Status.net

Problem Solving Skills: Performance Review Examples (Rating 1 – 5)

By Status.net Editorial Team on July 21, 2023 — 4 minutes to read

Problem solving is an important skill in any work environment: it includes the ability to identify, understand, and develop solutions to complex issues while maintaining a focus on the end goal. Evaluating this skill in employees during performance reviews can be highly beneficial for both the employee and the organization.

Questions that can help you determine an employee’s rating for problem solving skills:

  • How well does the employee define the problem and identify its root cause?
  • How creative is the employee in generating potential solutions?
  • How effective is the employee in implementing the chosen solution?
  • How well does the employee evaluate the effectiveness of the solution and adjust it if necessary?

Related: Best Performance Review Examples for 48 Key Skills

2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

Performance Review Phrases and Paragraphs Examples For Problem Solving

5 – outstanding.

Phrases examples:

  • Consistently demonstrates exceptional problem-solving abilities
  • Proactively identifies issues and offers innovative solutions
  • Quickly adapts to unforeseen challenges and finds effective resolutions
  • Exceptional problem-solving ability, consistently providing innovative solutions
  • Regularly goes above and beyond to find creative solutions to complicated issues
  • Demonstrates a keen understanding of complex problems and quickly identifies effective solutions

Paragraph Example 1

“Jane consistently demonstrates outstanding problem-solving skills. She proactively identifies issues in our department and offers innovative solutions that have improved processes and productivity. Her ability to quickly adapt to unforeseen challenges and find effective resolutions is commendable and has proven invaluable to the team.”

Paragraph Example 2

“Sarah has demonstrated an outstanding ability in problem solving throughout the year. Her innovative solutions have significantly improved our department’s efficiency, and she consistently goes above and beyond expectations to find creative approaches to complicated issues.”

4 – Exceeds Expectations

  • Demonstrates a strong aptitude for solving complex problems
  • Often takes initiative in identifying and resolving issues
  • Effectively considers multiple perspectives and approaches before making decisions
  • Displayed a consistently strong ability to tackle challenging problems efficiently
  • Often takes the initiative to solve problems before they escalate
  • Demonstrates a high level of critical thinking when resolving issues

“John exceeds expectations in problem-solving. He has a strong aptitude for solving complex problems and often takes initiative in identifying and resolving issues. His ability to consider multiple perspectives and approaches before making decisions has led to valuable improvements within the team.”

“Sam consistently exceeded expectations in problem solving this year. His efficient handling of challenging issues has made a positive impact on our team, and he often takes the initiative to resolve problems before they escalate. Sam’s critical thinking ability has been a valuable asset to our organization, and we appreciate his efforts.”

3 – Meets Expectations

  • Displays adequate problem-solving skills when faced with challenges
  • Generally able to identify issues and propose viable solutions
  • Seeks assistance when necessary to resolve difficult situations
  • Demonstrates a solid understanding of problem-solving techniques
  • Capable of resolving everyday issues independently
  • Shows perseverance when facing difficult challenges

“Mary meets expectations in her problem-solving abilities. She displays adequate skills when faced with challenges and is generally able to identify issues and propose viable solutions. Mary also seeks assistance when necessary to resolve difficult situations, demonstrating her willingness to collaborate and learn.”

“Sarah meets expectations in her problem-solving abilities. She demonstrates a solid understanding of problem-solving techniques and can resolve everyday issues independently. We value her perseverance when facing difficult challenges and encourage her to continue developing these skills.”

2 – Needs Improvement

  • Struggles to find effective solutions to problems
  • Tends to overlook critical details when evaluating situations
  • Reluctant to seek help or collaborate with others to resolve issues
  • Struggles to find effective solutions when faced with complex issues
  • Often relies on assistance from others to resolve problems
  • May lack confidence in decision-making when solving problems

“Tom’s problem-solving skills need improvement. He struggles to find effective solutions to problems and tends to overlook critical details when evaluating situations. Tom should work on being more willing to seek help and collaborate with others to resolve issues, which will ultimately strengthen his problem-solving abilities.”

“Mark’s problem-solving skills need improvement. He often struggles to find effective solutions for complex issues and seeks assistance from others to resolve problems. We encourage Mark to build his confidence in decision-making and focus on developing his problem-solving abilities.”

1 – Unacceptable

  • Fails to identify and resolve problems in a timely manner
  • Lacks critical thinking skills necessary for effective problem-solving
  • Often creates additional issues when attempting to resolve problems
  • Demonstrates a consistent inability to resolve even basic issues
  • Often avoids responsibility for problem-solving tasks
  • Fails to analyze problems effectively, leading to poor decision-making

“Sally’s problem-solving skills are unacceptable. She consistently fails to identify and resolve problems in a timely manner, and her lack of critical thinking skills hinders her ability to effectively solve challenges. Additionally, her attempts to resolve problems often create additional issues, resulting in a negative impact on the team’s overall performance.”

“Susan’s problem-solving performance has been unacceptable this year. She consistently demonstrates an inability to resolve basic issues and avoids taking responsibility for problem-solving tasks. Her ineffectiveness in analyzing problems has led to poor decision-making. It is crucial that Susan improve her problem-solving skills to succeed in her role.”

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31 examples of problem solving performance review phrases

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You're doing great

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Tips to improve

Use these practical examples of phrases, sample comments, and templates for your performance review , 360-degree feedback survey, or manager appraisal.

The following examples not only relate to problem-solving but also conflict management , effective solutions, selecting the best alternatives, decision making , problem identification, analyzing effectively, and generally becoming an effective problem-solving strategist. Start using effective performance review questions to help better guide your workforce's development. 

Problem solving appraisal comments: you're doing great

  • You always maintain an effective dialogue with clients when they have technical problems. Being clear and articulate makes sure our customers' faults are attended to promptly.
  • You constantly make sure to look beyond the obvious you never stop at the first answer. You’re really good at exploring alternatives. Well done!
  • Keeping the supervisors and managers informed of status changes and requests is important. You’re really good at communicating the changes to the projects at all times. Keep it up!
  • You stay cool and collected even when things aren’t going according to plan or up in the air. This is a great trait to possess. Well done!
  • You’re excellent at giving an honest and logical analysis. Keep it up! Effectively diagnosing complex problems and reaching sustainable solutions is one of your strong points.
  • Your ability to ability to make complex systems into simple ones is truly a unique skill to possess. Well done!
  • You often identify practical solutions to every roadblock. You’re a real asset to the team! Great job.
  • You always listen actively and attentively to make sure you understand what the exact problem is and you come up with solutions in an effective manner.
  • You have an amazing ability to clearly explain options and solutions effectively and efficiently. Well done!
  • When driving projects, you can shift to other areas comfortably and easily. making sure the project runs smoothly. Great job!

problem-solving-performance-review-phrases-person-at-work-talking-to-boss

Problem solving performance review phrases: you should think of improving

  • You always seem too overwhelmed when faced with multiple problems. Try to think of ways to make problems more manageable so that they can be solved in a timely and effective manner.
  • Avoiding conflicts constantly with people is not a good idea as you will only build up personal frustration and nothing will be done to remedy the situation. Try to face people when there are problems and rectify problems when they occur.
  • Don’t allow demanding customers to rattle your cage too much. If they become too demanding, take a step back, regulate your emotions , and try to make use of online support tools to help you rectify problems these tools can help a lot!
  • It’s necessary that you learn from your past mistakes . You cannot keep making the same mistakes , as this is not beneficial to the company.
  • You tend to ask the same questions over and over again. Try to listen more attentively or take notes when colleagues are answering!
  • Providing multiple solutions in an indirect and creative approach will allow you to be more effective at problem-solving . if you struggle with this typically through viewing the problem in a new and unusual light.
  • You fail to provide staff with the appropriate amount of structure and direction. They must know the direction you wish them to go in to achieve their goals .
  • You need to be able to recognize repetitive trends to solve problems promptly.
  • You tend to have problems troubleshooting even the most basic of questions. As a problem solver and customer support person, it’s imperative that you can answer these questions easily.
  • Read through your training manual and make sure you fully understand it before attempting questions again.

problem-solving-performance-review-phrases-person-talking-at-work

Performance review tips to improve problem solving

  • Try to complain less about problems and come up with solutions to the problems more often. Complaining is not beneficial to progression and innovation.
  • As a problem solver, it’s important to be able to handle multiple priorities under short deadlines.
  • You need to be able to effectively distinguish between the cause and the symptoms of problems to solve them in an efficient and timely manner.
  • Try to anticipate problems in advance before they become major roadblocks down the road.
  • Try to view obstacles as opportunities to learn and thrive at the challenge of solving the problem.
  • Remember to prioritize problems according to their degree of urgency. It's important that you spend the majority of your time on urgent tasks over menial ones.
  • When putting plans into place, stick to them and make sure they are completed.
  • When solving problems, try to allocate appropriate levels of resources when undertaking new projects. It is important to become as efficient and as effective as possible.
  • Try to learn to pace yourself when solving problems to avoid burnout . You’re a great asset to the team and we cannot afford to lose at this point.
  • Meeting regularly with your staff to review results is vital to the problem-solving process.
  • Staff that has regular check-ins understand what it is that is required of them, what they are currently achieving, and areas they may need to improve. Try to hold one-on-one meetings every week.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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11 minute read

28 Performance Review Summary Examples - Phrases & Expert Tips

Kat Boogaard

Kat Boogaard

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You’re pretty sure that your direct reports dread the performance review process. You get it — it’s nerve-racking to sit there and be evaluated and critiqued.

But here’s the thing. You might be the manager, but you get nervous too. Dishing out constructive criticism is tough, and you want to make sure you’re delivering valuable feedback in the most effective way possible.

Take some comfort in the fact that you aren’t alone. A whopping 96 percent of managers are dissatisfied with their organization’s performance management practices (which includes performance reviews). 

Yikes! Needless to say, there’s some room for improvement when it comes to performance reviews.

While there are undoubtedly some company-wide rules you need to abide by, the good news is that you have quite a bit of control over your employees’ performance assessment experience. 

In this guide, we’ll share some examples (tips and phrases) to make sure your performance conversations and evaluations are productive, rather than anxiety-inducing wastes of time. 

What is a performance review?

A performance review (also called a performance evaluation or a performance appraisal) is a formal conversation where a manager will offer feedback to an employee. 

During this appraisal, a manager will discuss the employee’s recent achievements, how they’re fulfilling their responsibilities, their progress toward goals, and areas of improvement — with the objective of helping that employee perform even better moving forward. 

Effective performance reviews are intentional, scheduled conversations and not sporadic, random chats. These conversations typically happen every six months or every year. 

What are the benefits of performance reviews?

Your employees might not cartwheel into their appraisal interview, and nerves are normal on both ends. 

Performance review examples - nerves

  • Performance: Your employees will struggle to perform at their best level if they don’t get honest feedback about how they can do better. When you deliver feedback effectively, you can get the best work out of your direct reports. One study found that 72 percent of respondents thought their performance would improve if their managers would provide more corrective feedback.  
  • Engagement: Employees want feedback. In fact, one study found that nearly 34 percent of full-time employees said they’d prefer to receive more feedback from their supervisors. While the employee evaluation interview shouldn’t be the only time you’re offering feedback, it’s a great opportunity to show them that you’re invested in their growth and success.  
  • Retention: It makes sense that satisfied employees stick around longer. Data from Gallup shows that frequent, strengths-based feedback can reduce turnover by nearly 15 percent .  
  • Career Development: A performance review is a chance for managers and direct reports to connect about career goals, and how the company can support employees in pursuing those ambitions. When 48 percent of employees say they’d leave their jobs in favor of new learning opportunities, these conversations are important. They make your employees feel supported and encouraged, as well as allow you to collaboratively hash out action items to pursue their career goals. 
One of the best ways to support career development is to provide your employees with access to plenty of learning opportunities. 

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What to say

When done right, your performance reviews offer plenty of advantages for both you and your staff. But, uhh...how do you do them right? 

Performance review examples - how to do it right

You should insert relevant details to provide specific, helpful, and meaningful feedback to your employees. You’ll need to expand beyond these templates, but they’ll help you get the conversation started — and sometimes that’s the hardest part.

🏅Performance review comments about leadership

If your employee is meeting expectations… 

1. "You stepped up to the plate to lead [team/project] to [result]."

2. "Your team has exceeded their goal to [objective] by [metric]."

3. "You took ownership when [problem/challenge] could’ve [undesirable result]. You turned things around to [desirable result]."

4. "Your team provided positive feedback about your ability to [responsibility] and [responsibility]."

5. "You’re always willing to speak up and contribute fresh ideas in team meetings. Your suggestion to [action] helped us [result]."

If your employee needs improvement… 

6. "Your team could benefit from more [responsibility/quality]."

7. "Over the next [time period], I’d like to see you step up and lead [project/task/objective]."

Effective performance reviews are intentional, scheduled conversations and not sporadic, random chats.

🤝Performance review comments about teamwork and collaboration 

If your employee is meeting expectations…

8. "You did an excellent job collaborating with [person/department] to [result]."

9. "You stepped in to help [person/department] when [problem]."

10. "You bring [valuable skill/trait] to our team, and your contributions don’t go unnoticed." 

Phrases to use if your employee needs improvement…

11. "I’ve noticed you struggle to collaborate when [situation]."

12. "You tend to be [closed-minded/critical/disengaged/etc.] when presented with opinions that are different from your own, like when [specific example]." 

performance review examples

📞Performance review comments about communication

13. "You did a great job of keeping all of the necessary stakeholders in the loop when [situation]."

14. "I’ve noticed that you’re particularly skilled at [specific communication competency]."

15. "You’re never afraid to ask thoughtful questions, like you did when [situation]."

16. "Our entire team benefits from your ability to [specific communication competency], which was especially helpful when [situation]."

17. "I think your messages would be better received if you focused on [area of improvement]."

18. "You tend to [communication habit or pet peeve] which can [negative result]." 

Provide specific, helpful, and meaningful feedback when conducting employee performance reviews.

🕵️Performance review comments about problem solving

19. "You’re persistent about solving problems, and you were able to [unique solution] when we struggled to [problem]."

20. "[Specific project] made it evident that you consider numerous solutions before choosing a way forward."

21. "You treat problems as learning opportunities, which has empowered our entire team to [positive result]."

If your employee needs improvement…

22. "When presented with an unexpected roadblock, I’d like to see you [area of improvement]."

23. "You could benefit from [necessary problem-solving competency] before [result]." 

The objective of a performance review is to help the employee perform even better moving forward. 

🪴Performance review comments about growth and development

24. "In our previous review, we set a goal of [specific goal] and you surpassed that objective by [metric]."

25. "I’ve seen you stretch yourself in new ways this past [timeframe], like when you [task or achievement] and [task or achievement]."

26. "You’ve expanded [skillset], as demonstrated when [situation]." 

27. "I think it would serve you well to step outside of your comfort zone by [actionable task, goal, or expectation]."

28. "In the next [timeframe], I want to see you refine a new skill, such as [new skill]." 

6 more tips for top-notch performance reviews

Knowing how to get a performance conversation started is a huge piece of the puzzle. But, while the above templates and phrases are helpful, they won’t make for a successful review session on their own.

Here are six more tips to equip your employees with meaningful feedback and actually empower them to improve. 

1. Collect peer feedback

Honest criticisms and recognition from a manager is important. But, to truly give employees a holistic view of how they’re doing, collect feedback (this can be done anonymously) from an employee’s peers as well. As Gartner research shows , peer feedback can boost performance.

2. Avoid ganging up

Delivering peer feedback leads to a more well-rounded review, but be mindful of your language to avoid seeming like the entire team is ganging up on that employee. Phrases like, “Everybody says that…” or “The team has noticed…” can make your employee feel singled out.

Performance review examples - ganging up

3. Provide specific examples

You’ll notice that a lot of the templates and phrases above include spots where you should lean on specific examples. Those anecdotes will help support your point. Something like, “You stepped up to cover Sasha’s responsibilities when she needed to be out for a family emergency,” carries a lot more impact than a generic statement like, “You’re always willing to help team members.”

4. Don’t skip the positives

When the goal of the discussion is to help employees improve, it’s easy to place way too much emphasis on constructive criticism. But, employees also want to hear what they’re doing well. That’s why many of the phrases above help you deliver positive feedback to your direct reports. When only 26 percent of workers feel highly valued, keep in mind that they need to hear the good stuff too. 

5. Remember to listen

Performance reviews should be a conversation — not your chance to dole out directions and criticisms to your employees without pausing. Make sure you ask questions about how they feel about their performance, what things they think they need to work on, and what goals they’d like to set moving forward. Keep those lines of communication open, so your employees don’t become one of the 67 percent of employees who don’t feel heard during reviews. 

6. Check in frequently

Think a performance review is a good time to dump a bunch of feedback onto employees and send them on their way? Think again. The things you discuss during the appraisal shouldn’t be a surprise, as you should be providing constructive feedback to employees frequently. Make sure that you discuss performance regularly in your one-on-ones. That’s far more effective than overwhelming them with feedback once or twice per year. 

Stressed about performance reviews? Take a deep breath

Performance reviews inspire nerves for both sides — the employee and the manager. That’s perfectly normal.

Fortunately, things become at least a little bit easier once you get the conversation rolling, and this guide can help. Use some of the templated phrases we outlined here with your own direct reports, and you’ll open up an honest discussion that helps your employees do their best work.

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Kat Boogaard

Kat is a writer specializing in career, self-development, and productivity topics. When she escapes her computer, she enjoys reading, hiking, golfing, and dishing out tips for prospective freelancers on her website.

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Incorporating 160 Effective Performance Phrases in Your Performance Appraisal Review Templates

  • Anna Verasai
  • May 09, 2023

The process of conducting a performance appraisal can be a daunting task for many managers and HR professionals. It involves assessing an employee’s strengths and weaknesses, setting goals, and providing feedback on their performance. While it’s easy to fall into the trap of using generic phrases and templates, truly effective performance reviews require a personalized touch.

To make the most of performance appraisals, it’s important to use performance appraisal examples that reflect your organization’s culture and values. With the right performance review templates and sample performance appraisals, you can create a language that resonates with your employees, helping them understand their strengths and areas for improvement.

But what makes an effective performance review? The answer lies in using the right performance appraisal phrases and performance evaluation language. Using obscure words and unique expressions can help keep your employees engaged and motivated to improve their performance. Providing effective performance feedback examples and performance appraisal comments can help managers provide constructive feedback that empowers employees to achieve their goals.

Performance Appraisal Phrases For Employee Performance Reviews

In this article, we’ll delve into the intricacies of conducting performance appraisals, exploring the best practices for creating effective performance review templates, and providing sample performance appraisals that reflect your organization’s unique culture. We’ll also explore the art of crafting effective performance appraisal phrases, providing insights into how to provide employee review feedback that truly drives performance. By the end of this article, you’ll be equipped with the knowledge and skills you need to conduct performance appraisals that inspire your employees to reach their full potential.

When conducting a performance appraisal, it’s essential to have a clear set of categories to assess an employee’s performance. By using well-defined categories, managers can provide specific feedback that helps employees improve their work performance. Additionally, having a variety of phrases to choose from helps ensure the review is comprehensive and objective. Below are some categories and phrases to consider when conducting a performance appraisal.

Communication skills

COMMUNICATION SKILLS

Let’s face it, miscommunication can be a huge obstacle in the workplace. Poor communication can lead to misunderstandings, mistakes, and even conflicts. By evaluating an employee’s communication skills , employers can identify areas for improvement and provide targeted training to help them become more effective communicators.

By emphasizing communication skills in the performance evaluation process, employers can also encourage their employees to develop their own unique communication styles. Some employees may be more comfortable with written communication, while others may excel in public speaking or interpersonal communication. By recognizing and rewarding these strengths, employers can create a diverse and dynamic team. Here are 20 performance appraisal phrases to provide feedback on an employee’s communication skills:

  • Articulates ideas and thoughts clearly and concisely.
  • Uses active listening skills to understand others’ perspectives.
  • Effectively communicates with both internal and external stakeholders.
  • Responds to feedback constructively and with an open mind.
  • Speaks with confidence and clarity during presentations.
  • Writes clearly and effectively in both formal and informal settings.
  • Keeps others informed and up-to-date on relevant information.
  • Demonstrates strong negotiation and conflict resolution skills.
  • Adapts communication style to fit the needs of different audiences.
  • Asks thoughtful questions to gather information and clarify understanding.
  • Maintains a positive and professional tone in all communication.
  • Demonstrates empathy and understanding when communicating with others.
  • Provides clear and constructive feedback to colleagues and team members.
  • Uses appropriate body language and nonverbal cues in communication.
  • Proactively communicates challenges or roadblocks to prevent issues from arising.
  • Collaborates effectively with team members and encourages open communication.
  • Strives to continuously improve communication skills through training and feedback.
  • Uses technology effectively to enhance communication and collaboration.
  • Takes ownership of communication mistakes and works to correct them.
  • Acts as a positive role model for effective communication within the organization.

By incorporating these communication skills categories and phrases into performance appraisals, employers can effectively assess and improve their employees’ communication skills. Performance appraisal templates, examples, and comments are valuable resources for managers to conduct effective performance appraisals that provide employees with constructive feedback and support their growth and development.

Leadership skills

Leadership skills aren’t just about being a boss or a manager. They can be demonstrated at any level of an organization, from entry-level employees to executives. And when leadership skills are valued and encouraged in the performance evaluation process, employees are more likely to take ownership of their work, seek out new challenges, and contribute to the overall success of the organization.

So, if you’re an employer or a manager, consider making leadership skills a priority in your performance evaluation process. Look for employees who demonstrate a strong sense of initiative, communication, and teamwork. Provide opportunities for training and development, and recognize and reward those who excel in leadership. And if you’re an employee, don’t underestimate the value of leadership skills in your career. Even if you’re not in a formal leadership position, you can still demonstrate leadership qualities in your work and make a meaningful impact on your team and your organization .

Here are 20 performance appraisal phrases that can be used to evaluate leadership skills include:

  • Demonstrates a clear vision and inspires others to follow.
  • Displays strong decision-making skills in high-pressure situations.
  • Leads by example, setting a high standard for others to follow.
  • Effectively communicates expectations and goals to team members.
  • Encourages and facilitates collaboration among team members.
  • Proactively identifies and addresses potential issues before they become problems.
  • Recognizes and rewards team members for their contributions.
  • Provides constructive feedback in a supportive manner.
  • Acts as a mentor and coach to team members, helping them develop their skills.
  • Takes ownership of projects and holds team members accountable for their roles.
  • Maintains a positive attitude and fosters a culture of positivity.
  • Adapts to change quickly and effectively.
  • Develops and implements strategies for continuous improvement.
  • Takes calculated risks and encourages others to do the same.
  • Demonstrates a strong sense of empathy and emotional intelligence.
  • Prioritizes and manages time effectively to ensure successful completion of tasks.
  • Creates a sense of purpose and meaning for team members in their work.
  • Is receptive to new ideas and feedback from team members.
  • Proactively seeks out opportunities for professional development.
  • Maintains a professional demeanor in all interactions, setting an example for others.

By using these categories and phrases, organizations can effectively evaluate and recognize employees who demonstrate strong leadership skills, and provide them with the feedback and support they need to continue to grow and excel in their roles.

Attendance and Punctuality

ATTENDANCE AND PUNCTUALITY

Attendance and punctuality may seem like basic workplace expectations, but they are actually critical indicators of an employee’s commitment and reliability. Consistently showing up on time and being present when scheduled sends a strong message to colleagues and supervisors that an employee is serious about their job and values their role in the organization.

So why is attendance and punctuality such an important factor in the performance evaluation process? Well, for starters, it directly impacts productivity and efficiency. When an employee is absent or arrives late, it can disrupt workflows, delay projects, and cause unnecessary stress for their colleagues.

But it’s not just about the immediate impact on day-to-day operations. Attendance and punctuality also speak to an employee’s overall work ethic and dedication to their job. When someone consistently misses work or shows up late, it can raise questions about their reliability and commitment to the organization.

Here are 20 performance review phrases to evaluate attendance and punctuality:

  • Regularly arrives at work on time and ready to start the day.
  • Demonstrates a strong commitment to attendance and punctuality.
  • Consistently meets attendance and punctuality expectations.
  • Arrives early to ensure ample time to prepare for the day ahead.
  • Has a consistent attendance record and rarely misses work.
  • Shows up to work on time every day, ready to contribute.
  • Sets a positive example for the team with their punctuality and attendance.
  • Consistently meets deadlines and arrives at meetings on time.
  • Is a reliable team member who can be counted on to show up on time.
  • Prioritizes attendance and punctuality as a key part of their job.
  • Rarely takes unscheduled time off and always informs the team in advance.
  • Displays a strong work ethic by always showing up to work on time.
  • Is a model employee when it comes to attendance and punctuality.
  • Makes a point to arrive early to ensure a smooth start to the day.
  • Meets attendance and punctuality requirements consistently and without fail.
  • Demonstrates a high level of professionalism by being punctual and dependable.
  • Has a history of strong attendance and punctuality performance.
  • Maintains a consistent attendance record and has a positive impact on team morale.
  • Is a dependable employee who consistently shows up on time.
  • Goes above and beyond to ensure attendance and punctuality expectations are met.

By using these performance appraisal categories and phrases, you can accurately assess an employee’s attendance and punctuality. It’s essential to recognize the importance of these skills and ensure that your employees are meeting the necessary requirements. Remember to provide constructive feedback and coaching to help employees improve in areas where they may be struggling.

Problem solving skills

PROBLEM-SOLVING SKILLS

Think about it: superheroes don’t just rely on their natural talents. They train hard and practice relentlessly to hone their skills and stay sharp. Similarly, employees with strong problem-solving skills don’t just rely on their instincts. They use critical thinking, data analysis, and creativity to come up with the best solutions.

But it’s not just about being a superhero. By emphasizing problem-solving skills in the performance evaluation process, employers can create a culture of innovation and growth. Employees will feel empowered to take ownership of their work, seek out new challenges, and collaborate with others to achieve common goals.

And just like superheroes have their weaknesses, employees may have areas where they struggle with problem-solving. But by identifying those areas through the evaluation process, employers can provide targeted training and support to help employees improve and grow.

Problem-solving is a crucial skill for employees to have, regardless of their role in an organization. It’s important to assess their ability to identify, analyze, and solve problems to ensure that they can contribute to the growth and success of the company. Here are some additional performance review phrases to assess problem-solving skills:

  • Effectively resolves complex problems with creativity and critical thinking.
  • Demonstrates exceptional analytical skills when faced with challenging situations.
  • Consistently comes up with innovative solutions to problems.
  • Quickly identifies the root cause of problems and develops effective solutions.
  • Takes ownership of problems and proactively seeks out solutions.
  • Successfully navigates obstacles to achieve desired outcomes.
  • Remains calm and focused when dealing with challenging situations.
  • Successfully resolves conflicts and disputes to maintain team cohesion.
  • Uses logic and reasoning to effectively evaluate different solutions.
  • Consistently meets or exceeds performance expectations when solving problems.
  • Effectively communicates problem-solving strategies to others.
  • Uses data and research to inform problem-solving decisions.
  • Takes calculated risks to solve problems in a timely and effective manner.
  • Collaborates with others to develop effective solutions to complex problems.
  • Anticipates potential problems and takes proactive measures to prevent them.
  • Balances short-term and long-term solutions when solving problems.
  • Effectively prioritizes competing demands to ensure timely problem-solving.
  • Uses feedback to continually improve problem-solving skills.
  • Encourages and empowers others to contribute to problem-solving efforts.
  • Demonstrates a willingness to learn and adapt when faced with new challenges.

In addition to these phrases, it’s important to use appropriate performance appraisal categories and templates to ensure that the review is comprehensive and accurate. By using categories such as communication skills, leadership, teamwork, attendance and punctuality, adaptability and flexibility, and problem-solving, organizations can assess employee performance more effectively. Performance appraisal examples and templates can also be helpful in providing guidance and structure for the review process.

An effective performance appraisal requires a collaborative approach that involves clear communication and feedback. By using performance appraisal phrases that are specific, measurable, and relevant, organizations can provide valuable feedback to their employees and help them improve their skills and performance.

Time management

TIME MANAGEMENT

Time management is an often-overlooked aspect of workplace productivity, but its importance cannot be overstated. As the acclaimed entrepreneur and author, Jim Rohn, once said, “Time is more valuable than money. You can get more money, but you cannot get more time.”

It is therefore imperative that companies recognize the significance of time management in their employees’ performance evaluations. A recent study by the American Psychological Association revealed that poor time management leads to decreased productivity, increased stress, and a higher likelihood of burnout.

Including time management as a performance indicator in employee evaluations not only promotes efficient use of time but also fosters a culture of accountability and responsibility. It encourages employees to prioritize tasks, meet deadlines, and avoid procrastination. This, in turn, leads to increased job satisfaction, higher job performance, and greater overall success.

Incorporating time management into performance evaluations is not just a matter of adding a checkbox on a form. It requires HR professionals to educate employees on the importance of time management and provide resources such as training and tools to help them manage their time more effectively.

Here are 20 examples of performance review phrases that can be used to assess an employee’s time management skills:

  • Consistently meets deadlines and completes tasks on time.
  • Prioritizes tasks effectively, ensuring that urgent tasks are completed first.
  • Uses time efficiently to maximize productivity and minimize wasted time.
  • Demonstrates a strong sense of urgency and consistently meets tight deadlines.
  • Takes proactive steps to manage time effectively, including setting reminders and scheduling tasks.
  • Is highly organized and efficient in their approach to work.
  • Plans and schedules work in advance to ensure deadlines are met.
  • Anticipates potential time constraints and takes proactive steps to manage them effectively.
  • Shows excellent time management skills, completing tasks on schedule and to a high standard.
  • Consistently demonstrates a strong work ethic, working efficiently and effectively to complete tasks on time.
  • Is reliable and consistently meets deadlines, demonstrating excellent time management skills.
  • Consistently demonstrates an ability to manage multiple tasks and prioritize effectively.
  • Manages their workload effectively, consistently completing tasks on schedule.
  • Demonstrates excellent organizational skills, which enable them to manage their time effectively.
  • Consistently completes tasks within budget and on time.
  • Is highly responsive to time-sensitive tasks, demonstrating excellent time management skills.
  • Anticipates time constraints and adjusts their work accordingly, consistently meeting deadlines.
  • Demonstrates a strong sense of urgency, consistently working to tight deadlines.
  • Manages their time effectively, ensuring that all tasks are completed on schedule and to a high standard.
  • Is highly efficient in their work, completing tasks on time and to a high standard.

As the great management consultant Peter Drucker famously said, “Time is the scarcest resource and unless it is managed nothing else can be managed.” Therefore, including time management as a performance indicator in employee evaluations is not just beneficial but essential to the success of any organization.

Innovation and creativity

INNOVATION AND CREATIVITY

Innovation is the lifeblood of any successful organization, and as Steve Jobs, once said, “Innovation distinguishes between a leader and a follower.” Therefore, it is crucial that companies recognize and reward innovation as a key performance indicator in employee evaluations.

Innovation can take many forms, from process improvements to breakthrough product developments, and it is vital that employees feel empowered and motivated to contribute their innovative ideas. By including innovation as a performance indicator, companies can encourage a culture of creativity and forward-thinking, and ultimately drive growth and success.

An example that highlights the importance of innovation can be found in the story of the Xerox PARC lab. In the 1970s, Xerox created a research facility, PARC, where they developed the first personal computer, graphical user interface, and mouse. However, Xerox failed to capitalize on these groundbreaking inventions, and it was Apple who ultimately brought them to market and revolutionized the computer industry.

With effective performance review techniques, you’ll see improvements in employee morale and productivity, as well as a boost in your company’s bottom line. Start incorporating these 20 performance appraisal comments and employee review feedback that focuses on innovation today:

  • Consistently demonstrates a creative approach to problem-solving.
  • Displays a high level of creativity in brainstorming sessions.
  • Has a track record of generating new and innovative ideas.
  • Shows a willingness to take risks and try new approaches.
  • Regularly identifies new opportunities for process improvement.
  • Has a talent for thinking outside of the box.
  • Demonstrates a natural curiosity and a desire to learn new things.
  • Displays a passion for exploring new technologies and methodologies.
  • Has a keen eye for identifying opportunities for growth and expansion.
  • Demonstrates a unique perspective on business challenges.
  • Regularly offers creative and innovative solutions to complex problems.
  • Has a proven ability to generate new revenue streams through creative thinking
  • Demonstrates a talent for turning creative ideas into actionable plans.
  • Shows a talent for identifying and solving customer pain points through innovative solutions.
  • Displays a willingness to experiment and try new things to drive business success.
  • Has a talent for identifying new market trends and developing products to meet customer needs.
  • Regularly participates in innovation-focused training and development opportunities.
  • Demonstrates a natural talent for generating ideas that challenge the status quo.
  • Displays a track record of successfully implementing innovative solutions to business challenges.
  • Has a passion for driving change and pushing boundaries in the workplace.

So why settle for the same old performance review templates and ineffective performance phrases? Give your employees the feedback they deserve with sample performance appraisals that encourage and inspire greatness.

COLLABORATION AND TEAMWORK

COLLABORATION AND TEAMWORK

Imagine a workplace where every employee works in isolation and never collaborates with others. Sounds boring and unproductive, right? That’s because collaboration and teamwork are crucial components of any successful workplace.

In today’s fast-paced business world, it’s impossible for individuals to achieve success on their own. Collaboration and teamwork allow employees to leverage the strengths of others, leading to greater productivity and innovation. And let’s not forget about the warm and fuzzy feeling of belonging to a team. Working collaboratively fosters a sense of community and shared ownership of projects, leading to increased job satisfaction and employee retention.

Now, let’s talk about the dreaded performance appraisal process. Collaboration and teamwork are essential indicators of good performance. Managers look for employees who can work well with others, contribute to a positive work environment, and help achieve organizational goals. That’s why it’s important to use effective performance review templates and performance evaluation language. It’s also helpful to have performance appraisal comments and performance feedback examples to provide employee review feedback. With that in mind, we have 20 examples of performance evaluation phrases to provide feedback on an employee’s collaboration and teamwork skills.

  • Shows an exceptional ability to work well with others towards a common goal.
  • Regularly offers assistance and support to colleagues without being asked.
  • Communicates effectively with team members, leading to successful project completion.
  • Builds trust and respect among team members through strong collaboration skills.
  • Demonstrates a strong commitment to teamwork and collaboration.
  • Consistently works to improve team dynamics and foster a positive work environment.
  • Maintains a positive attitude, even in challenging situations, encouraging others to do the same.
  • Brings diverse perspectives to team discussions, leading to more creative solutions.
  • Proactively shares knowledge and expertise with team members.
  • Effectively manages conflict within the team, leading to successful resolution.
  • Takes responsibility for their actions and holds themselves accountable for team success.
  • Encourages participation from all team members, ensuring everyone’s voice is heard.
  • Collaborates effectively with colleagues from different departments and backgrounds.
  • Actively seeks out opportunities to collaborate with others outside of their team.
  • Shares credit with the team, acknowledging the contributions of all members.
  • Demonstrates flexibility in adapting to changing team needs and priorities.
  • Openly communicates feedback to team members in a constructive and supportive manner.
  • Works to build a sense of camaraderie and shared purpose among team members.
  • Consistently delivers high-quality work, reflecting a commitment to teamwork and collaboration.
  • Motivates and inspires team members to achieve common goals through collaboration and teamwork.

Employees who are good collaborators and team players are often recognized for their contributions to the team’s success and are rewarded with promotions or bonuses. However, employees who struggle to collaborate and work well in teams may face negative performance reviews or may not be considered for advancement opportunities.

By prioritizing these skills in the performance appraisal process, employers can increase productivity, innovation, and employee satisfaction, leading to long-term success.

WORK ETHIC

A strong work ethic is the backbone of a thriving workplace. It encompasses dedication, accountability, and consistently delivering high-quality results. Employees who exhibit a strong work ethic often exceed performance expectations, take on additional responsibilities, and go above and beyond expectations. They take pride in their work and are dedicated to meeting organizational goals. Effective performance review templates look for employees who exhibit a strong work ethic and prioritize them for promotions or bonuses.

Conversely, employees who demonstrate a poor work ethic may face negative performance reviews or lose out on advancement opportunities. Poor work ethic can lead to low-quality work, missed deadlines, and negative impacts on team morale. Performance appraisal examples highlight employees who consistently demonstrate a strong work ethic, meet or exceed performance expectations, and take pride in their work.

Here are 20 performance evaluation phrases that can be used to provide feedback on an employee’s work ethic.

  • Consistently meets or exceeds performance expectations
  • Demonstrates a strong commitment to achieving success
  • Takes ownership of work and responsibilities
  • Goes above and beyond expectations
  • Shows a strong dedication to their work
  • Is reliable and accountable
  • Consistently delivers high-quality work
  • Takes pride in their accomplishments
  • Maintains a positive attitude towards their work
  • Is willing to take on additional responsibilities
  • Shows initiative and drive
  • Is highly motivated and focused
  • Demonstrates a high level of professionalism
  • Is committed to professional development and growth
  • Takes constructive feedback positively and applies it to their work
  • Is organized and efficient in their work
  • Is punctual and meets deadlines
  • Shows a strong attention to detail
  • Maintains open and clear communication with colleagues and superiors
  • Takes personal responsibility for their work and their team’s success.

Employers should prioritize work ethic when evaluating employee performance. By fostering a culture of strong work ethic, organizations can increase productivity, innovation, and employee satisfaction. Effective performance phrases that highlight work ethic help in creating a successful workplace environment, leading to long-term success. It is essential to give employees the right performance appraisal comments and employee review feedback that emphasizes the importance of work ethic.

When conducting performance appraisals, it is important to use appropriate performance appraisal categories and phrases, such as those related to time management, to assess an employee’s performance accurately. By using these phrases, managers can provide specific feedback to employees, helping them to improve their time management skills and work more effectively. Effective performance appraisals help organizations to identify high-performing employees, provide them with appropriate feedback, and develop strategies to help employees improve their performance.

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12 Performance Appraisal Competencies: Examples , Statements and Questions

12-performance-apprasal-competencies

Category: Performance Management .

Competency-based reviews help you evaluate and guide interviewees and current employees to focus on their strengths and help address their weaknesses.

Performance appraisals are a great way to evaluate how employees operate within your business and give them the guidance they need to improve their performance. As a manager, competency evaluation can be a powerful tool for you to use when interviewing recruits or coaching current employees to increase their value in the workforce.

You might be wondering, “What should I look for in competencies and how do I use them?” You’ll be surprised to hear that competency-based performance appraisals can be easily understood and, with the right approach, can be a powerful tool.

Every enterprise is a learning and teaching institution. Training and development must be built into it on all levels, training, and development that never stop. Peter Drucker

What are Performance Competencies?

Performance competencies are the values you and your company have selected as the most integral skills or characteristics an employee must possess to do their job effectively. When hiring a new employee, competencies are the standards on which you base your assessment of the interview.

Questions to consider when hiring someone: Do they match our core focus? Could we improve their skills to suit our business with training?

Evaluating current employees can help you understand how well they are working within the company and help focus training or efforts for improvement.

Questions to consider when reviewing an employee : Have they maintained their performance in the necessary competency categories? Is there room for improvement, and what is the best way to word my comments?

How to Define Core Competencies and develop a competency based performance management system?

Define-core-competency

As a manager, you can select the core competencies for your department or team. Depending on your business model, and what you’d like your employees to focus on, necessary competencies will change.

How should you determine what competencies are necessary for your employees? Consider these three areas:

1. job responsibilities.

What are the core elements of an employee’s responsibilities?

Consider what their day-to-day tasks might be, challenges that will be faced, and how you expect them to respond to these challenges.

For example, if you are hiring someone for a front-end retail position, your core competencies might be: customer service, communication, and teamwork.

If you are reviewing the performance of an engineer, consider core competencies such as technical skill, decision-making, and planning and organizing.

2. Expectations

During a performance review, it’s wise for a manager to think about their expectations for the employee. Thinking about the level of performance that you anticipated for an employee as well as their potential for development, can help you evaluate the reality of their performance. Additionally, you may look at their previous work performance to see how their current performance measures up against the past, and if they’ve learned from experience.

It is a good practice to set clear expectations and assign goals to help current employees become a better asset to your business. If they excel in a competency, expect them to continue to excel—a dip in performance could indicate an issue needing immediate resolution. If there is room for improvement, set a specific goal for them to achieve in the period between reviews.

3. Lack of Competency

You might find that after setting core competencies, some people do not meet the required standards. This might be a major red flag– however, it’s important to evaluate your options.

Most core competencies can be developed through training or mentoring, and many can be improved with the right guidance. However, there are some competencies that cannot be easily developed, and can negatively impact an employee’s quality of work each day. For example, poor technical skills can greatly impact an employee’s contributions to an organization.

Benefits of Evaluating Competencies

If you are looking to hire someone to fill a position, understanding core competencies can help you evaluate who would be a good choice for the job. Oftentimes, not all candidates will check all the necessary boxes, but by evaluating their core competencies you can understand if you’re able to train or build them into your ideal employees.

When a performance-based appraisal is done with current employees, you can address your employees with how the business wishes to function; what core values they should be focused on, what they can improve, and how they can meet the standards set by the company.

Overall, this can improve performance as you and your employees have a firm understanding of one another’s goals and how you plan to achieve those goals.

When Reviewing

When you are reviewing your employees and giving your comments, it’s important to do two key things:

1. Reinforce competencies

If your employee has continually demonstrated a special skill in a specific competency area throughout evaluations, it’s important to reinforce this with positive comments so that they continue. This is more important if you have marked growth in the employee. If you are able to, try to provide an example scenario. For example, “Your teamwork has been consistently amazing. We especially loved how you worked with John and Jane on the previous project.”

2. Provide Constructive Reviews

As stated by Charles Schwab when interviewed by Dale Carnegie in How to Win Friends and Influence People, “I consider my ability to arouse enthusiasm among my people the greatest asset I possess, and the way to develop the best that is in a person is by appreciation and encouragement. There is nothing else that so kills the ambitions of a person as criticism from superiors.”

Following this, try not to format criticism as a long list of all the ways an employee has failed to meet expectations. Instead, focus on encouraging them with constructive criticism to help them perform better.

Compare these two examples:

Bad : “You don’t communicate with your team well.”

Good: “Make a concentrated effort to communicate more with your team so that we can all work together towards our collective goals.”

12 Performance Appraisal Competency Examples

Define-core-competency

To help you build your core competencies for a performance review, here are 12 core competencies.

These examples are relatively general and can be adjusted for use in any department or industry. We’ll first provide a competency statement example to help you understand how these evaluations should be structured, and then we’ll offer up some examples of performance evaluation comments, including competency & career development plan appraisal comments

1. Problem Solving

Example: “Employees can identify problems in a timely manner and rectify them without issue.”

Praise: “Your ability to effectively diagnose complex problems and find simple solutions is outstanding.”

Constructive comments : “If you’re addressed with a problem you’re unsure how to solve, try to ask myself or one of your peers for help. Finding solutions is a team effort, and together, we can come up with solutions that work for everyone.”

2. Decision-Making

Example: “Employee has shown to make decisions when asked, and has been able to follow through on those decisions with the best of their ability.”

Praise: “You’ve shown great initiative making decisions that have led to good outcomes. We’re proud to have you as a part of our team.”

Constructive comments : “When making decisions, try to understand the whole situation so you can make the best judgment on it. One good idea is to weigh the pros and cons to understand if the outcome will be the best.”

3. Teamwork

Example: “Employee has been an integral part of the workforce and has acted in team efforts responsibly.”

Praise: “You’re great with working with our team, and everyone values your input.” Or, “You’ve shown great leadership and are great at playing to everyone’s strengths.”

Constructive comments : “It’s great that you succeed in doing your job, but when others need help, try to offer help or even praise to cheer them on.” Or, “Try to communicate more with your team to best understand how the team can work towards our collective goals.”

4. Work Ethics and Standards

Example: “Employee has worked hard towards the company’s goals and has met standards of goals worthy of praise.”

Praise: “We’re so thrilled you put in your best work and would love to extend our congratulations. Good job, as always.”

Constructive comments : “We want you to embody our company’s ethics and standards. Here are a few suggestions we can work on to improve that.”

Example: “Employees have focused on their tasks without giving in to distractions and been able to handle unavoidable distractions in the workplace without degrading their work performance.”

Praise: “We love how you’re able to tackle a job and get it done without breaking from it.”

Constructive comments : “Sometimes it seems like you’re distracted. Are there any tasks that you’re doing that seem like too much of a strain of attention, or anything distracting you we can change?”

6. Ambition and Motivation

Example: “Employee has shown great motivation for work, and has been ambitious within the workforce to improve performance and provide additional benefit to the company.”

Praise: “We can’t be more amazed that you’ve improved this much. Great effort, we’re proud of you.”

Constructive comments : “We’ve found that you sometimes focus on some aspects of your job over others. How about we talk about what’s bothering you with those areas and propose a solution?”

7. Honesty and Integrity

Example: “Employee has shown up for work on-time, shown honesty towards their level of work, and has been up-standing in their integrity of work.”

Praise: “You’ve had a stellar track record of timing-in that has kept this company working smoothly.” Or, “Your work has been great and you have great pride behind it. You should be proud.”

Constructive comments : “Remember it’s OK to speak openly about things that are problematic with myself or other people of management.” Or, “This one job was done great, you should borrow the same pride from that onto your other work and make them just as good.”

8. Adaptability and Flexibility

Example: “Employees have proven to be flexible in their duties and have easily adapted to scenarios outside their normal work duties.”

Praise: “No matter what is thrown at you, you seem to be able to handle it. That makes us proud to have you as a part of our company.”

Constructive comments : “We find your job duties might be overwhelming you. Let’s schedule some additional training in the field you seem to be hindered by to help you out a bit.”

9. Planning and Organizing

Example: “Employee has created plans that they have followed through with, and has shown great organizational abilities that benefit workflow.”

Praise: “It’s amazing how well you can plan and organize your job duties and we’re impressed on how thorough and simple to follow.”

Constructive comments : “When tasked with a big project, try to work out a plan of action and tackle each step one by one.” Or, “To ensure your working conditions are as efficient as possible so you don’t run into issues. Try to organize a bit more.”

10. Communication

Example: “Employee has respectfully and effectively communicated with customers, fellow workers, and management.”

Praise: “Customers and your fellow coworkers all feel like you can communicate with great ability. We really value that in our company.”

Constructive comments : “When explaining things to other people, try to keep in mind they might not know what you’re talking about. It’s best to thoroughly but concisely explain your thoughts.”

11. Technical Skill

Example: “Employee has shown great technical skill pertaining to their work.”

Praise: “Your skills are astounding and it really shows in the quality of work you do.”

Constructive comments : “Sometimes it seems like you lack a certain understanding of your job. That’s perfectly natural and fine, but we’d like to offer you some training or guidance to help you build your skills.”

12. Customer Service

Example: “Employee has been able to provide great customer service to ensure customers have the best experience the company can provide.”

Praise: “Customers always adore you and say you’re the reason why they do business with our store. We’re so happy to have you part of our team.”

Constructive comments : “Try always to keep an open mind with customers, even if they seem a little irate. Oftentimes, if you maintain a good demeanor and build relationships with them, they’ll appreciate your effort.”

Frequently asked questions on Competencies based performance management systems.

Question 1 : how do you write a good competency statement.

A good competency statement either reinforces the strengths or gives clear direction for improvement of weak competencies.

  • A good competency statement in case of positive feedback should be about further reinforcing the competency and providing challenging opportunities to build the strength further.
  • A good competency statement in case of negative feedback or weakness should always include a future plan of action for improvement.

Question 2 : What are the competencies of performance? What is an example of competency?

These are key competencies directly affecting an individual’s performance. Some of these can be personality based or learned competencies. The 12 performance competencies examples in the article are given below.

  • Problem Solving
  • Decision-Making
  • Work Ethics and Standards
  • Ambition and Motivation
  • Honesty and Integrity
  • Adaptability and Flexibility
  • Planning and Organizing
  • Communication
  • Technical Skill
  • Customer Service

Question 3 : What are competency statements?

Performance competencies are the values you and your company have selected as the most integral skills or characteristics an employee must possess to do their job effectively. The statements which assess, evaluate and analyze these key characteristics or skills are called competency statements.

Example of competency statement for communication competency:

“Make a concentrated effort to communicate more with your team so we can all work together towards our collective goals.”

Performance Competencies in Profit.co

Profit.co’s performance management module allows HR administrators and managers to conduct customizable, detailed, and efficient performance reviews that work for both reviewers and employees. Now users can create configurable Review templates and Q&A Templates based on their organizational needs. The review templates can be saved and used in the future.

Profit.co supports two types of performance reviews– standard reviews, and affinity-based reviews . Standard reviews– also called conversation and feedback reviews– allow HR administrators to customize a collection of open-ended questions answered by both managers and reviewed employees.

While standard reviews include competency rating scales, affinity-based reviews are more reliant on competency rating scales to help quantify employee skills and attributes.

HR administrators can assign competencies into groups, and designate competency groups for each department or team, ensuring that all the skills or attributes that employees in certain areas of the company need to be evaluated on are available during their review.

Managers can view employee’s previous performance reviews during new reviews and note any improvements or lags in performance.

This software makes it easier than ever to create competencies and evaluate employees with an organized record of performance, experience, and feedback.

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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.

hr software and payroll

Byron Conway

Content Coordinator at EmployeeConnect

problem solving competency performance review

Judgment Skills: 40 Useful Performance Feedback Phrases

Judgment Skills: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Judgment Skills: Exceeds Expectations Phrases

  • Looks at all sides of an issue or problem and weighs the options before making a decision
  • Bases decisions on facts, filtering emotions, opinions, assumptions, expectations, and biases
  • Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment
  • Assesses the risks, including ethical risks, in new situations where there are little or no precedent, in order to make an informed decision
  • Considers the best interests of all parties, in situations where the facts or evidence is not clear-cut or widely agreed, when making a decision
  • Evaluates the pros and cons, or costs and benefits, associated with an option and generates an array of possible responses or solutions
  • Assesses the impact of the decision and modifies the course of action as needed
  • Conducts a comparative analysis of proposals from two advertising agencies in order to select the best firm to lead a campaign
  • Facilitates a brainstorming session in order to generate possible names for a new product in the company
  • Regularly surveys customers in order to evaluate the general impact of a change in pricing policy

Judgment Skills: Meets Expectations Phrases

  • Compares the leadership potential and personal commitment of different project team members when choosing a project manager
  • Creates time to research possible logistical or legal problems associated with a new company policy before implementing it
  • Analyzes data from different focus groups in order to help select proper packaging for a new product in the company
  • Defines and clarifies the issue or situation at hand to determine whether it warrants action or whether it is important, urgent or both
  • Consults other employees, if necessary or useful, for bigger and complex decisions or where there are several options
  • Selects the best option and avoids vagueness or weak compromises in trying to please everyone
  • Explains one's own decision to those affected or involved and follows up to ensure effective and proper implementation
  • Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary
  • Avoids snap judgment and decisions; takes the time to jot down potential solutions to situations before making a call
  • Always rewards oneself after making a nice judgment call or decision and jots down how good it made one feel

Judgment Skills: Needs Improvement Phrases

  • Allows external opinions or difficulty in changing a situation to be an excuse for one not to follow own heart when making a decision
  • Is not used to trusting oneself and has to run every suggestion or decision past every employee first before implementing it
  • Does not take the time to understand the problem thus gives ineffective solutions or fails the entire decision-making process
  • Does not know how to break information into smaller, more manageable parts or look for links and relationships thus fails to understand the overall situation
  • Does not monitor or review the results of a solution after implementing it thus sometimes encounters unforeseen new problems
  • Does not create time to exercise, read or meditate thus sometimes lacks the strength to remain functional during a decision-making process
  • Is afraid of the consequences of making the wrong decisions and does nothing to work through that fear
  • Does not take the time to familiarize oneself with alternative solutions to a problem even when stuck between choices that feel inadequate in terms of achieving one's goals
  • Waits around for the most perfect or ideal choice instead of figuring out the best criteria for making an adequate decision
  • Does not look at the consequences of one's decision or how one's life or career will look like if they chose a particular path

Judgment Skills: Self Evaluation Questions

  • Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?
  • Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome
  • Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it?
  • Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome?
  • Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?
  • Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?
  • In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?
  • Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed?
  • In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll?
  • Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

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problem solving competency performance review

100 Performance Review Example Phrases & Comments for 2023

Effective performance management forms the backbone of a successful organization. A critical element of this process is the provision of feedback during performance reviews, which directly influences an employee's productivity, job satisfaction, and professional growth.

Specific and personal feedback plays a pivotal role in this scenario. It assists in clearly displaying what an employee is doing well and where they can improve, fostering a culture of continuous learning and development.

Using specific feedback prevents misunderstandings that can arise from vague or generalized statements. When the phrases that are used in performance reviews are specific, they pinpoint exact areas of strength or weakness, which helps employees understand their performance comprehensively. For example, rather than saying "you need to improve your communication," saying "you need to provide more timely responses to internal emails" offers a clear path towards improvement.

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Personalized feedback, meanwhile, recognizes the uniqueness of each employee and their role within the organization. It shows employees that their work is valued and noticed, leading to increased motivation and job satisfaction. Using specific phrases encourages individual performance improvement, and adding a personal touch to these phrases fosters an environment where employees can feel seen, heard, and appreciated.

In this guide, we present 100 phrases and comments to use in employee performance reviews. These examples should serve as inspiration, as we ultimately recommend providing specific and personal feedback to employees.

The examples are separated into the following categories, and further split into positive and critical feedback.

  • Communication and interpersonal skills
  • Creativity 
  • Dependability
  • Flexibility
  • Quality of work

We have also included example phrases for employees who are receiving a review and trying to learn how to best respond to feedback.

Example Phrases about Aptitude

  • "You consistently demonstrate a deep understanding of your role and the tasks associated with it. Your strong skill set is a key asset to our team."
  • "You have an exceptional ability to grasp complex concepts quickly and apply them effectively in your work."
  • "Your problem-solving skills have proven invaluable in situations that require innovative solutions."
  • "You have repeatedly shown excellent judgment when making decisions under pressure."
  • "Your willingness and ability to learn new skills and procedures quickly is impressive and contributes significantly to our team's success."
  • "There are instances when you struggle to grasp new concepts quickly. Additional training or learning resources might be beneficial for you."
  • "You've had difficulty applying learned skills to new or unfamiliar situations, which has affected your performance."
  • "You seem to have trouble with decision-making in high-pressure situations. Developing stress management techniques could help improve this."
  • "There are areas within your role where your understanding seems limited. Let's work on developing your knowledge and skills in these areas."
  • "While you're capable in your role, we've noticed struggles in adapting to changes or new procedures. The ability to learn these procedures quickly will be essential moving forward."

Example Phrases about Employee Attendance

  • "Your punctuality and reliability set a strong example for our team. Your consistent presence is appreciated and noticed."
  • "You have an excellent attendance record. Your dedication and commitment are truly exemplary."
  • "Your adherence to your work schedule contributes greatly to our team's productivity and efficiency."
  • "You've shown a remarkable consistency in arriving on time and being prepared for meetings and assignments."
  • "Your excellent attendance reflects your professionalism and commitment to your role and the team."
  • "Your frequent absences have been noticed and are impacting team performance and workflow."
  • "Punctuality has been an issue for you. It's important to ensure your timely arrival to maintain the team's efficiency."
  • "There have been instances where you've missed critical meetings. Attendance in these situations is crucial for keeping up with information and team decisions."
  • "Your irregular attendance is causing scheduling conflicts and impacting the productivity of the team."
  • "Improving your reliability and ensuring consistent attendance should be a key focus area for you in the coming months."

Example Phrases about Communication and Interpersonal Skills

  • "Your ability to clearly articulate ideas and feedback contributes to our team's overall effectiveness and success."
  • "Your open and approachable communication style fosters a positive work environment and aids in conflict resolution."
  • "You excel at maintaining open lines of communication with all team members, helping to keep everyone informed and on the same page."
  • "Your excellent listening skills and empathy create an environment of mutual respect and understanding within the team."
  • "You're highly skilled at conveying complex information in an understandable way, which greatly aids in our team's productivity and collaboration."
  • "There have been instances where your messages could be misunderstood due to lack of clarity. Developing your communication skills should be a focus area."
  • "While your technical skills are strong, improving your interpersonal skills could help build better relationships within the team."
  • "You occasionally tend to dominate conversations, which can prevent others from sharing their views. Actively inviting and listening to others' inputs could help address this."
  • "At times, there seems to be a delay in your responses to emails and messages. Prompt communication is crucial for effective team functioning."
  • "Improving your ability to convey negative or constructive feedback in a respectful and understanding manner should be a focus for you going forward."

Example Phrases about Creativity

  • "Your ability to think outside the box has led to innovative solutions and improvements in our processes."
  • "Your creative insights have often resulted in fresh perspectives that benefit our team's work."
  • "You consistently demonstrate a high level of creativity and originality in your work, which drives our project success."
  • "Your creative problem-solving skills have proven invaluable when faced with complex challenges."
  • "You've shown an ability to make imaginative suggestions that have positively influenced our strategies and initiatives."
  • "While you're proficient in executing tasks, we would like to see more innovative ideas and creative problem-solving approaches from you."
  • "Improving your ability to think creatively should be a focus for you, as this could contribute to more diverse and effective strategies."
  • "At times, you tend to stick with what's familiar rather than seeking novel approaches. Embracing creativity can help in overcoming challenging tasks."
  • "There seems to be a reliance on conventional methods. Encouraging creativity and exploring new ideas could lead to more effective solutions."
  • "While your work is solid, there are opportunities for you to be more inventive in your approach to problem-solving and project execution."

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Example Phrases about Dependability

  • "You've consistently demonstrated a high level of reliability, which significantly contributes to our team's success."
  • "Your ability to be dependable even in high-stress situations that require much time and effort is commendable and appreciated."
  • "You're a dependable team member whom we can always count on to complete high-quality work promptly."
  • "Your consistent performance and ability to be relied upon in a variety of situations truly set you apart."
  • "You have shown a remarkable level of responsibility and dependability, especially in challenging situations."
  • "There have been several instances where tasks assigned to you were not completed on time. Improving reliability should be a priority."
  • "At times, you struggle to fulfill your commitments, which has impacted the team's overall productivity."
  • "While your individual contributions are valued, improving dependability in terms of deadlines and responsibilities is necessary."
  • "There are times when we cannot rely on your work to be completed as promised. Greater consistency in dependability is needed."
  • "We have noticed challenges with reliability in meeting assigned tasks and responsibilities. This is an area for development in the coming review period."

Example Phrases about Efficiency and Time Management  

  • "Your ability to manage your tasks effectively and deliver results on time is impressive."
  • "You consistently produce work that does not need to be revised or looked over within deadlines."
  • "Your efficiency and ability to prioritize tasks effectively contribute significantly to our team's productivity."
  • "You have shown a remarkable knack for utilizing resources in beneficial ways to meet project objectives."
  • "Your proactive approach in planning and managing your time reflects your strong organizational skills."
  • "At times, you struggle to manage your workload effectively, which has led to missed deadlines."
  • "Improving your time management skills should be a priority as it affects your efficiency and productivity."
  • "Your approach to managing tasks can sometimes be inefficient. Working on task prioritization could help improve your performance."
  • "There have been instances when the quality of your work was compromised due to poor time management."
  • "While you contribute positively to our team, improving efficiency and time management will allow you to excel further in your role."

Example Phrases about Flexibility

  • "Your ability to adapt to change and handle unexpected situations effectively is a great asset to our team."
  • "You've shown a high level of flexibility in your role, often stepping outside your comfort zone to meet team needs."
  • "Your ability to change gears to most actively and beneficially assist with the completion of projects prompts the team to succeed."
  • "You have a strong capacity to shift focus and adjust plans when unexpected changes occur."
  • "Your open-minded approach and readiness to embrace new ideas and perspectives enhance our team's ability to innovate."
  • "At times, you seem to struggle with adapting to new circumstances or changes in plans."
  • "While your work is consistent, demonstrating more flexibility in dealing with unexpected situations would be beneficial."
  • "Improving your adaptability to sudden changes in project direction should be a focus area for the coming period."
  • "There have been instances where your inability to adjust quickly to new tasks has impacted the team's productivity."
  • "We would encourage a more open mindset towards change and new ideas, as this will aid in your growth and our team's success."

Example Phrases about Leadership

  • "You demonstrate strong leadership qualities by consistently guiding your team members towards achieving their goals."
  • "Your ability to inspire and motivate your team contributes significantly to our team's overall success."
  • "You've shown excellent leadership in managing projects, driving both process and results."
  • "Your effective decision-making skills in challenging situations reflect your strong leadership abilities."
  • "Your foresight and strategic planning capabilities set a positive example for your team and have led to successful outcomes."
  • "While you're a valuable team member, stepping up and taking more leadership responsibilities could greatly enhance team outcomes."
  • "There have been instances where decisive action was needed, and your hesitation led to delayed progress."
  • "Improving your ability to motivate and inspire your team should be a key focus area for you."
  • "At times, there seems to be a disconnect between you and your team. Enhancing your leadership communication skills could help bridge this gap."
  • "While your individual work is strong, there is room for improvement in leading team initiatives and fostering a collaborative environment."

Example Phrases about Quality of Work

  • "Your attention to detail and commitment to excellence are clearly reflected in your work."
  • "You consistently deliver high-quality work, which significantly contributes to our project success."
  • "Your work is frequently cited as a model of excellence for the team."
  • "You demonstrate a high level of proficiency and knowledge in your work, resulting in superior quality outcomes."
  • "The quality of your work is outstanding and consistently exceeds expectations."
  • "While you meet deadlines, there are often errors in your work that need to be addressed for better quality."
  • "Improving the accuracy and thoroughness of your work should be a priority in the next period."
  • "While your productivity is commendable, the quality of your work has sometimes been compromised."
  • "There have been instances where the quality of your work did not meet our team's standards."
  • "We would encourage more focus on the details of your tasks, as there have been some issues with the quality of your output."

Overall performance summary comments

  • Your exceptional ability to work collaboratively with the team has been a key factor in our overall success this year. Your team spirit is commendable and sets a positive tone in the workplace.
  • Your outstanding commitment to improving the workplace has been crucial in creating a positive workplace environment this year. 
  • Your consistent dedication to delivering exceptional work has made a significant positive impact on our client and internal relationships this year. Your professionalism is a model for others.
  • The consistently high quality of your work throughout the year has been exemplary. Your meticulous attention to detail has raised the standard for our team.
  • Your stances throughout the year have driven project success and fostered a positive team environment. Your ability to inspire and motivate is a tremendous asset.
  • Improving overall communication skills will be crucial for future success. Enhancing clarity and consistency in communication can lead to better teamwork and project outcomes.
  • Focusing generally on time management is essential for meeting our team's objectives. Better prioritization and deadline adherence will greatly benefit project timelines and team dynamics.
  • Being flexible in day-to-day operations is important for keeping up with the dynamic nature of our work. Overall, more flexibility and responsiveness will aid in maintaining productivity.
  • Strengthening technical skills is important for meeting the evolving demands of our projects. Focusing on continual learning and skill development will improve work efficiency and quality.
  • Being more open to feedback will be key to your ongoing professional development. Embracing constructive criticism as a growth opportunity can lead to significant performance improvements.

Job knowledge comments

  • Your deep understanding of the latest industry trends is commendable. This knowledge has helped us stay ahead of the curve and make informed decisions.
  • Your proficiency in specialized skills has been a significant asset to our team. Your expertise has contributed to the quality and efficiency of our projects.
  • You have consistently demonstrated a commitment to learning and adapting, which has kept our strategies relevant and effective. 
  • Your ability to apply theoretical knowledge to practical situations has been remarkable. This skill has helped in solving complex problems and improving our processes.
  • Your resourcefulness in applying your knowledge to diverse situations has been invaluable, and you've shown great skill in using your understanding to benefit multiple aspects of our work.
  • Staying more current with industry developments is needed. Updating your knowledge will help in making more informed decisions and keeping our strategies competitive.
  • There's room for improvement in certain technical proficiencies. Enhancing these skills will increase your effectiveness and efficiency in your role.
  • Adapting to new technologies and methods more quickly will benefit your performance. Keeping pace with technological advancements is crucial in our field.
  • Bridging the gap between theoretical knowledge and its practical application is an area for growth. 
  • Expanding your knowledge beyond your core area will enhance your versatility and contribution to the team. A broader understanding of related fields will be beneficial for your work. 

Development comments

  • Your commitment to professional growth has been evident this year. You have actively sought out learning opportunities and applied new skills effectively in your role, contributing significantly to your team's success.
  • Your adaptability to organizational changes has been remarkable. You've embraced new challenges and adjusted your working style, which has positively impacted team performance and project outcomes.
  • You have proactively enhanced your skill set to meet the evolving needs of your role. This dedication to self-improvement has improved your work quality and efficiency.
  • Your ability to set and achieve realistic, yet challenging goals is commendable. We appreciate your focus.
  • Your development in leadership and mentoring skills has been outstanding. You've effectively guided team members, contributing to their growth and the overall team's performance.
  • You need to engage more in ongoing learning and development. Keeping skills updated and relevant is crucial for meeting the demands of your role."
  • Improving adaptability to organizational changes and new processes is necessary. Embracing change more readily will help in maintaining productivity and meeting team objectives.
  • Expand your skill set to encompass new areas relevant to our evolving business needs. This action will enhance your ability to contribute effectively to diverse projects.
  • Focusing on setting more clear and achievable professional goals will benefit your career development. It's important to align these goals with team objectives and overall company strategy.
  • There is an opportunity to further develop your leadership skills. Engaging in leadership training and seeking opportunities to lead projects will enhance your effectiveness in a supervisory role.

Technical expertise comments

  • Your advanced technical knowledge in your field has been a significant asset to our team. You have consistently applied this expertise to enhance our project outcomes and efficiency.
  • Your ability to implement innovative technical solutions has greatly contributed to our team's success. Your creative approach to problem-solving has set a high standard.
  • You have effectively utilized the latest technology to improve our processes. Your proficiency in adapting and applying new tools has been exemplary.
  • Your willingness to share your technical skills with colleagues has fostered a learning environment within the team. This has enhanced the overall skill set of the team and improved collaboration.
  • Your commitment to continuous technical learning and staying abreast of industry developments is commendable. This proactive approach has kept our team competitive and innovative.
  • You need to update your technical knowledge to stay current with industry standards. Engaging in continuous learning will enhance your effectiveness in your role.
  • Improve the application of your technical skills to real-world scenarios. Focusing on practical implementation will lead to better project outcomes."
  • We need you to adapt more quickly and effectively to new technologies. Staying abreast of technological advancements will improve your work efficiency and the team's performance.
  • We would ask to to enhance your ability to communicate technical information in a more accessible way. Clear communication of technical aspects is key to project success.
  • Expanding your range of technical skills to include emerging tools and methodologies is recommended. Broadening your technical expertise will increase your versatility and value to the team.

Compliance comments

  • Your strict adherence to company policies and industry regulations has been exemplary. Your commitment to compliance has helped maintain high standards of integrity and professionalism in our team.
  • We appreciate that you have proactively taken measures to ensure compliance in all aspects of your work. This foresight has helped prevent potential issues and has set a positive example for the team."
  • Your ability to identify and manage compliance risks effectively has been a key asset. You've consistently demonstrated a deep understanding of the regulatory environment and its impact on our operations.
  • Your efforts in training and guiding team members on compliance matters have been invaluable. This has helped in building a culture of compliance and awareness within the team.
  • Your commitment to staying updated with the latest company regulations and standards is commendable. This knowledge has been crucial in navigating the complexities of our industry.
  • Improving your understanding of our company policies and industry regulations is necessary. Greater awareness and adherence to these guidelines will enhance your work compliance.
  • There is a need for more proactive engagement with compliance issues. Anticipating and addressing potential compliance challenges will benefit the team and the company.
  • We need you to develop stronger skills in identifying and managing compliance risks is important. A more proactive approach in this area will help mitigate potential issues.
  • Enhancing the way you communicate compliance-related information to the team is crucial. Clear and effective communication is key to ensuring that everyone is on the same page.
  • Regularly update your knowledge of company regulations and best practices. Keeping abreast of these developments is essential for maintaining the integrity and success of our operations."

Teamwork comments

  • Your ability to collaborate effectively with team members has greatly contributed to our team's success. Your willingness to share ideas and resources has enhanced our projects.
  • Your engagement in team activities and discussions is always constructive and positive. You consistently contribute valuable insights and support, fostering a collaborative environment.
  • Your support for fellow team members, especially in challenging situations, has been outstanding. Your assistance and encouragement have helped others overcome obstacles and succeed
  • Your skills in resolving conflicts within the team are commendable. You approach disagreements with a diplomatic and fair mindset, helping to maintain a harmonious and productive team atmosphere.
  • Your efforts in building team spirit and a sense of unity are notable. You’ve played a key role in creating an inclusive and motivating team environment.
  • There is a need to enhance collaboration with your team members. More active participation and willingness to share ideas will improve team dynamics and project outcomes.
  • Increasing your engagement in team activities and discussions is important. Active participation and contribution to team efforts are essential for achieving our collective goals.
  • Offering more support and assistance to colleagues can strengthen the team. Working together and helping each other is crucial for our team’s success.
  • Improving your conflict management skills within the team is necessary. Addressing disagreements constructively and seeking resolutions can help maintain a positive team environment.
  • Contributing more actively to team morale and spirit is recommended. A more involved approach will help foster a supportive and inclusive atmosphere among team members.

Integrity comments

  • Your consistent honesty and transparency in communication have fostered a trustful atmosphere in our team. This approach has significantly contributed to building a strong, ethical work environment.
  • Your commitment to ethical decision-making, even in challenging situations, has been exemplary. You've consistently demonstrated strong moral principles, which have set a positive example for the team.
  • You have shown commendable accountability for your actions. Your willingness to own up to mistakes and learn from them has been a key factor in building integrity within our team.
  • Your respect for colleagues and clients, irrespective of the situation, has been noteworthy. This respect has helped in maintaining a professional and ethical work environment.
  • You consistently uphold our company's values in your work and interactions. This integrity has not only enhanced your reputation but also positively reflected on our team and company.
  • Improving consistency in ethical conduct is needed. Aligning all actions with our company’s ethical standards will enhance trust and credibility in your role.
  • There is a need to practice greater transparency in communication. Open and honest exchanges will build stronger trust within the team and with clients.
  • Taking greater responsibility and accountability for your actions will improve trust and respect among team members. Acknowledging and learning from mistakes is key to personal growth.
  • You should enhance respect in all professional interactions, especially under pressure. Maintaining a respectful demeanor contributes to a positive and ethical work environment.
  • We need you to align more closely with the organization's values in your daily work. This alignment is crucial for maintaining the integrity and reputation of our team and company.

Self-appraisal comments 

In addition to responding to feedback readily, a prepared employee needs to examine and evaluate his or her work consistently. Using self-appraisal phrases can be a sure-fire way to show an employer valuable self-analysis practices. 

  • This year, I feel that I have successfully adapted to various changes in our projects and workflows. I've embraced new challenges and adjusted my strategies to maintain productivity and meet our team's goals.
  • I believe my communication skills have positively impacted our team's dynamics. I have consistently made an effort to keep everyone informed and engaged, ensuring clarity in our project goals and processes.
  • I pride myself on my reliability. Throughout the year, I have consistently met deadlines and maintained a high standard of quality in my work, contributing to the team's overall success.
  • Working collaboratively with the team has been a key strength of mine. I've actively participated in team meetings, shared ideas, and supported my colleagues, which has helped achieve our collective objectives.
  • I have dedicated myself to continuous learning and skill development. This year, I've attended several workshops and training sessions to enhance my expertise, which has been beneficial in my role.
  • I recognize that I need to improve my time management skills. Balancing multiple tasks has been challenging, and I've noticed some delays in my project deliveries. I plan to work on better prioritizing my tasks and managing my time.
  • I admit that I sometimes find it hard to accept constructive criticism. I realize the importance of being more open to feedback and using it to grow professionally.
  • I have observed that I tend to react to problems rather than anticipate them. Going forward, I aim to develop a more proactive approach to identify and solve potential issues before they escalate.
  • I am aware that my technical skills need updating to keep pace with the latest industry standards. I plan to focus on enhancing these skills through additional training and practice.
  • Although I've taken on some leadership roles, I recognize the need to further develop my leadership skills. I intend to seek opportunities for leadership training and take on more responsibilities to grow in this area.

Example Phrases for Employees When Responding to Feedback

These above characteristics and phrases are important to give context to employees regarding their performance. Additionally, employees should also be able to aptly respond to these praises and criticisms. The following are general examples of ways an employee could respond to his or her manager after hearing some of the previous phrases.  

Responses to Positive Feedback

  • "Thank you for recognizing my efforts. Your positive feedback motivates me to continue improving and contributing to the team's success."
  • "I appreciate your feedback. It's been a pleasure working on these projects, and I'm glad to see they've had a positive impact."
  • "I'm grateful for your kind words. I'll strive to maintain this performance and explore other areas where I can contribute positively."
  • "Thank you for your encouragement. Your feedback provides me with the confidence to take on more challenging tasks."
  • "I really appreciate your appreciation. It feels good to know that my hard work is helping the team and the company."

Responses to Critical Feedback:

  • "I hear your concerns, and I know I need to improve. Are there specific recommendations for how I could improve for the team’s sake?"
  • "I appreciate your honesty. Your feedback helps me identify my blind spots, and I am committed to improving in these areas."
  • "Your feedback is valuable to me. I see these areas as opportunities for growth and will create an action plan to improve."
  • "I understand your concerns and agree that there's room for improvement. I'll make it a priority to work on these areas."
  • "Thank you for bringing this to my attention. I apologize for any issues caused, and I'm committed to learning from this feedback and improving my performance."

Employees shouldn't have to spend so much time on performance reviews. Tell your HR team to streamline the process with PerformYard Learn More

Additional Considerations

Performance reviews are an essential component of employee development, engagement, and overall organizational growth. These phrases allow for the most helpful and constructive levels of performance management. In addition to using these phrases, the best way to keep performance reviews both effective and efficient is to maintain a structured process that is consistent, fair, and objective.

Preparing in advance is a key aspect. This includes clearly defining the criteria for assessment based on job roles and responsibilities, setting measurable goals, gathering relevant data about the employee's performance, and outlining the points for discussion.

Meanwhile, during the review, managers should provide balanced feedback, highlighting both strengths and areas of improvement. The conversation should be interactive, allowing employees to ask questions, share their perspectives, and discuss their career aspirations.

Using performance management software can also be a game-changer in streamlining performance reviews. These tools offer a centralized platform to keep track of performance data, set and monitor goals, schedule review meetings, and record feedback. PerformYard makes the process less time-consuming and more accurate.

Performance management software also allows for real-time feedback, making reviews timelier and more relevant. Using such software ensures that nothing important is overlooked and that the process is transparent, both of which can significantly enhance the effectiveness of performance reviews.

Furthermore, these tools often come with analytical capabilities that can provide valuable insights for decision-making. Hence, integrating performance management software into performance review processes can dramatically improve their efficiency and effectiveness, ultimately leading to improved employee performance and organizational success.

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Blog · Performance Reviews

May 2, 2019

Performance review phrases: 70 tips for your review

These performance review phrases will help identify key areas to address and evaluate actions needed to deliver a useful and effective performance review.

Dominika Cechova

by Dominika Cechova

Performance review phrases: 70 tips for your review

In this article we have summarized positive and negative performance reviews phrases examples. Some examples are included below:

  • Sets well thought-out goals and continuously strives to achieve them
  • Significantly improved on xx since last appraisal
  • Is a natural leader who creates inclusive culture in the company and enables other to grow alongside him/her
  • Does not show leadership qualities and can be more supportive
  • Effectively communicates with colleagues, supervisors, partners and customers
  • Effectively collaborates with people in (and outside of) the team to successfully reach targets

Employee performance reviews are fundamental for your employees' engagement. It can significantly improve performance of your business as we discussed in previous blogs . It is important that performance reviews become an ongoing conversation between a manager and a direct report to be effective. And most importantly, reviews should be honest and personalized to every employee. This post discusses 70 performance review phrases that you can use for every function in your business. We produced a short video discussing these performance review phrases :

👉 Download here our free performance review phrases PDF and share it with your team members.

Areas to address in employee performance reviews

There are common areas to address when providing feedback to your employees in order to improve their performance. Especially for an inexperienced manager (or employee conducting a self-assessment), it can be difficult to conduct a meaningful performance review. Thus providing example phrases can be a good source of inspiration. We've created a useful list to keep in mind when conducting a performance review.

But please remember ; you should use this list as an inspiration and always adjust these review phrases to a specific team member. You do not want your employees feel the performance reviews are generic. Generic reviews can give an impression you did not care enough to devote time to provide them with personalized constructive feedback , which could have a negative impact on their engagement. This is a list of useful performance review example phrases to help you conduct your review. Download a pdf version of this article with a list of all phrases here .

The areas to address in your performance review should cover:

  • Achievements
  • Productivity
  • Communication skills
  • Creativity and Innovation
  • Flexibility and Problem-solving

Areas to Address in Performance Review phrases

Achievements review phrases

Setting goals and objectives is a key to maintaining performance of every employee. The performance review should address this area not only to improve their performance of your employees but also to strengthen their accountability to your business.

Positive comments:

  • Works autonomously and uses own initiative to attain objectives and overcome challenges
  • Improved xx by xx%
  • Has a positive, results-driven attitude
  • Is able to make informed decisions based on considered research

Areas of improvement:

  • Struggles to achieve set goals and reach objectives because of xx
  • Lacks understanding of xx and could benefit from xx
  • Makes uninformed decisions based on assumptions and needs to consider more data
  • Tends to blame others and needs to take responsibility for their own actions
  • Lacks focus in xx and can improve by xx

Performance review phrases achievement

Productivity review phrases

The success of your business depends on the productivity of your employees. Productivity is also a good indicator of their engagement and not addressing an issue could cause difficulties with developing and retaining talent .

Positive comments

  • Positively contributes to overall performance of the department/company through consistent and high-quality work
  • Continuously strives to improve profits, productivity and performance targets
  • Excels in identifying glitches, flaws or imperfections at the earliest possible chance
  • Shows strong organizational and time-management skills

Areas of improvement

  • Has not improved xx since last performance review
  • Struggles to finish tasks and reach the team standards
  • Reluctant to up-skill and gain xx expertise
  • Shows lack of commitment in xx
  • Seldom takes initiative without being asked to

Performance review phrases productivity

Leadership review phrases

Employees care about career progression and personal and professional development and leadership play an instrumental role in those areas. Moreover, developing leaders has been identified as one of major challenges for today’s businesses so why would you not make your best to help to close the leadership gap?

  • Motivates colleagues and direct reports to do their best
  • Successfully shows appreciation for individual achievements and builds an atmosphere of trust and positivity in the team
  • Proved themselves to be an asset to the organization
  • Embodies the company mission and strengthens company culture
  • Tends to micromanage which can prevent others from expressing their ideas
  • Uses position to impose power and control over others
  • Fails to show appreciation and recognize achievements of team members and direct reports
  • Does not act as a source of inspiration to others

Performance review phrases leadership

Communication review phrases

Communication skills are essential for any function and can have significant effects on overall performance of an individual and the business in general. As a manager you should ensure to provide constructive feedback on this area as supporting your employees to develop these skills and feel comfortable in voicing their ideas and opinions can be a game changer for your team.

  • Shows active listening skills
  • Clearly communicates ideas and thoughts in team meetings and conferences
  • Is a constructive communicator and is capable of discussing difficult issues effectively and to the point
  • Shows ability to build up on company culture through group facilitation and collaboration
  • Needs to improve oral/written communication skills
  • Struggles to accept feedback and constructive criticism
  • Lacks ability to effectively communicate ideas and thoughts to team members
  • Refrains from asking questions even when issues need to be clarified
  • Uses unprofessional manner/language when communicating with colleagues

Performance review phrases communication

Teamwork review phrases

Effective collaboration and team work proved to have positive effects on a business performance and developing innovative ideas.

  • Efficiently delegates tasks across the team
  • Effectively shares knowledge and provides support to team members
  • Brings positivity and enthusiasm to the organization and creates an inclusive culture
  • Motivates colleagues to collaborate to reach common goals
  • Could try to help and support team members more for the success of the project
  • Other members of the team feel they could behave in more approachable manner
  • Should work on developing and maintaining professional relationships
  • Fails to encourage a team-centered work environment
  • Is not willing to share information with the team

Performance review phrases teamwork

Creativity and Innovation review phrases

Creativity and Innovation did not become a buzz word for no reason. Implementing change and developing new creative and innovative processes , services and products is a way to retain success of your organization.

  • Shows curiosity and initiative to find new ways of thinking to improve projects and company performance
  • Is able to come up with imaginative solutions to challenges faced by the team
  • Is continuously striving to innovate processes and improve task/project outcomes
  • Has a vision for a future of the company and applies creative thinking to implement it
  • Continuously suggests fresh ideas in meetings and on projects
  • Lacks the initiative to take up more complex tasks and implement creative thinking
  • Struggles to think outside of the box and take creative risks
  • Struggles to develop unconventional paths to seek solutions
  • Does not encourage creative solutions in his/her team
  • Is afraid of making a wrong decision and implement change

Performance review phrases creativity and innovation

Flexibility and Problem-Solving review phrases

Flexible autonomous workers are a must-have to succeed in today’s dynamic society. Facing challenges, solving problems and an ability to work independently deserves pride and a lack of it requires actions.

  • Shows strong analytical thinking and an ability to improve processes when old ways are ineffective
  • Displays an ability to take on new challenges and up-skill
  • Is able to use constructive criticism to improve and grow
  • Displays the capability to independently solve complex problems
  • Is able to emphasize with the customers/users and deliver value to them
  • Sticks to old methods and shows little effort to implement changes even if the results are poor
  • Struggles to come up with new possible solutions when expectations are not met
  • Tends to blame others and make excuses when problems occur
  • Does not strive to develop new skills, and does not manage to focus on their goals and responsibilities
  • Struggles to effectively overcome new challenges and find solutions to new issues

Performance review phrases Flexibility and problem solving

In addition to these general skills, individuals' technical and function-specific skills should be assessed in a performance review. Every performance review should be followed up by a one-to-one meeting to discuss any arising questions and discuss actions for career development and potential future training.

But again, make sure you only use these phrases as guidance for writing an effective review. Use concrete examples and data to make it truly meaningful and actionable for every employee.

Get a free copy of our PDF Performance Review Guide below:

Performance Reviews Phrases guide

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The Performance Review Problem

As the arcane annual assessment earns a failing grade, employers struggle to create a better system to measure and motivate their workers.

​After an annual review that lasted about 10 minutes, a New Jersey-based account coordinator knew it was time to leave the public relations agency where he had worked for almost a year. 

The 25-year-old, who requested anonymity, asked for the meeting because his boss had not mentioned any formal assessment process, nor had his manager ever critiqued his work. The coordinator says he sat with a trio of senior executives who did not ask him any questions beyond how he would rate himself. He says they ignored his requests for guidance on how to advance at the agency. 

Screen Shot 2023-03-15 at 85749 AM.png

This example also illustrates one of the common failures in performance management: limiting reviews to once or twice a year without having any other meaningful career discussions in between. Nearly half (49 percent) of companies give annual or semiannual reviews, according to a study of 1,000 full-time U.S. employees released late last year by software company Workhuman. 

The only situation that is worse than doing one review per year is doing none at all, experts say. The good news is that only 7 percent of companies are keeping employees in the dark about their performance, and 28 percent of organizations are conducting assessments quarterly, the Workhuman study found.  

A Pervasive Problem

Reviews generally do not work.

That doesn’t mean that more-frequent formal meetings or casual sit-downs between supervisors and their direct reports are solving the performance review quandary, either. Only about 1 in 4 companies in North America (26 percent) said their performance management systems were effective, according to a survey of 837 companies conducted last fall by consulting firm WTW. And only one-third of the organizations said employees felt their efforts were evaluated fairly. 

Meanwhile, a Gallup survey conducted last year found that 95 percent of managers are dissatisfied with their organization’s review system.

The problem is not new, though it is taking on greater importance, experts say. Millennials and members of Generation Z crave feedback and are focused on career development. Meanwhile, the tight labor market has companies searching for ways to keep high-performing employees in the fold. Fewer than 20 percent of employees feel inspired by their reviews, and disengaged employees cost U.S. companies a collective $1.6 trillion a year, according to Gallup.

Lesli Jennings, a senior director at WTW, says part of the issue is that reviews are now so much more than a discussion of past performance. They include conversations about career development, employee experience and compensation. 

“The performance management design itself is not evolving as quickly as the objectives and the purpose that we have set out for what we want it to do,” Jennings says. 

Screen Shot 2023-03-15 at 84340 AM.png

Poor Review Practices

Some argue that means it’s time to completely scrap annual reviews and stop using scales composed of numbers or adjectives to rate employees. 

“Every single human alive today is a horribly unreliable rater of other human beings,” says Marcus Buckingham, head of people and performance research at the Roseland, N.J.-based ADP Research Institute. He says people bring their own backgrounds and personalities to bear in the reviews in what is called the “idiosyncratic rating effect.” He says the ratings managers bestow on others are more a reflection of themselves than of those they’re reviewing.

Buckingham adds that very few positions have quantifiable outcomes that can be considered a measure of competence, talent or success. It’s possible to tally a salesperson’s results or test someone’s knowledge of a computer program, he says, but he’s baffled by attempts to measure attributes such as “leadership potential.”

“I’m going to rate you on a theoretical construct like ‘strategic thinking’? Everybody knows that’s rubbish,” Buckingham says. He adds that performance reviews that offer rankings give “data that’s just bad” and insists that companies rely on data analytics because they don’t trust their managers’ judgment. But instead of working on improving their managers’ skills, he says, they put data systems in place. 

“Because we don’t educate our managers on how to have some of these conversations, we’ve decided that the solution is to give them really bad ratings systems or really bad categorization systems,” Buckingham says. 

R eviewing the Data

A mong North American employers:

  • More than 9 in 10 (93 percent) cited driving organizational performance as a key objective for performance management, yet less than half (44 percent) said their performance management program is ­meeting that objective.
  • Nearly 3 in 4 (72 percent) said ­supporting the career development of their employees is a primary objective, but only 31 percent said their performance management program was meeting that objective.
  • Less than half (49 percent) agreed that managers at their organization are ­effective at assessing the performance of their direct reports. 
  • Only 1 in 3 indicated that employees feel their performance is evaluated fairly. 
  • Just 1 in 6 (16 percent) reported having altered their performance management approach to align with remote and hybrid work models, which are rapidly becoming more prevalent.

Source: WTW 2022 Performance Reset Survey of 837 organizations worldwide, including 150 North American employers.

Data Lovers

Ratings aren’t likely to disappear anytime soon, however. “Data-driven” has become a rallying cry for companies as they seek to operate more efficiently. Organizations are trying to measure everything from sales to productivity, though such efforts can cause turmoil and hurt some individuals’ careers.

A June 2022 study of nearly 30,000 workers at an unnamed North American retail chain found that women were more likely to receive higher overall ratings than men, though women were ranked lower on “potential.” 

In that study, women were 12 percent more likely to be given the lowest rating for potential, as well as 15 percent and 28 percent less likely to receive the middle and highest potential ratings, respectively, according to the professors who conducted the study, Alan Benson of the University of Minnesota, Danielle Li of MIT and Kelly Shue of Yale. The authors also said women were 14 percent less likely to get promoted than men. “Because potential is not directly observed,” they noted, “these assessments can be highly subjective, leaving room for bias.” 

Screen Shot 2023-03-15 at 85749 AM.png

Birmingham left abruptly one afternoon and did not go in to work the next day, which he says Blizzard interpreted as his resignation. Blizzard did not respond to requests for comment.

Stack ranking became popular in the 1980s after it was embraced by General Electric. Its adoption has waned, though several tech companies continue to use it. Google and Twitter relied on stack ranking to decide who to let go in their recent rounds of layoffs, according to published reports.

Birmingham says that the system can cause anxiety and competition, which can kill team cohesion, and that arbitrary lower ratings adversely affect compensation and promotion potential. These systems can also suggest that a manager is ineffective, he says. “It implies that as managers, we basically have not done our job to hire them and train them appropriately or terminate them if they really aren’t working out.”

Birmingham says he is not opposed to ranking systems but doesn’t think they’re necessary. “I feel like the conversation about how to improve your career, what the expectations are for your job and what it will take to get to the next level are all things you can do without a rating,” he says.

Measurements Matter

Grant Pruitt, president and co-founder of Whitebox Real Estate, does not give any type of rating in his performance reviews, though he believes in using data to track his employees’ performance. “What isn’t measured can’t be managed,” says Pruitt, whose company has about 20 employees in several offices across Texas. 

At the beginning of the year, Whitebox employees set goals with their managers. Discussions are held about what benchmarks are reasonable, and these targets can be changed if there is a meaningful shift in business conditions. Team leaders hold weekly department meetings with their direct reports to discuss what’s happening and track progress. Managers hold quarterly private reviews with individuals to dig deeper into whether they’re meeting their goals and if not, why.

“Was it an achievable goal? Realistic? If it was, then what do we need to do to make sure we don’t miss it the next time?” Pruitt says. Whitebox switched to quarterly reviews about four years ago to address problems earlier and avoid having issues fester, Pruitt adds.

It’s easier to set goals for people in sales than for those in other departments, Pruitt concedes. However, he adds that executives need to brainstorm about targets they can use for other roles. For example, administrative employees can be rated on how quickly and efficiently they handle requests.

Pruitt maintains that the goal system makes it easier to respond when an employee disagrees with their manager about their performance review because there are quantitative measures to examine. The data also helps eliminate any unconscious bias a manager may have and helps ensure that a leader isn’t just giving an employee a good rating because they work out at the same gym or their children go to school together.

“I think that’s really where the numbers and the data are important,” Pruitt says. “The data doesn’t know whose kids play on the same sports team.”

Whitebox employees are also judged on how well they embrace the company’s core values, such as integrity, tenacity and coachability. Some of those values may require more-subjective judgments that can be more important than hitting quantifiable goals. 

Pruitt admits that there were occasions when he looked the other way with a few individuals who were “hitting it out of the park,” even though he believed they lacked integrity. But eventually, he had to let them go and the company lost money.

“They really came back to bite me,” Pruitt says.

Screen Shot 2023-03-15 at 84352 AM.png

Grades Are Good

Diane Dooley, CHRO of Iselin, N.J.-based World Insurance Associates LLC, also believes establishing quantitative methods to gauge employees’ performance is essential. “We are living in a world of data analytics,” she says. The broker’s roughly 2,000 employees are rated on a scale of 1 to 5.

World Insurance has taken numerous steps to remove bias from reviews. For example, last year the company conducted unconscious-bias training to help managers separate personal feelings from performance reviews. And all people managers convene to go over the reviews they’ve conducted. Dooley says that process gives everyone a chance to discuss why an employee was given a certain rank and to question some decisions. “We want to make sure we’re using the same standards,” she explains.

Currently, World Insurance conducts reviews only once a year because it has been on an acquisition binge and there hasn’t been time to institute a more frequent schedule. That will change eventually, says Dooley, who adds that she wants to introduce department grids that show how an employee’s rank compares to others’ on the team. 

“It’s just a tool that helps the department or the division understand where their people are and how we can help them collectively,” says Dooley, who has used the system at other companies. 

Dooley says she isn’t worried about World Insurance holding reviews only annually, because good managers regularly check in with their employees regardless of how frequently reviews are mandated.

Such conversations can easily fall through the cracks, however. “Managers want to manage the employees, but they get so caught up in the company’s KPIs [key performance indicators] and making sure that they’re doing everything that they need to do,” says Jennifer Currence, SHRM-SCP, CEO of WithIn Leadership, a leadership development and coaching firm in Tampa, Fla. “It’s hard to set aside the time.” 

WTW’s Jennings adds that managers sometimes avoid initiating conversations with employees who are not performing well. Such discussions are often difficult, and managers may not feel equipped to conduct them. 

“Having to address underperformers is hard work,” Jennings says. 

Additionally, experts say, coaching managers to engage in such sensitive discourse can be expensive and time-consuming.

Improve Your Performance Reviews

H ere’s how to make the review process more ­palatable for both managers and their direct reports:

  • Don’t limit conversations to once or twice per year. Every team is different, so leaders should decide what schedule is most appropriate for their departments. However, it’s important to deal with any problems as they arise; don’t let them fester.
  • Set performance goals and expectations at the beginning of the year so employees understand their responsibilities. This helps lend objectivity to the process by introducing measurable targets. However, the goals should be adjusted if there are major changes to the business or an employee’s circumstances. 
  • Explain how each employee’s position, as well as each department, fits into the company’s overall ­strategy. This will help employees understand why their job matters and why it’s important.
  • Simplify the process. There’s no need for a ­double-digit number of steps or numerous
  • questions that require long-winded answers. 
  • Consider a 360-degree approach. Input from employees’ colleagues or from other managers can help give a fuller picture of employees’ capabilities and contributions.
  • Eliminate proximity bias. You may not see some employees as often as others, especially if they work remotely, but that doesn’t mean they’re not working hard. 
  • End recency bias, which is basing a review on an employee’s most recent performance while ignoring earlier efforts. Don’t let recent mistakes overshadow the employee’s other impressive accomplishments.
  • Solicit feedback from employees. Reviews should be a two-way conversation, not a lecture.
  • Train managers to give advice calmly and helpfully. This is especially important when leaders must call out an employee’s subpar performance. 
  • Don’t discuss compensation during reviews. Employees are likely to be so focused on learning about a raise or bonus that they won’t pay much attention to anything else.

Increase Conversations

Finding the right formula for performance reviews is tricky. The company’s size, values, industry and age all play a role. Currence says businesses need to think about the frequency and purpose of these meetings. Some managers may have weekly discussions with their direct reports, but the conversations might center on status updates as opposed to performance. 

“We need to have more regular conversations,” Currence says. “There has to be a happy balance.”

San Jose, Calif.-based software maker Adobe Inc. was a pioneer when it eliminated annual reviews in 2012 after employees said assessments that look backward weren’t useful and managers lamented how time-consuming they were. Instead, Adobe introduced quarterly check-ins and did away with its numerical ratings system, even though the company is “data-driven,” according to Arden Madsen, senior director of talent management.

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Adobe’s system has changed over the years as the company grew from about 11,000 employees in 2012 to around 28,000 today. In the beginning, employees were not asked a universal set of questions and the information gathered was not stored in a central place accessible to all. In 2020, Adobe instituted three or four questions that must be asked at each quarterly meeting, one of which is whether the employee has feedback for the manager. Other topics covered depend on the employee, their role and their goals.

Madsen says asking consistent questions and making reviews easily accessible are important, as internal mobility within the company has grown. 

Adobe, like many businesses, separates conversations about performance from discussions about raises and bonuses, even though they’re intertwined. 

“Money is so emotionally charged,” says WithIn Leadership’s Currence. “When we tie performance review conversations with money, we as human beings do not hear anything about performance. We only focus on the money.”    

Theresa Agovino is the workplace editor for SHRM.

Illustrations by Neil Jamieson.

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‘A nightmare’: Special counsel’s assessment of Biden’s mental fitness triggers Democratic panic

WASHINGTON — President Joe Biden sidestepped any criminal charges as the investigation into his handling of classified documents concluded, but the political blowback from the special counsel’s report Thursday could prove even more devastating, reinforcing impressions that he is too old and impaired to hold the highest office.

Special counsel Robert Hur’s portrait of a man who couldn’t remember when he served as Barack Obama’s vice president, or the year when his beloved son Beau died, dealt a blow to Biden’s argument that he is still sharp and fit enough to serve another four-year term.

In deciding not to charge Biden with any crimes, the special counsel wrote that in a potential trial, “Mr. Biden would likely present himself to a jury, as he did during our interview with him, as a sympathetic, well-meaning, elderly man with a poor memory.”

It was tough enough for Biden to reassure voters about his health before Hur’s report hit like a thunderclap Thursday afternoon, prompting members of his own party to question whether he could remain the nominee in November.

“It’s a nightmare,” said a Democratic House member who asked to speak anonymously to provide a frank assessment, adding that “it weakens President Biden electorally, and Donald Trump would be a disaster and an authoritarian.”

“For Democrats, we’re in a grim situation.”

Biden wasted little time before attempting to minimize the fallout. He held an unexpected exchange with reporters in the White House on Thursday night, in which he disputed Hur's assessment of his mental acuity.

Biden grew emotional when invoking the part of the report addressing the date of his son's death.

"How in the hell dare you raise that?" Biden said. "Frankly, when I was asked the question I thought to myself, 'It wasn't any of their damn business.' "

‘Beyond devastating’

Polling has long shown that age looms as Biden’s greatest liability in his expected rematch with Trump. A January poll by NBC News found that 76% of voters have major or moderate concerns about Biden’s mental and physical health.

“It’s been a problem since way before this ever happened,” said a longtime Democratic operative who noted that when focus groups are asked to apply one word to Biden, it is often “old.”

Just this week, Biden twice referred to conversations he’s had as president with foreign leaders who’ve long since died. In his remarks Thursday night defending his competency, while talking about the war in Gaza, he referred to Egyptian President Abdel Fattah el-Sissi as being the head of Mexico. White House press aides have downplayed such lapses as the sort of mistake anyone in public life can make.

The Hur report strips away the defenses that Biden’s press operation has used to protect him and raises fresh doubts about whether Biden is up to the rigors of the presidency, Democratic strategists said in interviews.

“This is beyond devastating,” said another Democratic operative, speaking on condition of anonymity to talk candidly about Biden’s shortcomings. “It confirms every doubt and concern that voters have. If the only reason they didn’t charge him is because he’s too old to be charged, then how can he be president of the United States?”

Asked if Hur’s report changes the calculus for Democrats who expect Biden to be the party’s nominee, this person said: “How the f--- does it not?”

Another Biden ally called it “the worst day of his presidency.”

“I think he needs to show us this is a demonstrably false characterization of him and that he has what it takes to win and govern.”

Biden has overwhelmingly won the first primary contests — notching victories in New Hampshire, South Carolina and Nevada. It would be virtually impossible for anyone else to challenge him at this point; the deadline has passed in more than 30 states to get on primary ballots.

Some of the president’s allies were quick to defend him. They pointed to the timing of the interview with the special counsel — days after Hamas’ attack on Israel, which had captured much of the president’s focus. Others said that in their own dealings with Biden, he shows no sign of infirmity.

“He did so well in this discussion with members,” Rep. Susan Wild, D-Pa., told NBC News after seeing the president on Thursday. “He’s very sharp, no memory issues, and his only stumbling is when he trips over words consistent with his lifelong speech impediment.”

‘Prejudicial language’

Though Biden was fortunate to escape indictment, the special counsel report may give Trump additional fodder as he fights charges for allegedly mishandling classified records at his Mar-a-Lago social club. Republicans are already accusing Biden of benefiting from a double standard . Trump will likely brandish the Hur report as proof that Biden has “weaponized” the Justice Department for political advantage.

What’s more, Democrats will now be hard-pressed to capitalize on Trump’s indictment over retaining classified records. Before Hur’s report came out, Democrats argued that the two cases were very different. Whereas Trump failed to turn over classified records even after he was asked to do so, Biden willingly cooperated with authorities and relinquished all the material he had, Biden allies had argued.

“The public understands the essential difference between presidents or vice presidents like Joe Biden who occasionally behaved in sloppy ways with respect to where they were taking documents, and a president like Trump, who deliberately makes off with hundreds of classified government documents and then hides them and refuses to return them,” Rep. Jamie Raskin, D-Md., said on Wednesday, before the report was released. (Trump has denied any wrongdoing.)

Now, the distinctions may be harder for Biden allies to draw, given that Hur wrote that there was evidence Biden “willfully retained and disclosed classified material after his vice presidency when he was a private citizen.”

The report mentions an instance in February 2017, when he was no longer vice president, when Biden read notes containing classified information “nearly verbatim” to a ghostwriter helping him with his book, “Promise Me, Dad.”

Storage of sensitive government secrets was haphazard. The report describes certain classified records involving the war in Afghanistan in Biden’s Delaware garage inside a “badly damaged box surrounded by household detritus.”

Before the report was released, Biden aides had been bracing for a finding that he had simply been careless in his treatment of classified records, a person familiar with the White House’s thinking said.

The political fallout from the report, though, is likely to be “worse,” this person said. What will stick in people’s minds is what Hur said about Biden’s memory, the person added.

Biden’s lawyers disputed the report’s description of Biden’s forgetfulness.

“We do not believe that the report’s treatment of President Biden’s memory is accurate or appropriate,” two of his lawyers wrote in a letter to Hur. “The report uses highly prejudicial language to describe a commonplace occurrence among witnesses: a lack of recall of years-old events.”

In the hours after the report was released, people close to the Biden campaign rolled out a different rebuttal. Jim Messina, who ran Obama’s 2012 re-election campaign, wrote on X, the site formerly known as Twitter, that Hur is a Republican who “knew exactly how his swipes could hurt Biden politically.”

That’s a familiar argument. Trump has also claimed that law enforcement is trying to sway the election, meaning both sides are now claiming victimization at the hands of partisan prosecutors.

“Hur knew exactly what he was doing here,” Stephanie Cutter, a veteran Democratic operative, wrote on X. “To provide political cover for himself for not prosecuting, he gratuitously leveled a personal (not legal) charge against the president that he absolutely knows is a gift to Trump. And, guess what we are all talking about?”

problem solving competency performance review

Peter Nicholas is a senior national political reporter for NBC News.

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