to do the job according to their best efforts. ✓ He is able to bring out the best out of those in the team. Add, remove, and assign new team members at any time. ✗ He does not understand the core basics of the job. He handles difficult situations with customers very well. He does not demonstrate a willingness to complete the job. ✓ He listens carefully, and sincerely considers the ideas of others. ✓ He promptly tackles changes while completing his assignments. ✗ He discourages creative solutions from his team. He crosses the line of the company’s corporate ethics. ✓ She shows sensitivity and consideration to other people’s feelings. ✓ One of his core strengths is his ability to immediately connect with someone. ✓ He is not afraid to respond to complex issues and provide recommendations to all levels of management. ✗ He requires constant supervision to get his work completed. ✗ He needs to establish an effective system for communication and information retrieval. ✗ His team feels discouraged as he often “shoots down” creative ideas without any explanation. ✓ He is a big-picture thinker. Donald is kind and compassionate to other people. He fully completes all tasks assigned to him for the week. ✗ He demonstrates a desire to avoid working with others. ✓ He allocates tasks appropriately based on the prior assignments. ✓ He displays exceptional performance day after day. ✗ He is very composed but he displays a poor attitude that must be improved. She prefers to ignore them, which seriously damages the company. ✓ He makes decisions that consistently reflect his strong commitment to acting reputably. ✓ He always opts for the reputable route when given a choice. ✗ He does not assist his teammates as required. However, even the smallest action can influence our self-respect and the reputation of the company. ✓ He collaborates well with other departments. He consistently fails to properly notify team members about impending changes or other required information. ✗ His goal-setting ability is not good. ✗ He often has troubles with his coworkers when they work together. ✓ He creates an atmosphere in which creativity and innovation is both rewarded and encouraged. He readily cooperates with his team members to get the job done. ✓ He understands how to make sure that customers are satisfied. ✓ He establishes a corporate culture of reliability and caring. ✓ He aligns his goals with those of the company. ✓ He can find timely solution to any problem quickly and effectively. This causes problems when an untested or unexamined idea is moved forward too quickly. ✗ He does not cope very well with managing employees. Bill is quick to congratulate coworkers and builds â¦ ✗ He approaches decisions with a one-track mindset. ✗ He is unwilling to accept even minor changes. ✓ He encourages his colleagues at work. ✓ He encourages coworkers to be inventive. If you continue to use this site we will assume that you are happy with it. ✗ He finds it difficult to delegate tasks which makes the team’s achievements entirely reliant on him. He is not ready to generate or recognize new solutions when performing a task. ✗ He always accepts too many tasks and cannot cope with the huge amount of work in result. ✗ He holds on to too much and does not delegate to his team effectively. Working well together means the task gets done on time and with proficiency. ✓ He regularly gives constructive feedback. ✗ He does not usually innovate and when he does, it is reluctantly. ✗ He ignores the company regulations prefers to work on his own. ✓ He understands his legal responsibility to the company very well. He does not help others. ✓ He never publicly makes negative comments. ✓ He Is a true embodiment of the company’s values regarding integrity. ✗ He needs to share department and corporate goals in a more timely and complete manner. ✓ He is always responsible for his colleagues’ performance and effectiveness. ✓ He congratulates staff on jobs well done. If something at work goes wrong, she blames her co-workers for the mistake, even if it caused by her. ✓ He is able to successfully analyze a problem and find an appropriate resolution. ✓ He is quick to lend a hand to others in need of help. Creativity and Innovation. ✓ His most special quality is his positive attitude. ✗ He Is easily distracted and doesn’t fully absorb other people’s points of view. ✗ He avoid conflicts at work in relation to the decision making process. ✓ He is ready to work extra hours if urgent and essential issues must be solved by the end of the day. ✗ He is reliable when it suits him, he constantly needs to be reminded to do tasks he does not enjoy. His work is high quality and accurate. ✗ He can be a creative person with many interesting ideas but he cannot successfully to tap into it. ✗ He does not convey a positive image of the company to customers. He can deal with furious customers with a calm and rational attitude. ✓ He fully satisfies the company’s expectations. ✗ He has proven to be an ineffective communicator. ✓ His performance is always reliable and he follows his work schedule well. ✓ He encourages employees to take responsibility for their performances. He should think beyond the manuals, and troubleshoot technical issues which are not documented. ✓ He is adept at facing difficult situations. His timekeeping needs to be return to its previous reliability. ✓ He has a welcoming and friendly character. ✓ He thoroughly plans and prepares for the unexpected. He stands firm and the situation does not affect his attitude. Praise should be specific and related to key components of job success. ✓ He takes responsibility for the performance of his staff members. ✓ He follows all company policies. ✗ He is ineffective at setting achievable goals. ✓ He clearly enjoys the people related aspects of the business. ✗ He is easily distracted when listening to others. He has a difficult time separating his personal relationships with professional ones. ✓ His schedule shows no cause for concern. ✓ He is highly adept in all areas of his job function. ✗ He feels shy when he communicates with others and he cannot build good relationships with his colleagues. ✓ He always deals with customers with the highest levels of integrity. ✓ He is able to work out multiple alternative solutions and determine the most suitable one. ✓ He has received a lot of positive appraisals from his subordinates and other line-managers. ✗ He is not reliable for his effort and does not demonstrate a willingness to do whatever it takes to get the job accomplished. Nathan has been engaged in questionable behaviors multiple times. ✗ He is unreliable and often late for work. He does not take the time to help members of his team who are struggling to keep up. ✗ He Is inconsistent in defining goals and objectives. ✓ He usually has insightful viewpoints, so whenever we need a fresh look at a problem, we know we can turn to him. His communication skills have improved tremendously this year. ✓ He is willing to look for more effective methods to conduct business. He is unable to account for delays such as heavy traffic in his travel time. ✗ He is unable to find out a solution when facing a complicated situation. He is very result orientated. ✗ He needs to work on adapting better to new systems or technologies. ✓ He always takes initiative in overcoming obstacles and finding a resolution that meets everyone’s needs. ✗ He is a capable manager but he is unable to influence people like a true leader. ✗ He is somewhat pessimistic and his moods affect other employees. ✗ His results are not as consistent as those of her coworkers. ✗ He shows a lack of respect for coworkers who have finished their shifts through his tardiness. ✗ He is not good at communicating with others so he often makes them feel uncomfortable. ✓ He shares his knowledge with coworkers. ✓ He works well with customers. ✓ He encourages his teammates to think outside of the box and to be more creative with solutions. ✗ He appears uninterested and detached from his work lately as if he is no longer engaged in it. ✗ He commonly fails to consider all the facts before making a decision. ✓ He clearly communicates with his employees and they understand his expectations. Making a decision according to your own standards and ethical principles regardless the negative consequences is easier said than done. He attempts to do all the work by himself. ✓ He demonstrates appreciation for others and thanks them for their assistance. Common themes in performance appraisals focus on employee attitudes such as reliability, dependability, and integrity. She needs to be more cautious about following the instructions of supervisors. ✓ He is ready to make a new and carefully considered decision if the situation has changed and the previous actions have become inappropriate. She violated numerous laws as well as the company’s ethical code. ✓ He shows that he is a positive person who is willing to do whatever it takes to help. ✗ He is a good supervisor but he is not expert in this field. ✗ He struggles to communicate when deadlines will be missed. ✓ He can be counted on to give 100 percent under all circumstances. ✓ He maintains a good standard of work aligned with a high level of productivity. ✓ He leads the team in the difficult environment of customer service to success, meeting all objectives. ✗ He has an inconsistent attitude that often negatively affects the team. ✗ He tries to be both a manager and friend. ✗ He doesn’t take enough time to carefully check his core performance products before submission. The yearly review should mention this skill in evaluating a staff by using performance review phrases which show the positive qualifications of a staff when communicating with other members as well as customers. ✓ He took over the worst team of the company, but he managed so well that he has developed every member to be one of the most effective employees in the company. Pavel is not dependable. ✗ He has put the company at risk with his inappropriate actions. ✗ He fails to incentivize peers to take creative and innovative risks. One aspect of reviewing employee performance involves providing positive feedback on things each team member does particularly well. His understanding of the issues enables him to solve problems at a remarkable pace. The like how she always encourages open communication. Oliver always keeps his word. ✓ He responds to telephone and e-mail messages within four hours. ✗ Integrity does not seem to rank particularly highly on his list of priorities. 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