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Increasingly, organizations are understanding that their management systems must be brought into the 21st century if they are going to be competitive in the current market.

Research shows that previous systems, such as yearly appraisals, are outdated and can even serve to decrease employee engagement and motivation. In light of this, more companies are turning to performance management than ever before.

This dynamic and strategic approach to developing improved performance in employees is gaining ground in companies large and small, including many Fortune 500 and industry-leading organizations.

What is performance management?

The importance of performance management, the purpose and goals of performance management, the benefits of performance management, 15 employee performance management best practices, 5 real-world examples of performance management, what is the difference between performance management and performance appraisals.

Performance management is a strategic approach to creating and sustaining improved performance in employees, leading to an increase in the effectiveness of companies.

By focusing on the development of employees and the alignment of company goals with team and individual goals, managers can create a work environment that enables both employees and companies to thrive.

Based on the definition of performance management, a system is built within an organization to measure and improve the performance of the people in that organization.

In practice, performance management means that management is consistently working to develop their employees, establish clear goals, and offer consistent feedback throughout the year.

In contrast to other systems of reviewing employee performance, such as yearly performance appraisals , employee performance management is a much more dynamic and involved process with better outcomes.

For the Human Resources department, performance management is an important system for onboarding , developing and retaining employees, as well as reviewing their performance.

It is increasingly understood that a yearly performance appraisal system does not effectively engage employees, fails to consistently set and meet company objectives, and does not result in a strong understanding of employee performance.

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Why is performance management important?

In any organization, no matter the size, it is important to understand what your employees are doing, how they are doing it, and why they are doing it.

Without a system in place to define roles, understand individual strengths and weaknesses, provide constructive feedback , trigger interventions and reward positive behavior, it is much more difficult for managers to effectively lead their employees.

Smart organizations pair their performance management with an incentive management process. The two systems have a lot in common, from defining roles and setting goals to reviewing and rewarding employee behavior, and as such, do very well when run simultaneously. Using incentive management also means that the all-important ‘reward’ step of performance management is done properly.

Talent management is an important part of every organization. Three of the main problems that organizations face are:

  • keeping employees engaged
  • retaining talent
  • developing leaders from within

These are the issues that performance management very effectively targets.

1. Keeping employees engaged

Engagement of employees is a focus of any management team. In a yearly appraisal system, goals would be given at the beginning of the year and then revisited 12 months later to see if they had been met. This long stretch of time without feedback or check-in is an almost certain engagement killer.

In fact, 94% of employees would prefer their manager gives them feedback and development opportunities in real-time, and 81% would prefer at least quarterly check-ins with their manager, according to the Growth Divide Study .

The graph displays the difference between traditional performance management vs everyday performance management. The difference is 3-5% vs 39% impact on the performance.

Studies show that employees do best with feedback on a monthly or quarterly basis, with regular check-ins serving as a zone to problem solve, adjust goals as necessary, and to refresh their focus on the goal. In fact, companies where employees meet to review goals quarterly or more frequently are almost 50% more likely to have above-average financial performance.

When surveyed, employees had some negative feelings about a yearly appraisal system:

  • 62% of employees feel that their performance review was incomplete
  • 48% did not feel comfortable raising issues with their manager in between performance reviews
  • 61% feel that the process is outdated
  • 74% feel that they would be more effective with more frequent feedback
  • 68% of executives don’t learn about employee concerns until the performance review

All of this adds up to a lot of missed opportunities to solve problems and increase employee performance and engagement.

As employee engagement rises, nine key performance indicators show successful outcomes. Absenteeism, turnover, shrinkage, safety incidents, patient safety incidents and defects in quality are lessened by at least 25%, and often more, across the board. Customer experience, productivity and profitability all show positive outcomes.

This study, by Gallup , was conducted across a broad range of industries, showing that employee engagement is a critical factor, no matter the industry.

the graph displays how employee engagement affects key performance indicators (KPI's). Negative and positive effects.

2. Retaining talent

Employees who have frequent meetings with management to discuss performance, solve problems and receive training are more likely to stay with the company.

If employees see that their management team is putting in the work to develop them professionally, help them succeed with their goals, and reward performance on a consistent basis, then they are more incentivized to both stay with the company and work harder.

3. Developing leaders from within

This consistent development and partnership between managers and employees allow for the development of leaders from within the company.

Recruiting costs can be extremely high, as are costs for onboarding and training new employees. To be able to groom leaders from within the company means that there is already a proven culture fit with this individual and that training costs and resources spent developing this person into an asset are not lost.

This leadership path also serves as a motivating force for employees, who can see that their hard work will be rewarded with promotions and other benefits.

Performance management also creates a need for management to consistently focus on company objectives and goals, and to consider how best to achieve them. This continual revisiting of goals means that they are more likely to stay relevant, as goals will be adjusted in light of new technology, changes in the market, or other factors throughout the year.

According to Forbes , ‘companies that set performance goals quarterly generate 31% greater returns from their performance process than those who do it annually, and those who do it monthly get even better results.’

The purpose of performance management is to give both managers and employees a clear and consistent system within which to work that, in turn, will lead to increased productivity.

  • This system shows employees the pathway to success, allows for the measuring of performance coupled with feedback and offers training and development opportunities.
  • Performance management allows management to understand what their employees are doing and track progress on company objectives while providing consistent feedback.

There are five main objectives of performance management:

  • Develop clear role definitions, expectations and goals
  • Increase employee engagement
  • Develop managerial leadership and coaching skills
  • Boost productivity through improved performance
  • Develop a performance reward program that incentivizes accomplishment

These performance management goals show a clear path from the developing of goals to the rewarding of increased accomplishment. If one of these performance management objectives is not done well, then the others will suffer as a result.

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Performance management has a multitude of benefits for employees and managers, as well as for the company as a whole. If a company can successfully create an environment of engagement where customers are equally engaged by employees on the front line, their outcome is even better.

240% boost in performance-related business outcomes.

When organizations successfully engage their customers and their employees, they experience a 240% boost in performance-related business outcomes compared with an organization with neither engaged employees nor engaged customers. – Gallup
  • Having well-defined roles and performance standards makes hiring an easier process, as candidates know what is expected of them, and HR can more easily understand if a candidate is a right fit for the role.
  • Those well-defined roles and standards make training easier, as trainers know exactly which areas need to be covered, and which information is nonessential.
  • Consistent developing and revisiting of goals ensure that the organization keeps up with changing market forces easily, and reacts quickly as a whole, regardless of the size of the organization.
  • Clear expectations and roles set employees up for achieving goals from the start, providing a springboard to success.
  • Employees who feel that their company is invested in their success stay with their companies, increasing employee retention.
  • Consistent feedback and coaching from managers lead directly to increased engagement from employees while developing the ability to provide good coaching and feedback leads to more skilled managers.
  • As employees become more skilled, they can move up through the company, creating a leadership pipeline.
  • Productivity will increase thanks to increased engagement, clear goals and upskilling of employees.
  • Employees remain incentivized to perform long-term, as they are properly rewarded for their hard work.

Employee performance management best practices

While performance management can sound deceptively simple, with just four steps as outlined above, the process itself is very complicated. That’s why we have put together this list of best practices for performance management.

Think of it like the essentials of performance management – these will help make sure that your employee performance management system is performing the way it should.

1. Identify the goals of your performance management initiatives

As you are creating your performance management program, you need to understand what you want to accomplish.

Asking the following questions can help you:

  • Is increased productivity a priority?
  • Does your organization want to identify leaders from within and develop them?
  • Do you want to streamline the compensation process?
  • Are you seeking to improve employee retention or engagement?

If you know what you want your program to do, it will be easier to build it to accomplish that goal.

2. Define and describe each role

We mentioned this above, but it bears repeating. It is much harder for an employee to be successful if they don’t know exactly what is expected from them, how they should do it, and what the end result should look like.

3. Pair goals with a performance plan

As you set goals, develop a performance plan to go alongside. Year-long goals often fail, as they are too large and employees can get overwhelmed before they start. A performance plan helps them visualize their path, making it much more likely that they will meet their goal.

4. Monitor progress towards performance targets

Review key areas of performance. Use metrics and analytics to your advantage, tracking how goals are progressing to make sure that interventions can happen early, if necessary.

5. Coaching should be frequent

The point of coaching is to help identify and solve problems before they get too big. If it’s not frequent, it’s not going to help at all. Monthly or quarterly meetings should be held to help keep employees on the right track.

6. Use guidelines to your advantage

Guidelines should be created for each role as part of the first stage of the performance management cycle. These policies or guidelines should stipulate specific areas for, or limits on, opportunity, search and experimentation. Employees do their jobs better when they have solid guidelines to follow.

7. Build a performance-aligned culture

Make sure your workplace has shared values and cultural alignment. A sense of shared values, beliefs and expectations among employees creates a more harmonious and pleasant workplace. Employees should be committed to the values and objectives outlined, and exemplified by, top management.

8. Organize cross-functional workshops

This helps employees – and managers – understand what other departments do, how they think and what their strengths and weaknesses are. They can discover something new and find new connections, which can help them in future work.

9. Management should offer actionable feedback

During these coaching meetings, tensions can arise if the feedback is not given in a constructive, actionable manner. It is not very important to look backward and point fingers, rather management should guide employees towards future success.

10. Keep it professional, not personal

Giving less-than-stellar feedback is hard on both managers and employees, it’s one of the reasons that performance appraisals tend to be a least-liked task. Managers should make sure to keep feedback professional and remember to focus on behavior, rather than characteristics.

For example, pointing out that David regularly turned in important reports late is feedback about a behavior. Saying that David is lazy, and that’s why the reports were often late is feedback about a characteristic. One of these can help an employee own their role in a project’s success (or lack thereof) and the other will make them defensive instantly.

11. It’s not only employees that need training

Management should be trained too. Coaching and offering good feedback are not easy jobs, which is why there are so many specialist coaches out there. For managers to be able to lead well, they should be trained in these skill sets.

12. Take advantage of multiple-source feedback

Ask employees to write feedback for each other. This will give management a more holistic view on employee performance, understand the challenges that teams are facing, and be able to better offer feedback.

13. Don’t depend only on reviews

While the review process is important, it is only one part of the system as a whole. Planning, coaching, and rewarding employees are equally key parts of the system.

14. Problems are not always employee-based

It can be easy to assume that problems are always caused by employees, but that simply is not the case. Problems can arise from external factors such as availability of supplies, internal processes that are causing issues, or organizational policies. Seek out the source of problems as precisely as you can in order to fix them.

15. Recognize and reward performance publicly and frequently

Management cannot expect employees to stay motivated if they are never rewarded, yet many companies overlook this key step. Make sure that employees are compensated and recognized for their hard work, and they will continue delivering for your organization.

Of course, it’s one thing to understand the theory of what performance management is, but it’s another thing to use it in a real company. Let’s take a look at some real-world examples of the performance management process in action:

Google logo

It’s no surprise that Google would show up on a list of companies that use a newer, innovative system of management. This company has always been a trendsetter, and their performance management process is one that relies on data and analysis, as well as making sure that their managers are well trained.

When assessing their performance management system, Google launched a project dedicated to assessing their managers, which has led to a thorough training and future development process that sets managers, and thus employees, up for success.

They also use a system of setting goals that have caught on across multiple industries. Using their Objectives and Key Results (OKRs) system, they reframe the goal-setting process, with great results.

Facebook logo

Another tech trendsetter, Facebook has a performance management process that puts a heavy emphasis on peer-to-peer feedback. In semi-annual reviews, they are able to use that feedback to see how well teams are performing and understand where collaboration is happening – and where it is not. They also have developed an internal software to provide continuous, real-time feedback. This helps employees solve issues before they become problems.

Cargill logo

Cargill is a Minnesota-based food-producer and distributor with over 150,000 employees and serves to demonstrate that even huge companies can ditch unwieldy performance appraisals and institute a new system. In following the latest research on the dissatisfaction of management with outdated performance management process, Cargill created their ‘Everyday Performance Management’ system. The system is designed to be continuous, centered around a positive employee-manager relationship, with daily activity and feedback being incorporated into conversations that solve problems rather than rehash past actions.

The Everyday Performance Management system had overwhelmingly positive results, with 69% of employees stating that they received feedback that was useful for their professional development, and 70% reporting that they felt valued as a result of the continuous performance discussions with their manager.

Adobe logo

Adobe calculated that managers were spending about 80,000 hours a year on performance reviews, only to have employees report that they left those reviews demoralized and turnover was increasing as a result.

Seeing a system that only produced negatives, Adobe’s leadership team made a bold leap into a performance management system that began by training managers how to perform more frequent check-ins and offer actionable guidance, then the company gave managers the leeway they needed to effectively lead.

Management was given much more freedom in how they structured their check-ins and employee review sessions, as well as more discretion in salaries and promotions. Employees are often contacted for ‘pulse surveys’ – a way for the leadership team to make sure that individual managers are leading their teams well. One of the many positive results of this has been a 30% cut involuntary turnover due to a frequent check-in program.

Accenture logo

Accenture is a massive company – over 330,000 people, so changing their systems means a huge effort. When they switched to their new system, they got rid of about 90% of the previous process. Now, they are using a more fluid performance management process where employees receive ongoing, timely feedback from management. This has been paired with a renewed focus on immediate employee development and an internal app for communicating feedback.

There are common threads in all of these examples. Each company has built a system that works for them, rather than following a one-size-fits-all approach. What works for one company might not work for another – it depends on the industry, the speed and flexibility of the company, and the overall goal of the system itself.

With similar names and purposes that sometimes align, it is no surprise that some people find it hard to spot the difference between performance management and performance appraisals.

In fact, performance appraisals are often part of the performance management process , although some companies still rely on performance appraisals alone.

An easy way to understand the difference between the two is that performance appraisals are reactive, and performance management is proactive.

A performance appraisal looks at all of the past actions of the employee within a set amount of time , and rates how well they performed in their role and how many goals they met.

Performance management looks at the present and future of the employee, and what can be done to help future performance and meet future goals . Performance management is focused on the development and training of an employee, and how that can benefit both the employee and the company.

A performance appraisal is a formal, operational task, done according to rigid parameters and in a quantitative manner. HR leads performance appraisals, with input from management. Performance management is much more informal and strategic, led by management with input from the employees in a more flexible manner.

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performance management assignment final draft

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Introduction Performance Management is a comprehensive, continuous, and flexible process that involves strategic planning of setting goals and objectives of the company and managing the performance of those objectives whilst continuously giving feedback to those executing the objectives through meaningful dialogue . This assignment is based on a case study of performance management from Acme Progressive Company. The impact of performance using a performance appraisal system which was driven by the Personnel Department is compared with that of a line manager driven Performance Management System, introduced with the appointment of a new Divisional Manager.

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This study focused on performance appraisal as a determinant of employee work engagement in manufacturing firms in Nigeria. Descriptive research design was adopted by the study. Sample for the study was done using purposive, stratified, and simple random sampling techniques. Qualitative and quantitative data was collected through the use of questionnaire, Pearson Products Moment Correlation analysis was used in determining the relationship between performance appraisal and employee engagement in Nigerian manufacturing firms. The study found out that there is positive significant relationship between performance appraisal and employee engagement. The study concluded that there were traditional performance appraisal practices in manufacturing firms in Nigeria. In view of the findings, the study recommends that manufacturing firms in Nigeria should embrace continuous performance appraisal to improve the level of employee engagement among its workforce.

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Performance Appraisal Systems one of the important component of human resource management. This component also plays a very important role in the job satisfaction of employee. It is a system which is used to evaluate the performance of an Employee in the organisation. This is the evaluation system on the basis of which employees salary is increased or decreased, their promotion or demotion is done. The organisation may be some institution, company, industry or any firm. This study completely based on the Performance Appraisal System. The main purpose of the study is to measure satisfaction of Employee with Performance Appraisal System and to find out the relationship between Employee satisfaction on Performance Appraisal System with Fairness of the system. The organisation in this study is educational institutes of Jalandhar. The Employees in the study are the faculty members of the educational institutes. A sample of 200 respondents is taken to conduct the study. Correlation technique is used to find out the relationship between Employee satisfaction on Performance Appraisal System with Fairness of the system. The findings show that maximum number of respondents (faculty members) is satisfied with their Performance Appraisal System. The findings also revealed that there is a positive relationship between Employee satisfaction on Performance Appraisal System with Fairness of the system. Some suggestions have been made on the basis of the findings of the study.

Ayentimi Tutu

Good performance management practice is crucial in modern times. Unfortunately for many years, corporate executives and academic scholars have been debating the consequences of poor performance management practices in organizations. The main focus is on performance management practices and its improvement to enhance the performance of employees. However, emphasis is on poor employee performance due to informal performance management practices at Oti-Yeboah Company Limited. This is an exploratory study, as a result, a single case study organization was chosen. The study adopted a multi-method qualitative case study approach using both primary and secondary data sources. A stratified random sampling technique was used with a sample size of 111 respondents from all departments of the Company. The study revealed that supervision and control system, coaching, delegation and performance measurement are the main management practices and were poorly applied in managing employee performance. Therefore, the informal performance management practices led to poor employee performance in the Company.

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22 Examples of Performance Management Done Right

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Performance Management Examples

It is always good to adopt best practices from other organizations and try something new to see if it works for you as well. This article discusses why getting performance management right for your organization is critical to its growth and gives examples of performance management programs at organizations that are doing it right.

Employee performance management is one of the most important corporate processes. So, it is important to choose an employee performance management strategy that will be most effective for your organization.

Performance management includes multiple steps such as clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results. Performance reviews, when done right, provide the chance to promote employee growth, increase engagement, and improve business performance across functions.

The approach to performance management has evolved substantially in the last few years. According to Gartner , 81% of HR leaders are modifying their organization's performance management system, and less than one-fifth of HR leaders believe their performance management is currently successful.

Most organizations have abandoned annual performance reviews in favor of ongoing feedback, coaching, and 360-degree feedback.  Moreover, getting performance management right is important for higher employee engagement, employee retention, higher transparency and productivity, efficient goal planning and setting, and higher employee motivation at the workplace. Several companies have started taking an employee-focused approach to performance management.

22 Companies That Have Excellent Performance Management Practices

From scrapping yearly reviews to implementing real-time feedback, organizations across industries are reinventing performance management. Let’s look at some of the best ones, in no particular order:

Google has one of the most advanced HR practices in the world. From hiring the best talent after multiple rounds of interviews to training them with the best resources possible to looking after their learning and development needs, Google does it all.  

Google ensures that its employees perform to the best of their capabilities by conducting annual performance evaluations with a mid-year checkpoint and monthly performance check-ins that cover topics like professional growth, coaching, personal difficulties, etc.  

Google also holds an annual ‘Upward Feedback Survey’ which is something similar to a 360-degree evaluation. It also relies on OKRs , or objectives and key results for its performance management initiatives.   

Learn more : A thorough read about OKRs.  

Quick tip : Read the book ‘Work Rules’ by former Senior Vice President of People Operations Laszlo Bock  to learn about Google's performance management process in detail.  

Meta is widely recognized for having a fun work culture and wonderful employee benefits, but if you delve deep, you can uncover what actually drives its employees to be motivated and fulfilled, and hence perform their best.  

The performance management at Meta is done through semi-annual evaluations, with a focus on peer-to-peer and employee-to-manager feedback. Meta creates secret one-to-one groups to share individual goals, track progress, and share feedback.   

Regular employee coaching is also a part of Meta’s performance management practice. Employee performance coaching is a form of on-the-job learning. It is a collaborative process between a manager and an employee, as well as between employees in the form of everyday interactions.  

Meta also provides constant 360-degree real-time feedback, allowing managers to note an employee's performance prior to the appraisal.  

  Learn More : The evolving dynamics of continuous feedback.  

3. PasarPolis

Pasarpolis is one of the top insurtech brands based out of Indonesia. The company, in partnership with Darwinbox, introduced a performance management process that is quicker and more frequent, so as to enable employees to consistently improve their performance.  

Darwinbox facilitates timely report generation of pending self-reviews from the employees. This report helps HR to take immediate action and nudge the employees who didn't complete them. This has helped Pasarpolis complete the entire performance review cycle well within time, something the company previously struggled with.  

Learn more : How Darwinbox drove better employee performance for Pasarpolis.  

IBM follows a performance management process that enables its employees to bring their entire selves to work, thereby driving creativity and connection.     

In 2016, it transitioned from yearly, absolute evaluations to a model where feedback is self-driven and focused on delivering a more holistic evaluation of employees.   

5. Microsoft

Microsoft shifted to a more collaborative and less competitive performance management strategy after recognizing that its stack ranking-style performance management system was negatively impacting employee engagement and motivation.  

 It currently holds performance reviews every two months. These check-ins are official, structured talks between managers and direct reports in which they examine goal progress, skill development, and other topics so employees know if they're on the right track while there's still time to make adjustments.  

BKP, Bina Karya Prima, is a leading FMCG company in Indonesia. The company transformed its HR and performance management process to be ‘PRIMA’, i.e, professional, relentless, integrity, marvellous team, attitude. The company moved from having a manual performance management process on Microsoft Excel to using Darwinbox to digitally transform its HR processes. The company has taken a forward-looking approach and has completely automated its performance management process using Darwinbox.  

Learn more : How BKP digitally transformed HR on mobile for greater efficiency and effectiveness .  

7. Goldman Sachs

Goldman Sachs switched from a rating-based performance assessment process to a performance management strategy that involves frequent feedback. Goldman Sachs developed its own web-based tool for delivering and getting feedback in order to promote informal performance dialogues. The once-a-year review methodology of the performance assessment was also eliminated.   

Beginning in 2021, Goldman Sachs introduced a concept called The Three Conversations, that is conducting performance reviews at least three times a year. Managers set goals with their team members at the outset of the year, check-in on progress mid-year, and then close out the year with a discussion about performance against goals.   

8. Times Internet

Times Internet is the digital arm of India’s largest media conglomerate, the Times Group. The company’s performance management strategy involves automating all performance assessment processes to ensure the processes are completed on time. The company uses Darwinbox and has fully digitized and automated its HR processes, many of which were previously done manually.   

The company focuses on and ensures timely completion of goal-setting, goal cascading, performance journals, and continuous feedback.   

Learn more : How Times Internet automated all its processes and scaled with Darwinbox.  

9. Accenture

Accenture follows a performance management process that humanizes its workforce and rather than just looking at employees as numbers on paper.    

In 2015, the company eliminated annual reviews and stack rankings altogether after learning that its traditional performance management techniques were more dangerous than useful. As a result, all employees at the organization received more rapid feedback on assignments and a more equitable reward structure.  

Adobe has positioned itself as an expert in continuous performance management. Adobe eliminated annual performance assessments and ratings in favor of check-ins, a less organized but more effective approach. Adobe believes that in order to perform their best work, employees need quick and timely feedback and that there have to be year-round open and continuous discussions.  

 The current process involves continuous, two-way interactions in which an employee and their manager discuss performance and career advancement while also providing real-time feedback. The check-in meeting is meant to discuss what's working well, what could be done better, and where to focus next to maximize business impact and career advancement.  

Learn more : The ultimate guide to continuous feedback.  

11. Quick Heal

Quickheal has a performance management practice that promotes an object-oriented culture to make employees work collaboratively rather than working in silos.   

The process is centered around the OKR framework and runs on Darwinbox’s flexible and robust performance management platform.   

Quickheal’s performance management process involves having reviews that are focused on outcomes rather than activities.  Employees create journal entries noting critical incidents during their performance cycle, which helps eliminate recency bias and allows for more accurate reviews later in the year. Employees are empowered to modify goals in the middle of their performance cycle if necessary and have more control over their performance goals.   

Learn more : How Quickheal Aligned 1000+ employees with org-wide goals using Darwinbox  

12. Deloitte

Deloitte’s performance management system is designed to recognize the contributions of individual employees within each team, to obtain an accurate picture of performance free of bias, and to assist individuals in reaching their full potential.  

Their strategy isolates compensation decisions from day-to-day performance management, provides improved information through quarterly or project-specific "performance snapshots," and focuses on weekly check-ins with supervisors to keep performance on track.  

13. GE  

There once was a time when GE was well known for its hard-charging and intensive approach to performance appraisals. The company’s current style of performance management procedure has changed dramatically, and GE now follows a continuous, evenly distributed evaluation procedure. The emphasis is on growing, connecting, and inspiring employees rather than on evaluating and ranking.  

Annual performance assessments have been phased out in favor of a more lean and innovative system.  The company uses a smart software app that has been created with the objective of allowing management and staff to communicate more frequently and meaningfully.

14. Cargill

Cargill, a global agricultural producer and distributor, has a performance management system that it calls ‘Everyday Performance Management’.   

This system includes effective two-way communication, giving regular feedback, and coaching. Even during the pandemic, Cargill was able to respond to business difficulties with significantly greater agility thanks to its daily performance management. In fact, Cargill has received recognition for its Everyday Performance Management, which represents an industry best practice.  

The company also replaced its old document-heavy system with one that prioritized relationships between employees and managers. It emphasized on man­agers having frequent, on-the-job con­ver­sa­tions and giv­ing reg­u­lar, con­struc­tive feed­back rather than only having per­for­mance rat­ings and annu­al review forms.  

15. Regeneron Pharmaceuticals  

Regeneron follows a performance management approach that is simple and straightforward.   

The company, in 2021, revamped its performance management process, and brought in a simplified rating scale with four points rather than 12 points.   

The company also follows the practice of having behavior-focused feedback, that drives employees to think about more than just their salary or compensation.    

16. STP  

PT Solusi Tunas Pratama Tbk. (STP), a leading telecom tower company in Indonesia, concentrates on continuous performance tracking.   

STP uses Dawinbox’s performance management module and follows the OKR model of assessment. With this, the company tracks employee performance on a monthly basis, ensuring the process is more dynamic and accurate.   

Learn more : How STP leveraged the power of OKRs with Darwinbox.  

17. Netflix  

Netflix overhauled its performance management a few years ago, eliminating annual performance appraisals entirely. Netflix now uses a 360-degree evaluation system.

Netflix’s performance management approach focuses on full transparency among employees, in that it has signed feedback as well as face-to-face 360 appraisals. One of Netflix’s popular processes is its unique 'stop, start or continue' template that emphasizes what a person should start, stop, and keep doing on a regular basis.

Learn more : Read about 360-degree reviews/feedback.  

18. Amazon  

 Amazon has a reputation for being a high-performing, high-risk company. It should come as no surprise that this extends to how they assess employee contributions.   

Amazon's feedback system is meant to push each employee to their limits. They conduct weekly or monthly business evaluations, during which each employee is held accountable for a variety of key performance indicators (KPIs).  

For performance reviews, Amazon combines stack ranking and continuous feedback methods. Continuous feedback is shared through Amazon’s ‘Anytime Feedback Tool’ that allows employees to anonymously praise or criticize colleagues.  

Amazon also holds organization-level reviews, in which top and bottom performers are reported to the board of managers to inform incentive and termination decisions – a process that closely resembles the typical stack rank structure.  

19. Volkswagen  

 Volkswagen’s performance management approach is designed to encourage employee satisfaction and motivation through equitable opportunities and an appealing working environment.    

The company’s performance management strategy includes structured meetings where workers' progress toward fulfilling defined goals is assessed. During these sessions, group leaders, workers, and managers have the opportunity to share their thoughts, corrections, and guidance on how well people are doing in meeting their goals.  

Volkswagen also has modern people analytics set up to drive data-driven decisions when it comes to managing the performance of its employees.   

20. Uber  

Uber has introduced what it calls the "Top 3 Bottom 3 approach" for performance management.  

Employees are asked to name their top three attributes or strengths, as well as their bottom three areas for improvement. Goals are then derived from these responses and incorporated into a system that employees, managers, and top executives can access.   

This approach focuses on development rather than previous behavior. Formal and frequent feedback is offered, and it is classified as either positive reinforcement or constructive advice.  

21. Reliance Capital  

Reliance Capital, a part of the Reliance Group from India, follows a performance management approach that strengthen its culture of meritocracy in the company.  The system, that Reliance calls SOUL, focuses on the softer aspects of performance management, whereby the manager plays an active role in guiding, mentoring, and supporting teams to achieve breakthrough performance.  

SOUL stands for:   

S haring resources & ideas to enable  

O utperformance through coaching & mentoring of the team, based on  

U nderstanding, and  

L istening.

22. JP Morgan

JP Morgan’s performance management strategy lays emphasis on continuous feedback. The company has created an internal application – Insight360 – that delivers constant feedback to its 240,000+ employees.  

Employees can request feedback from their coworkers and managers at any time using the web-based tool. Managers will also be able to ask their peers for comments on their employees. With Insight360, subordinates will be able to review their supervisors instead of only the other way around.

Performance management is evolving, and it is critical to transition to a system that increases organizational productivity and helps you stay ahead of the competition. Feel free to draw inspiration from these brands to improve your performance management system and practices!

Find out how Darwinbox can help you learn from these examples of performance management, and craft the right strategies for your organization. To automate this critical process, book a demo today!  

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The Ultimate Guide to Performance Management: 5-Step Process and Best Practices

Sheryl Green

Published: January 20, 2022

Peter Drucker once described customers as the "most important stakeholders." While this may be true, your customers are dependent on one thing.

an employee has a performance management conversation with their manager

No, it’s not your product (though that’s definitely important). It’s actually your employees. Without your employees, products won’t get made, customers won’t learn about those products, and there will be no one there to sell or deliver those products, or provide customer service to them after they’ve purchased.

Download Now: Free Performance Review Template

While your customers may be your most important stakeholders, in a business or organization, your employees are your biggest asset. Their performance, mindset, attitude, and loyalty can make or break your company's performance and determine whether or not you will have any customers to sell to.

Because of this, you will want to ensure that your employees are meeting expectations, and improving in necessary areas. Performance management aims to foster the best possible employees so your organization can thrive well into the future.

What is performance management?

Performance management is a process that allows managers to assess their employees’ work and support of business objectives. The goal of performance management is to track and improve the skills employees need to perform their necessary job duties.

Elements of performance management include giving performance appraisals, utilizing key performance indicators (KPIs) and management dashboards, peer review, 360-degree feedback (multiple individuals from managers to subordinates assist), and the use of employee management software.

A similar term, performance appraisal, also focuses on goals and self-improvement, but is focused on the individual and does not take the strategic goals of the organization into account.

Performance management is not only important to the organization, it’s essential for the individual as many growth opportunities including bonuses, promotions, and ultimately dismissals, are tied to this process.

Effective Performance Management

Effective performance management will look different depending on your specific industry and your organizational goals. However, there are two approaches you can take to get started.

Behavioral Approach

This works well when your employees work (and achieve) as part of a team and measuring individual results is difficult to do. In this approach, you evaluate your employees based on their behaviors and effort. Feedback looks like identifying current behaviors, communicating desired future behaviors, and providing training or coaching to bridge the gap between where they are and where you would like them to be.

Results-oriented Approach

This approach is ideal when performance metrics are easy to quantify such as meeting a sales quota, clocking billable hours, or reaching certain call statistics. In this approach, you focus on the quality and quantity of the end result.

Performance Management Process

A performance management plan consists of a five-step process. Let's take a closer look at the five steps.

performance management: 5-step process

While employees’ goals and responsibilities are outlined in the job description when they come on board, it’s essential to review this information with them regularly. Clearly set and communicated goals will help your employees understand what is expected of them and when they are falling behind.

Management should be monitoring their employees’ performance continuously. If you only check in once or twice a year, a slight veer off the prescribed path could have lasting impacts on one’s performance. That’s why staying in constant communication with your employees, and keeping an open environment for feedback is essential all year long.

If you have identified areas of improvement for your employee, you can work with them to provide training, mentoring, educational courses, or other materials that can help them get back on track or fill any skill gaps.

Without a rating scale, it can be difficult to recognize whether employees are improving from their development plan. Additionally, with a rating scale that is communicated to employees, they know where they currently stand, and what is needed to move them to the next level of performance.

While every step of the process is necessary, the reward may be the most important. Positively reinforce employees who are hitting their goals or working towards them. Recognize them for their hard work and for striving to be better and do better for the organization.

This can be in the form of bonuses, thank you cards with token gifts, public recognition, or through an employee rewards program. It not only inspires the employee who is being recognized but motivates others who may need an extra incentive.

Remember that the performance management process is a cycle that must be continuously employed throughout an individual’s time at your organization.

You’re never "done" with performance management and this should be conveyed to your employees when they join the company, and then communicated to them throughout their employment. Without open communication throughout the process, employees may become complacent in their lackluster job performance or disengaged.

Performance Management Best Practices

This concept and process have been around for years and thankfully, there’s no need to reinvent the wheel. There are a number of performance management best practices that you can incorporate into your plan.

  • Re-evaluate goals regularly. If there’s anything the COVID-19 pandemic has taught us, it’s that societal shifts can demand a new approach to business. Goals may need to change and clinging to old decisions in a new world could cause you to penalize (and lose) good employees.
  • Employ SMART goals. In order to be achievable, goals must be clearly defined and communicated, and Specific, Measurable, Actionable, Relevant, and Time-bound. Employees will be more likely to achieve goals when they are properly crafted.
  • Utilize the objectives and key results methodology. The OKR methodology can help your team set, communicate, and track organizational goals. This will foster accountability among your employees.
  • Have performance conversations throughout the year. Performance management conversations should not reveal any surprising information to the employee or manager. Ideally, managers are having open conversations with their team members about performance throughout the year, and performance reviews should serve as a check-in documenting performance over a specified time period. When you communicate regularly with each of your employees, they learn to expect constructive feedback and look forward to these encounters.
  • Standardize and automate your process. All employees should follow the same performance management process, and be held to an even standard. In addition to making the process fair, there comes a tipping point when you may have too many employees to manage throughout a continuous cycle, and having a set process and automated software solution to manage performance reviews can be a helpful asset.

While creating a performance management plan in your organization will take some time and effort, it’s a necessary process for a thriving organization. Knowing which employees are excelling in their roles and reaching (or exceeding) goals, which employees need more support is priceless information.

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9 Performance Management Examples [+10 Brand Examples]

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Table of Contents:

  • Pros and cons of some performance management

9 practical examples of performance management for businesses

10 brands and their performance management strategies and examples, pros and cons of performance management.

Employee performance management is practically one of the most crucial business processes. For this reason, you need to figure out what kind of employee performance management will be the most efficient for your company. Mainly, there are two types of employee performance management: qualitative and quantitative employee performance management.

Qualitative employee performance management means that the employee should set a goal clear in his mind and have enough time (normally at least three months) to achieve it. On the other hand, quantitative employee performance management can be done by measuring work progress by measuring indicators such as elapsed time and the number of tasks completed towards an expected output or result. It's also necessary to consider weekly work hours and possible overtime when using this employee performance management example. ‍

Each company owner or manager should consider employee performance management examples depending on business objectives, industry specifics, work culture, available resources, etc. There are some pros and cons which you need to know about employee performance management before making your decision. ‍

Pros of employee performance management: ‍

  • Employee engagement
  • Higher employee motivation
  • Enhanced ability to retain good employees 
  • Improved chance of controlling costs
  • Increased transparency for managers
  • Quick reaction to changes in the market environment 
  • More efficient planning and forecasting process when using employee performance management software 

Cons of employee performance management:  ‍

  • Employee performance management can't provide 100% accurate results
  • Employee performance management has a lot of limitations because employee performance and employee productivity can't be measured and monitored all the time (there can be many unexpected factors that influence employee performance)
  • Employee performance management takes a lot of time and effort

Employee performance management examples can vary depending on the business industry, company size and objectives. This is why there are at least nine performance management examples that you can use for your own company: employee performance management by employee group; employee performance management by employee; employee feedback; employee recognition; goal-setting; peer review; 360-degree feedback; coaching; employee performance management software.

  • Employee performance management by employee group means that managers are responsible for the employees' performance based on their groups (e.g., executive assistants, customer service representatives, customer support team etc.). ‍
  • ‍ Performance management by employee suggests dividing all employees into groups according to skills needed to achieve the company's objectives. For example, employee performance management for marketing and sales department employees should be different from those in the IT sector because business objectives and work culture can be significantly different. ‍
  • Employee feedback is a good employee performance management example that helps improve the existing employee performance management process: you should ask your employees what could be done better or differently to increase employee performance. ‍
  • Employee recognition is an employee performance management example that focuses on rewarding good employees for their great work . It can be done in many ways: formal employee of the month awards, employee bonuses, employee gifts etc. ‍
  • Goal-setting is one of the best employee performance management examples because it's closely related to both employee performance management software and employee performance management by an employee. Goal setting process can be done with the help of modern performance management software or using a manual method. ‍ ‍
  • Peer review is employee recognition that shows how co-workers appreciate each other for good employee performance . It's one of the best employee performance management examples because it boosts employee motivation and increases employee engagement. ‍
  • 360-degree feedback is an employee performance management example that includes evaluating employee performance with the help of several managers (manager, subordinates, co-workers etc.). 360-degree feedback helps evaluate each employee more accurately since there are several opinions about employee performance. ‍
  • Coaching is an employee performance management example that can be done with the help of employee performance management software (there is employee performance management software like BetterManager available) or without it (especially in small businesses). Coaching includes providing employees with advice and recommendations on how they can achieve better employee performance.  ‍
  • Employee performance management software is a great employee performance management example that can help managers to manage employee performance and develop their leadership skills. Employee performance management software consists of employee feedback, employee recognition, goal-setting and employee coaching applications.

Top brands all around the world use employee performance management examples like employee feedback, employee recognition and goal-setting to develop their business strategies. Here are some employee performance management examples that top brands around the world use:

  • Video games industry: Top brands in this industry create employee performance management examples by focusing on employee appreciation and setting employee goals. For example, Valve Corporation is a well-known software company that released an employee performance management tool called “Kudos” that lets employees recognize each other. Besides employee performance management examples like goal setting and employee recognition, Valve Corporation uses employee feedback such as employee performance management. A typical example is that employees can leave notes on a software project if they have a new idea about it, which the team lead may consider when he makes a new update project plan. ‍
  • Airbnb employee performance management software (which can be found on BetterManager) is employee feedback/review that has employee performance management by employee feature. ‍
  • LinkedIn performance management metrics include employee goal setting, where employees set their long and short-term targets. They are further evaluated on how successful they were in meeting those targets. Also, this employee performance management example includes 360-degree feedback as well as employee recognition. ‍
  • Facebook employee performance management software helps managers to provide employee feedback/review and employee goal setting; employee performance management example also includes employee coaching. ‍
  • Microsoft’s employee performance management strategy is employee goal-setting, where employee's progress toward their goals is constantly monitored. This employee performance management example focuses on contributing to business growth as well as personal development of employees. ‍
  • Dell provides managers with employee performance management software which includes employee feedback/review application. ‍
  • Uber employee, performance management example, includes employee goal setting and employee recognition, employee performance management by peer (employees appreciate their co-workers for good work). ‍
  • Twitter employee goal-setting is one of the best employee performance management examples because it's an employee goal-setting by employee feature which allows employees to set their targets and track their progress. Employee performance management example also includes employee coaching. ‍
  • Disney employee goal setting an example is an employee performance management technique where employees set goals related to the company’s business metrics and employee development. Employee feedback/review application also comes with this employee performance management software. ‍
  • IBM employee performance management software is an employee feedback/review application (360-degree feedback) that allows employees to provide managers with employee feedback and make necessary improvements. This employee performance management example also includes goal-setting application.

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How to create a performance management plan.

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With so many elements to manage, your performance management plan must work well for HR professionals and your employees. In this article, we will discuss how to create a performance management plan that will motivate your employees and help them be the best they can be in their job roles. Whether you’re dealing with high performers or those who need improvement, this article will help you manage them well.

Learn how to determine benchmarks and goals, communicate effectively, and follow up with employees to create an effective performance management plan for your company. Along with HR, we have interacted with leaders from accounting, IT, sales, marketing, customer service, and management who have all shared their tips on how to design a PMP that works well in their organizations. 

What is a Performance Management Plan?

A performance management plan is a strategic process that organizations use to improve employee performance and achieve business goals. It involves setting expectations, defining goals, providing feedback, and evaluating performance to enhance productivity and align individual objectives with organizational success.

Performance management plans are required to document an employee’s goals and objectives related to the organization’s goals, along with the skills and competencies needed to achieve these goals. Effective performance management plans can help an organization thrive, and they can even help keep your employees happy and engaged in their jobs! 

How to Create a Performance Management Plan? 

The following section talks about the performance management planning processes. It is important to have skilled and experienced HR leaders on board while planning the process. It will help steer the team in the right direction and avoid any discrepancies from creeping in. 

  • Document goals clearly : Once you know the direction to be taken, it’s time to create clear and measurable goals.
  • Communicate with your employees: Once the goals have been created, it’s important to communicate them with employees so they can work towards them. Check-ins are an effective way of providing feedback to employees on their progress and rewarding them when they do well. 
  • Provide feedback regularly : It’s also important to provide regular feedback to your employees by monitoring their progress. By checking in regularly with your employee, you’ll learn how they’re doing and provide helpful guidance as needed. When there are problems, give timely and constructive feedback so they know where they stand.
  • Keep track of progress: There’s no point in holding back until the end of the year to evaluate performance! Track your employees’ progress throughout the year and make adjustments where necessary. At least once a quarter, review past assessments with your team members to identify any changes that may be needed going forward.

Questions to Consider While Creating a Performance Management Plan

As an HR professional, you need to be clear on the business objectives of your organization to create an effective performance management plan. What are the goals of the company? What does success look like? Once you have answers to these questions, you can begin to create a plan that will help employees achieve these objectives.

  • Define what the organization’s goals are and what success looks like.
  • Assess where the organization is currently at in terms of achieving these goals.
  • Identify any gaps between where the organization is currently and where it wants to be.
  • Develop strategies for closing these gaps. 
  • Determine how each strategy will help the organization reach its goal. 
  • Determine who needs to be involved in this process, including managers and staff members who should be measured using this process 
  • Establish a timeline for implementing each strategy (e.g., set specific dates by which certain tasks must be completed). 
  • Put everything together into one document—preferably with short sections and bulleted points – so that it’s easy to read and understand.
  • Send out to appropriate stakeholders or colleagues for feedback or edit as needed

Get Up-to-date Responses

This will give you insight into how others perceive your work and where you can improve. Here are some tips for getting started: 

  • Talk to your manager – ask for specific feedback on your recent performance and where improvement is needed. 
  • Talk to your peers – ask them how they perceive your work and what areas they think you could improve in. 
  • Use performance review tools – many online tools can help you assess your performance, such as 360-degree feedback tools or performance appraisal software. These types of assessment tools will provide you with objective data about how well you’re doing in certain aspects of your job and can help guide your development.
  • Identify strengths and weaknesses – make a list of both the strengths and weaknesses that were identified by others, then take some time to explore these ideas. Consider the possibility that some of the perceived weaknesses may be strengths in disguise!  

Also Read: The Ultimate Guide: Develop a KPI System for Performance Reviews

Measure current performance.

To create an effective performance management plan, you first need to measure current performance . This will give you a baseline against which you can measure future progress. There are several ways to measure performance, but some common methods include surveys, interviews, focus groups, and data analysis .

All these methods have pros and cons. Hence, you need to identify what is most appropriate for your company. Once the right approach is known, you need to set SMART (Specific, Measurable, Actionable (and specific), Realistic (and challenging), and Time-bound (to define when objectives should be met)) goals. Next comes the tricky part – determining what type of disciplinary action or reward system is apt for your employees’ needs.

Here are some tips on how to go about this process: When defining punishments for bad behavior or rewards for good behavior, keep in mind that there are two different types of motivation – extrinsic and intrinsic. Extrinsic motivations come from outside sources like money, recognition, promotion, etc., while intrinsic motivations come from within sources like personal growth and accomplishment. So make sure to pay attention to both extrinsic and intrinsic when designing your reward/punishment systems. Also, remember that the severity of punishment or reward should match the severity of the infraction – never give a minor punishment for a major infraction or vice versa.

Important Steps to Follow 

The steps below outline the process for creating a plan and should be followed when creating new plans or updating existing ones.

  • Define what you want to achieve with your performance management system: What do you hope to gain from this system? How will it help improve organizational culture? How will it support succession planning efforts? Why is this important for the company’s growth and success? 
  •  Assess your current performance management system: Do evaluations happen annually or more often? Do employees know their strengths, areas for improvement, goals, objectives, and competencies? Are 360 reviews used in addition to the manager’s feedback? Is formal training provided before starting a new position or after each evaluation cycle starts (6 months)? Does everyone get constructive feedback no matter their job level or rank within the company? 
  • Define what you want to achieve with your performance management system
  • Assess your current performance management system
  • Identify gaps in your current performance management system
  • Choose the right performance management software for your needs
  • Implement your performance management system
  • Train employees on how to use the system
  • Evaluate and adjust your system as needed
  • Establish an appropriate timeline
  • Monitor the results of your new system by looking at metrics and employee feedback surveys
  • Check in periodically to see if there are any changes or issues that need attention, and make adjustments accordingly

Set Goals and Start Working For it

  • Set up performance goals and objectives early on
  • Align those goals with the company’s overall strategy
  • Involve employees in setting their own goals
  • Monitor progress against goals regularly
  • Use data to identify issues and areas of improvement
  • Address problems and give feedback promptly
  • Celebrate successes and lessons learned along the way 
  • Ensure that all parties understand their roles and responsibilities
  • Give regular, meaningful feedback that supports your employees’ development
  • Revisit performance management throughout the year as needed to support employee growth and business success
  • Follow through on corrective action plans, based on conversations and/or documented behaviors
  • Document everything! 
  • Evaluate if there is a need for any changes before starting over again with the same process at the end of every year
  • Commit to the ongoing dialogue about an employee’s performance from both sides to foster an environment where everyone feels heard and valued

Design an Incentive Plan to Nudge Employees in the Right Direction

If you want your employees to perform better, you need to give them a reason to do so. That’s where incentives come in. By offering rewards for meeting or exceeding goals, you can encourage your team to put forth their best effort. But how do you design an incentive plan that will work? Here are a few tips to keep in mind when designing an incentive plan: 

  • Incorporate at least two different types of rewards (cash and non-cash) 
  • Offer larger prizes for reaching ambitious targets 
  • Use well-established company metrics as your criteria 
  • Offer prizes every quarter instead of waiting until the end of the year – Pay out large sums of money incrementally over time to increase interest 
  • Put together a committee with representation from across the organization before creating an incentive plan

Make it Easy for Employees to Track Progress Towards Goals

It can be difficult for employees to keep track of their progress toward goals if there is no system in place. By creating a performance management plan, you can make it easy for employees to track their progress and see how they are doing. This will help them stay on track and motivated to achieve their goals. The performance management plan should include specific objectives that the employee is working on. 

These objectives should align with the company’s strategic goals and the employee’s personal career goals. When determining objectives, managers should consider the needs of both themselves and their team members before deciding what an objective might be. After establishing the objectives, supervisors need to monitor employees’ progress against their goals regularly.

Ideally, reviews should happen every six months but this timeline may vary depending on the situation. Objectives could also change throughout the year as new priorities arise and evolve.  The final part of any performance management plan is annual reviews which take place during the first quarter of each year at most companies. Reviews usually involve a conversation between supervisor and employee about how well they achieved their goal targets over the past year and plans for next year.

Metrics & Dashboards

Employees need to know where they stand to improve or maintain their performance. Regular feedback loops are essential, which is why managers and employees need to use objective data (aka metrics) and visual dashboards when communicating progress.

This way, both parties can see if an employee is on track with his or her goals. It will also make it easy for employees to look back on how they were performing at specific times of their careers for reflection purposes. If you want your employees to succeed, you need to give them opportunities for training and education. Formal classroom training is good, but hands-on experience—whether through internships or apprenticeships—is even better. 

Training gives your team new skills and knowledge while improving existing ones. Training may cost money upfront, but there’s no better investment than in your team’s future capabilities. Investing in their development now ensures that they’ll continue to be valuable members of your organization long into the future. 

Provide Necessary Training and Resources to Employees

Employee development is essential in an employee performance management plan. Employees who underperform and those who do well need ongoing training to achieve optimal levels of competence. A range of training and development methods can be integrated into a performance management plan. Performance management software allows business leaders to see an overview of the organization’s composition.

Organizational charts and people databases reveal the distribution of skills and qualifications across teams and departments. Experienced employees often take on mentoring new employees because they can share knowledge and insight with someone who hasn’t been doing the job for long. Through one-on-one coaching, mentors can answer questions and get to know their protegees better while allowing the employer flexibility in managing other roles. Although this means experienced workers have less time for themselves, they understand what needs to be done to keep their company running smoothly.

The most difficult part of creating an effective performance management plan is making sure that it is based on solid data. When you base your performance management plan on numbers and real-time information, it becomes easier to create goals that are specific, measurable, achievable, relevant, and time-bound (aka SMART). 

After assessing each employee’s strengths and weaknesses, use those details to craft individualized plans for each team member. This step is crucial because employees react better when there is personal involvement in their career path. With clear expectations, insight into how their performance impacts other workers, and regular feedback from managers/leaders/supervisors, employees can get clarity around what needs improvement or what they should do if something goes wrong.

As long as all parties are communicating with one another, everyone has access to information at all times. This makes it easy for everyone involved to stay up-to-date on where things stand at any given moment and solve problems before they spiral out of control into something much bigger down the road.

Also Read: How to Implement SMART Employee Goal Setting in Your Company

Want to know how Engagedly can help you in developing a performance management plan? Book a live demo with us.

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Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast . He is currently working on his next book, Ikigai at the Workplace, which is slated for release in the fall of 2023.

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What Is Performance Management?

Table of contents.

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When it comes to running a business of any size, information is key. From sales numbers and social media engagement to marketing lead conversion rates and operating costs, knowing how your company is faring compared to its overarching goals is paramount.

While it’s always a good idea to keep an eye on your company at the macro level, you should apply that same attention to detail to individual employees. With a carefully considered performance management process, managers and employees can refocus their efforts and set expectations that line up with the company’s goals.

What is performance management?

Performance management is a tool aimed at maintaining and improving employee performance. Through consistent communication and appropriate systems and processes, performance management helps ensure employees are performing to the best of their ability and meeting important goals.

Performance management consists of planning, monitoring, developing, rating and rewarding . Each step is important, but to be effective, performance management must be implemented strategically, integrated into your company culture , and align with overall organizational goals.

How do you create a performance management plan?

Establishing a strong performance management plan takes effort. Thinking about your company’s needs and ensuring that your managers and other employees understand those goals through consistent communication is a lot to start with, but it can really be a boon to overall productivity and enthusiasm. [ Check out BambooHR , our top pick for the best employee monitoring system for performance management.]

To kick-start the process, here are a few ways you can make sure you and your employees get the most out of performance management efforts.

1. Create measurable performance-based objectives and expectations.

Employees should understand and give input on how each objective’s success is to be measured. Expectations generally fall into two categories:

  • Results: These are the goods and services an employee produces, often measured by objectives or standards.
  • Actions and behaviors: These are the methods used to make a product or perform a service, and the behaviors and values demonstrated during the process. They can be measured through performance dimensions.

2. Define professional development plans.

Supervisors and employees should work together to create development plans. The plan can focus on skills aimed at mastering the job or on professional development skills beyond the scope of the employee’s job description . Employees should have a say in what new things they learn and how they can use those skills to the company’s benefit.

3. Meet regularly to discuss overall progress and identify potential roadblocks.

Rather than waiting until an annual review, managers and employees should be actively engaged throughout the year to determine overall goal progress.

Performance management plans should include clearly defined, measurable objectives, and employees should be actively engaged in their own performance management.

A major tenet of a good performance management plan is consistent focus on strategic goals and progress. Without that, employees are generally in the dark as to whether they made any solid improvements that contribute to the company.

Since employees need a clear understanding of what’s expected of them and how their goals fit into the company’s overarching success, it’s important to set company goals to define what success even looks like. To that end, Gary Cokins, an expert with decades of experience in enterprise and corporate performance management, said it’s up to the people at the top to establish what the company wants to achieve.

“If managers and employees don’t understand the executive’s strategy, how do we expect them to understand what they do each day, each week and in each decision?” he said. “Without that understanding, it’s hard to make sure everything aligns with the [performance management plan]. It’s the executive’s job to ask, ‘Where do we want to go?,’ but it’s the managers’ and employees’ job to find out ‘what we will do to get there.’” [Read related article: 6 Tips for Writing an Effective Performance Review ]

Performance expectations should go beyond the job description to cover a range of expected outcomes. Here are some examples:

  • What goods and services should the job produce?
  • What effect should the work have on the company?
  • How should employees act with clients, colleagues and supervisors?
  • What organizational values should the employee demonstrate?
  • What processes or methods should the employee use?

Why is performance management important?

Regardless of how big or small your company may be, performance management is an important thing to consider. In fact, business owners “should be thinking about [performance management] from day one,” according to Christine Tao, co-founder of Sounding Board.

“Performance management is really about understanding and motivating employees to perform effectively to support the broader goals of the organization,” she said. “It’s also about aligning the individual goals of employees to the broader goals of the organization – because if you can do so, you can help the company achieve peak performance in congruence with employees achieving individual peak performance.”

Tao says performance management can help companies of all sizes “really take off and see success that is driven from its teams .” If done correctly, performance management begins with an aligned set of measurable objectives for each employee and engenders a culture of learning and development for higher workplace performance. Armed with the knowledge of what’s expected of them, each staff member should be motivated to improve their skills, competencies, development and delivery of results. 

What are the benefits of performance management plans?

In most companies, the only evaluation employees receive from their supervisor or the human resource department is an annual performance review. In those conversations, employees are generally asked how they felt the past year went and what they can do to improve for the following year before receiving feedback. This boilerplate is potentially useful but predictable.

While that kind of appraisal helps illuminate the existing strengths and weaknesses of an individual staff member, a performance management process focuses on ongoing communication and accountability.

Experts believe that companies with an ongoing performance management process get better results than those that just have check-ins with management or human resources each year, since they can more easily root out what’s not working and double down on what is.

With periodic meetings with management, employees benefit from a continual push to progress, rather than a sudden rush to meet objectives once their review rolls around. Removing that scramble can yield drastically more positive outcomes for employees, managers and organizations.

According to Gallup , when a manager offers their employees daily feedback, workers are three times more likely to be engaged than those who receive feedback once a year or less.

Once implemented, an effective performance management plan has these benefits for employees, managers and organizations:

  • Improved communication: With regular check-ins from managers, employees are encouraged to communicate more freely about the company’s objectives and their performance goals.
  • Well-defined rules: With a better understanding of how they will be evaluated moving forward, employees and their managers can gauge how they’re doing without waiting for the next review.
  • Reduced stress: Everyone wants to be a good employee. Without feeling like they must try to impress a higher-up all the time, employees can focus on the task at hand. Meanwhile, managers are less likely to worry about offending underperforming employees.

How do performance management plans benefit everyone?

Performance management is a must for any company — regardless of size or industry. When employees receive clear expectations and honest feedback, they can continue to grow in their role, develop new skills and help meet larger company goals. 

Casey Conway and Nicole Fallon contributed to the writing and reporting in this article. Some source interviews were conducted for a previous version of this article.

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9 Performance Management Strategies for High-Performing Organizations

Natalie Wickham

Natalie Wickham

November 9, 2021 | 3 minute read

9 Performance Management Strategies for High-Performing Organizations

Leaders need to continuously coach, develop, and support their employees in their performance. But navigating this modern approach has proved difficult for some. To ease your struggles, here are a few productivity-boosting performance management ideas.

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What is performance management .

Performance management is the process that leaders use to maximize the performance of their workforce. An effective performance management strategy motivates, measures and develops the performance of employees to support big-picture goals. 

Leaders can leverage the process to outline expectations, create goals, offer feedback, evaluate results, and establish developmental opportunities. 

Why is Performance Management Important?

Performance management is the driving force behind business outcomes. With effective performance management strategies , you can support employee goals.

Without performance management, expectations are less clear and engagement decreases, making employees lose motivation. That’s why adopting the right performance management strategies is key to retaining top talent and driving success. 

Performance Management Ideas 

1. start with clear expectations..

Setting clear, outlined expectations is the first step to effective performance management. Without clear expectations, you can’t measure whether your employees are reaching or exceeding their goals.  

Be transparent and communicate the “why” behind your expectations. This helps employees understand their importance in the bigger scheme of things. 

2. Set, track, and check in on goals.

Leaders and employees should work together to set clear and aligned goals. Define key results and establish deadlines to help employees stay on track. 

Check in on goal progress with continuous communication to uncover what is going well and what isn’t. With this understanding in place, leaders can help support and coach employees to achieve success. 

Consider leveraging goal-setting and tracking software that boosts goal accountability and alignment. The right platform elevates goals throughout the organization to keep all employees on the same page.

3. Create a culture of feedback.

Give employees the chance to learn, grow, and improve their performance with constructive feedback. Let employees see what they are doing well, and where they are falling short with a platform built to boost trust and performance. 

An effective feedback tool will provide a platform for upward, downward, 180, 360, anonymous, and attributed feedback. This helps employees gain insight into next steps for improvement. As your employees grow, their productivity increases to achieve outcomes more consistently. 

4. Recognize the big and small things.

Employees need recognition for efforts—big or small—that contribute to team and business success. While this may seem simply like a nice-to-have, it’s imperative in increasing motivation and morale. When employees are recognized for their efforts, they are more likely to continue that behavior in the future.

Use a recognition platform that communicates your employees’ success to the entire organization. This helps maximize employee performance by highlighting their value to the organization and helping them feel more appreciated.

5. Coach through a variety of one-on-one meetings.

One-on-ones should be held at least monthly for managers and employees to stay on track. Focus your attention on what’s currently going well and what’s getting in the way of engagement and productivity.

With this information, leaders can better support their workforce to drive results. And a one-on-one tool can help increase these outcomes further. The right platform will simplify your conversations to increase trust, accountability, and feedback.

6. Get a pulse on employee experience. 

The best way to boost employee morale is by creating a positive employee experience. And the best way to create a positive employee experience is by asking your employees for their feedback. 

Leverage employee surveys to uncover your employees’ thoughts and perceptions about their day-to-day. With this information, you can understand what is going well (or not) to make adjustments and keep engagement high and performance up to par. 

7. Prioritize trust, respect, and inclusion. 

To create a positive workplace, employees and leaders need to have a foundation of trust, respect, and inclusion. Trust and respect among team members is key to effective collaboration. Without it, employees may feel demotivated, unaligned, or burnt-out from working in unpleasant teams .

Diversity of experience and thought provides perspective, versatility, and creativity. The best teams celebrate these differences because they realize it makes them stronger. Your efforts to increase trust, respect, and inclusion should be top of mind to promote performance. 

8. Make continuous learning a priority.

Your performance management strategy should also include development initiatives. To create a workforce of top talent , provide continuous learning and growth opportunities.  

Online training and webinars, cross training, and peer coaching, for example, are great ways to help employees grow. Don’t hesitate to invest in ongoing training and increase employee success.

9. Have ongoing discussions about impact, growth, and retention.

To understand the overall state of your talent, leverage continuous communication that highlights your employees’ talent trajectory. Employee impact, rate of growth, and retention risk should be assessed for your entire workforce.

To pave your path to success, consider implementing a talent review tool. The right platform will help you understand the state of your workforce to make better talent decisions. Uncover who is performing well, and who is a retention risk to better push future business outcomes. 

When your organization implements the right performance management ideas, you can celebrate top performance to have a healthy, successful organization. Pave your path to success and implement tips that help develop and grow your talent.

Learn how to implement a modern performance management system with our ebook and maximize employee, team, and business performance.

Moving Beyond Performance Management is Broken

Published November 9, 2021 | Written By Natalie Wickham

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performance management assignment examples

Performance review phrases for employee evaluation (with examples)

performance review phrases

The purpose of employee performance reviews is to evaluate an employee’s work performance, provide feedback on strengths and areas for improvement, set goals for future development, and foster communication and alignment between employees and management regarding expectations and objectives. The important thing is to communicate feedback in a way that is objective as possible and easy for employees and managers to understand . This list of performance review phrases will help you conduct evaluations fairly and effectively .

TABLE OF CONTENTS

Performance review comments example

Phrases for employee strengths and weaknesses, performance review career goals examples.

PHRASES FOR PERFORMANCE EVALUATION

  • Collaboration performance review comments
  • Teamwork performance review comments
  • Professionalism and Commitment phrases
  • Attendance performance review comments
  • Productivity and Quality of Work phrases
  • Adaptability performance review comments
  • Communication Skills/Interpersonal skills phrases
  • Innovation and Creativity performance review comments
  • Accountability performance review comments
  • Customer Focus and Customer Satisfaction phrases
  • Decision making and problem solving phrases
  • Dependability and Reliability performance review comments
  • Integrity performance review comments
  • Flexibility performance review comments
  • Leadership and Management performance review comments
  • Initiative performance review comments
  • Job knowledge performance review comments
  • Planning and Organization performance review comments
  • Time Management performance review comments
  • Attitude performance review comments

Performance review closing comments

  • Do performance reviews with software ✅

There are many different types of employee performance reviews , using a variety of performance management tools such as a 9-box grid . Another type of review employs 360 degree feedback which is a common feature of continuous performance management .

The way the phrases listed in this article could be used are demonstrated in the performance review comment example below:

During an annual employee performance review , a manager might provide a comment such as “John consistently demonstrates exceptional problem-solving skills, effectively resolving complex challenges.” This comment serves as an example of John’s strength in problem-solving and can be used to highlight his positive contributions and areas of expertise within the team. Additionally, it can serve as a basis for discussing specific accomplishments and areas for further development during the performance review discussion.

Employee strengths and weaknesses can be gauged in a performance review through objective metrics, self-assessment, manager evaluation, 360-degree feedback, performance appraisal forms, behavioral interviews, and skill assessments. These methods provide a comprehensive understanding of an employee’s performance, helping to identify areas of excellence and areas needing improvement.

When phrasing employee strengths and weaknesses during a performance review, it’s important to be specific, objective, and constructive. Here are some tips:

  • Be Specific: Use concrete examples and evidence to support your assessments rather than generalizations.
  • Focus on Behaviors: Describe observable behaviors and actions rather than making assumptions about personality traits.
  • Use Positive Language: Frame strengths positively to acknowledge achievements and motivate further development. For weaknesses, use constructive language that emphasizes opportunities for improvement.
  • Provide Context: Consider the employee’s role, responsibilities, and the organization’s goals when evaluating strengths and weaknesses.
  • Offer Support: For weaknesses, suggest strategies for improvement and offer resources or training opportunities to help the employee develop.
  • Balance: Recognize that every employee has strengths and weaknesses, and aim to provide a balanced assessment that acknowledges both.
  • Remove bias: Removing bias from reviews involves objectively evaluating employees’ performance based on measurable criteria and avoiding subjective judgments or preconceived notions.

Take a look at the following examples on how employee strengths and weaknesses can be phrased during a performance review cycle.

Performance review strength

Example Phrases for addressing employee strengths:

  • “Sarah consistently demonstrates strong leadership skills by effectively guiding her team to achieve project milestones ahead of schedule.”
  • “Tom’s exceptional communication skills foster a positive team dynamic and enhance collaboration across departments.”
  • “Lisa’s attention to detail ensures accuracy and precision in all her work, contributing to the high quality of deliverables.”

Performance review weakness

Example Phrases for addressing employee weaknesses:

  • “While John excels in technical skills, he could benefit from improving his time management to meet project deadlines more consistently.”
  • “While Rachel demonstrates creativity in problem-solving, she occasionally struggles with accepting feedback and incorporating it into her work.”
  • “David’s excellent interpersonal skills could be further enhanced by actively seeking out opportunities to mentor junior team members.”

Now that you know how to conduct performance reviews and phrase feedback in a way that is useful to employees and managers, read through the examples below to find the phrases you need for all situations.

Although performance reviews can be stressful for managers and employees alike, they provide an excellent opportunity to connect with employees and understand their career aspirations . By engaging in these discussions, managers can gain valuable insights into employees’ goals and preferences, helping to align organizational objectives with individual development paths . This proactive approach fosters a supportive and collaborative work environment, ultimately benefiting both employees and the organization as a whole.

Performance review phrases collaboration

Giving employees feedback on collaboration is crucial. It helps improve teamwork, resolves conflicts, and builds trust. Feedback also guides continuous learning and ensures everyone is working towards the same goals.

Use these phrases to give employees constructive performance review feedback on collaboration.

Meets or Exceeds Expectations

  • Demonstrates assistance to coworkers with tasks, even if outside direct responsibility.
  • Consistently aids coworkers facing task difficulties.
  • Effectively promotes cooperation to ensure team productivity and meet deadlines.
  • Displays willingness to offer assistance.
  • Receives constructive criticism positively.
  • Ensures assignments are followed through and followed up with.
  • Volunteers to aid other teams in meeting their goals.
  • Readily shares information and resources with colleagues.
  • Strives to understand diverse perspectives and find common ground.
  • Recognizes and credits others’ contributions.
  • Facilitates constructive conflict resolution by considering all sides.
  • Treats all colleagues equally regardless of role or level.
  • Keeps others informed of progress for collaborative input.
  • Demonstrates flexibility in reaching mutually beneficial agreements.
  • Respects others’ time by communicating delays and being punctual.
  • Supports team decisions even when differing from personal viewpoints.
  • Assists in the integration of new coworkers and their role understanding.
  • Identifies opportunities for effective coworker collaboration.
  • Promotes unity around shared goals.
  • Considers multiple viewpoints when evaluating alternatives.
  • Facilitates cooperation across departments and organizational boundaries.
  • Aids in orienting newcomers to workplace norms and policies.
  • Takes initiative to maintain positive working relationships.
  • Shows active interest in coworkers’ work and offers assistance.
  • Expresses appreciation for contributions to team success.
  • Maintains an open mind and reevaluates assumptions.
  • Acknowledges personal limitations and involves others as needed.
  • Prioritizes team needs over personal preferences.
  • Shares credit and deflects praise onto coworkers.
  • Makes an effort to connect with coworkers beyond work responsibilities.
  • Advocates for the team’s interests when interacting with other groups.
  • Helps foster an environment conducive to cooperation and mutual support.
  • Brings out the best in coworkers through respect, support, and positivity.
  • Integrates cooperation and collaboration into regular work approach.

Below Expectations

  • Demonstrates unwillingness to collaborate and prefers solitary work.
  • Unwilling to assist coworkers, even upon request.
  • Professional in work but hesitant to offer advice to others.
  • Demonstrates reluctance to work with others.
  • Least likely to offer assistance when needed.
  • Adapts to new tasks effectively but fails to communicate with and train others.
  • Withholds information and resources rather than sharing.
  • Dismisses others’ viewpoints without consideration.
  • Takes credit for joint work without acknowledging contributions.
  • Tends to argue rather than seek consensus.
  • Fails to make an effort to understand perspectives different from own.
  • Shows favoritism towards certain coworkers.
  • Keeps teammates uninformed about progress and plans.
  • Unwilling to compromise on issues important to others.
  • Misses deadlines without communicating delays appropriately.
  • Undermines group decisions that don’t align with preferences.
  • Fails to help new coworkers or ensure they understand their roles.
  • Fails to identify ways for coworkers to work together effectively.
  • Allows disagreements to divide the team rather than unite them.
  • Considers only personal perspective rather than multiple viewpoints.
  • Fails to facilitate cooperation between departments.
  • Fails to help orient newcomers or introduce workplace standards.
  • Does little to build positive relationships with coworkers.
  • Uninterested in others’ work and does not offer assistance.
  • Fails to acknowledge others’ contributions to success.
  • Closedminded and does not rethink assumptions.
  • Takes on too much personally rather than involving others.
  • Prioritizes selfinterests over team needs.
  • Takes credit for self and does not recognize others.
  • Detached from coworkers outside of work responsibilities.
  • Does not represent team interests to other groups.
  • Fosters an individualistic rather than cooperative culture.
  • Fails to bring out the best in coworkers.
  • Cooperation is not a regular part of work approach.

performance review software

Performance review teamwork phrases

During a performance review cooperation and teamwork are among the most important qualities that need to be evaluated. Check out these performance review comments on teamwork and choose the ones to ask employees during your next evaluation period.

Performance review phrases for teamwork

Meets expectations

  • Shows a high level of team spirit, readily cooperating with team members to get the job done.
  • Respects every team member.
  • Works well with others.
  • Always helps out to achieve the goals of the group.
  • Has a great willingness to help fellow teammates.
  • Is a good team member, very cooperative and helpful in times of need.
  • Actively participates in team discussions and shares workload.
  • Respects different opinions and encourages open dialogue.
  • Maintains harmonious relationships and resolves conflicts constructively.
  • Acknowledges contributions of others and praises the success of teammates.
  • Shares knowledge and resources willingly to help teammates succeed.
  • Maintains transparency and keeps teammates informed of progress and issues.
  • Respects deadlines of other departments and coordinates effectively.
  • Respects commitments to teammates and delivers on assigned responsibilities.
  • Maintains a collaborative approach and shares credit for team achievements.
  • Seeks feedback to improve and respects feedback from other team members.
  • Motivates teammates during difficult periods and boosts team morale.
  • Respects team norms and establishes a cooperative working environment.
  • Values different skills and backgrounds that teammates bring to projects.
  • Is flexible and willing to take on additional responsibilities as required.
  • Respects team boundaries and does not overstep limits of other roles.
  • Is respectful towards teammates and uses polite, considerate language.
  • Supports team decisions respectfully.

Below expectations

  • Does not have a good relationship with team members and sometimes refuses to accept their opinion.
  • Is not consistent in supporting teammates.
  • Does not understand how to share tasks with others.
  • Is more suitable to an individual-focused environment than a group-work environment.
  • Does not know how to cooperate with colleagues in the team to achieve targets.
  • Is reluctant to share work and seeks individual recognition over team achievements.
  • Argues with teammates and does not respect different opinions and views.
  • Fails to keep teammates informed of progress and roadblocks in a timely manner.
  • Takes credit for team successes but blames others for failures or mistakes.
  • Lacks flexibility and is unwilling to help teammates facing workload issues.
  • Plays politics within the team and fails to establish trust and cooperation.
  • Does not respect team norms and creates disruptions through unprofessional conduct.
  • Fails to value different skills and backgrounds of teammates.
  • Does not acknowledge efforts of others and is reluctant to praise teammates.
  • Argues with feedback and disrespects suggestions from other team members.
  • Discusses team matters outside inappropriately and damages confidentiality.
  • Lacks commitment to team goals and allows personal needs to hamper collaboration.
  • Is inflexible and unwilling to take on additional responsibilities as required.
  • Fails to establish rapport with teammates and comes across as arrogant.
  • Lacks initiative in resolving conflicts constructively and damages team harmony.

Performance review phrases professionalism

Professionalism isn’t just a quality; it’s also an attitude. A professional attitude can make working together much easier. Because of this, professionalism may also be evaluated during a review. In addition to phrases to evaluate professionalism in the workplace, this list also contains commitment performance review phrases.

Meets or exceeds expectations

  • Demonstrates self-motivation and strives to complete all tasks on time.
  • Exhibits perfectionism, persisting until achieving excellent results.
  • Displays significant interest in the job, constantly generating new ideas.
  • Possesses a high level of professional knowledge in the field.
  • Takes initiative and continuously seeks ways to improve work.
  • Maintains a positive attitude even during challenging times.
  • Takes pride in work and aims for high-quality outcomes.
  • Stays updated with ongoing learning in the field.
  • Approaches problems with care, diligence, and a solutions-oriented mindset.
  • Consistently delivers work exceeding role expectations.
  • Demonstrates passion for the profession and enthusiasm for work.
  • Represents the organization professionally in all interactions.
  • Pays meticulous attention to detail and rectifies errors.
  • Assumes responsibility for work and refrains from making excuses.
  • Manages time effectively to meet all deadlines.
  • Proactively seeks to improve processes and find efficiencies.
  • Maintains professional composure under pressure.
  • Dedicates efforts to serving organizational goals and priorities.
  • Exhibits high organization, ensuring well-documented work.
  • Proactively anticipates problems and develops solutions.
  • Takes on additional responsibilities voluntarily.
  • Willing to work extra hours when needed to complete tasks.
  • Maintains a high-quality portfolio of work achievements.
  • Seeks feedback to enhance skills and performance.
  • Sets an example of excellence motivating high performance.
  • Demonstrates leadership and mentors less experienced colleagues.
  • Displays full commitment to the organization’s success.
  • Pursues continuous expansion of expertise in the field.
  • Fails to fulfill required duties.
  • Takes excessive breaks and shows reluctance in duties.
  • Often attempts to leave the workplace early.
  • Shows little genuine interest in the job.
  • Punctuality and appearance are lacking.
  • Misses deadlines and avoids responsibility.
  • Produces sloppy work not meeting quality standards.
  • Makes excuses for errors or problems.
  • Resists feedback and lacks initiative.
  • Knowledge in the field is outdated or insufficient.
  • Represents the organization unprofessionally.
  • Fails to anticipate issues, leaving problems for others.
  • Avoids extra responsibilities and passes work to others.
  • Unwilling to work additional hours when necessary.
  • Ineffective in documenting or organizing work.
  • Demonstrates lack of dedication to organizational goals.
  • Disorganized, losing or misfiling important documents.
  • Displays a negative attitude impacting others.
  • Lacks punctuality, missing meetings or appointments.
  • Portfolio lacks substance and accomplishments.
  • Closed to feedback and unwilling to improve.
  • Shows lack of passion for the profession or field.
  • Fails to set a positive example for others.

Performance review phrases attendance

Recognizing employees for their punctuality and consistent attendance is crucial. Positive phrases may include highlighting their on-time arrivals, reliability in meeting deadlines, and adherence to company policies. This acknowledgment fosters a culture of reliability and contributes to a smooth workflow.

Attendance and punctuality performance review sample

Here’s a sample performance review comment addressing attendance and punctuality:

“Jane consistently maintains excellent attendance and punctuality, setting a reliable example for the team. Her consistent presence ensures that team meetings start promptly and deadlines are met without delay. Jane’s dedication to punctuality greatly contributes to the smooth operation of our department.”

Employee performance review phrases attendance

  • Performance is always reliable, following the work schedule well.
  • Manages the schedule efficiently, fully completing all assigned tasks for the week.
  • Sets a standard with perfect attendance.
  • Exemplifies an ideal employee, arriving and leaving on time, and taking breaks as scheduled.
  • Arrives fully prepared to tackle responsibilities every day.
  • Demonstrates reliability with no attendance concerns.
  • Punctual for work and meetings.
  • Always arrives prepared for work.
  • Notifies managers well in advance of planned time off.
  • Makes arrangements for coverage during absences.
  • Present and engaged during scheduled working hours.
  • Arrives early to prepare and stays late to complete work.
  • Adheres strictly to scheduled start and end times daily.
  • Always ready to start work promptly.
  • Schedules personal appointments outside working hours.
  • Coordinates schedules with coworkers to avoid disruptions.
  • Exemplifies attendance standards.
  • Ensures task coverage during absences with contingency plans.
  • Always on time for shifts, meetings, and deadlines.
  • Impeccable attendance and punctuality year after year.
  • Committed to being present and productive during work hours.
  • Optimizes schedule for productivity and availability.
  • Takes initiative to swap shifts as needed.
  • Reliable in unpredictable or emergency situations.
  • Attendance sets a motivating standard.
  • Communicates availability and schedule clearly.
  • Exemplary attendance record with no issues.
  • Demonstrates inconsistent attitude negatively affecting the team.
  • Follows appropriate schedule but often returns late from off-site activities, impacting coworkers.
  • Fails to meet punctuality standards.
  • Does not respond to communications promptly.
  • Frequently late for work, not adhering to attendance policy.
  • Takes unapproved time off or exceeds allotted leave.
  • Frequent absences or lateness without advance notice.
  • Leaves early or takes extended breaks without permission.
  • Unpredictable schedule disrupts coworkers’ work.
  • Fails to make arrangements during absences, causing workload pile-up.
  • Misses deadlines and appointments due to poor time management.
  • Regularly late to meetings and appointments.
  • Tardiness and absenteeism set negative example.
  • Frequently unavailable during scheduled hours.
  • Takes unscheduled days off with short notice.
  • Requires excessive supervision and follow-up due to inconsistent schedule.
  • Fails to adhere to attendance and punctuality policies.
  • Unpredictable whereabouts and availability.
  • Inconsistent response to communications.
  • Inconsistent schedule disrupts operations.
  • Attendance record shows repeated issues.

time tracking software

Performance review comments quality of work

Providing employees with feedback about productivity and quality of work is essential for their professional growth and contribution to organizational goals. By using performance review phrases tailored to productivity and quality of work, managers can offer specific guidance and set clear expectations, fostering a culture of continuous improvement and excellence in the workplace.

Productivity and quality of work performance review examples

  • Detail-oriented approach ensures consistently high-quality work.
  • Maintains a high level of accuracy consistently.
  • Upholds a good standard of productive work.
  • Takes on new responsibilities independently.
  • Demonstrates a strong grasp of job responsibilities.
  • Ensures accuracy in all tasks.
  • Attends to every detail in assigned tasks.
  • Valued for high-quality, accurate performance.
  • Developed [program/initiative] yielding [x] results.
  • Improved output/production by [x]%.
  • Surpassed start of year goals by [number].
  • Delivers consistent, reliable results for clients/customers.
  • Completes tasks efficiently well before deadlines.
  • Initiates process improvements for increased efficiency.
  • Minimizes rework or corrections in work.
  • Sets a high standard with work performance.
  • Maintains meticulous records and documentation.
  • Finds innovative solutions to complex problems.
  • Work product exceeds role requirements.
  • Completes extra tasks beyond normal duties.
  • Receives consistent praise from customers/clients.
  • Achieves results exceeding performance targets.
  • Delivers work on time and within budget.
  • Solutions are well-conceived and enduring.
  • Rarely achieves monthly performance targets.
  • Produces a higher defect rate compared to peers.
  • Work does not meet required output standards.
  • Demonstrates low knowledge of required work procedures.
  • Reluctant to take on new responsibilities.
  • Struggles to concentrate on work.
  • Unaware of job requirements.
  • Unreliable quality of work.
  • Fails to check work thoroughly before submission.
  • Unable to perform job without assistance.
  • Lack of concentration leads to high error rate.
  • Work doesn’t pass inspection by team members.
  • Overlooks task details.
  • Misses key task requirements.
  • Fails to meet basic quality standards.
  • Work requires excessive corrections.

performance review demo

Performance review phrases adaptability

Providing employees with feedback about adaptability is crucial because it helps them understand their strengths and areas for improvement in navigating changes and uncertainties within the workplace. By acknowledging adaptability through feedback, employees are encouraged to embrace new challenges, learn from experiences, and develop resilience, ultimately contributing to their professional growth and the overall success of the organization.

  • Maintains a calm and composed demeanor under stressful situations.
  • Acknowledges and recognizes proposals for change.
  • Promptly tackles changes while completing assignments.
  • Welcomes criticism to improve the business.
  • Willing to explore more effective business methods.
  • Adjusts approach when facing obstacles.
  • Considers different perspectives before deciding on action.
  • Incorporates feedback to improve work methods.
  • Remains open-minded towards new ideas and suggestions.
  • Readily accepts additional responsibilities when needed.
  • Flexible enough to take on varied tasks.
  • Adapts communication style to different personalities.
  • Makes necessary adjustments to changing priorities.
  • Alters approach based on unique situation demands.
  • Tailors solutions according to target audience.
  • Reworks procedures in response to shifting business needs.
  • Modifies plans readily with new information.
  • Fine-tunes methods to optimize performance.
  • Varies problem-solving techniques for differing issues.
  • Adjusts easily to new teams and working environments.
  • Alters traditional methods for more effective options.
  • Diversifies skill set through ongoing training.
  • Reconsiders solutions in response to changing needs.
  • Tweaks established processes with new developments.
  • Modifies deadlines and timelines to accommodate changes.
  • Reworks content for various presentation formats.
  • Streamlines operations by refining ineffective practices.
  • Upgrades skills continuously to stay ahead of changes.
  • Slow to confront changes.
  • Unwilling to accept even minor changes.
  • Easily confused about “out of plan” changes.
  • Unwilling to accept last-minute changes.
  • Struggles adjusting to unexpected obstacles.
  • Resists considering different viewpoints.
  • Fails to incorporate constructive criticism.
  • Dismisses new ideas without proper evaluation.
  • Declines additional responsibilities outside scope.
  • Struggles shifting between diverse tasks.
  • Uses a rigid communication approach.
  • Difficulty adjusting to shifting priorities.
  • Applies a one-size-fits-all solution method.
  • Struggles tailoring solutions for different audiences.
  • Slow to modify procedures in response to changes.
  • Fails to update plans with new information.
  • Does not fine-tune methods for better performance.
  • Uses a standardized problem-solving approach.
  • Difficulties adjusting to new teams and environments.
  • Clings to outdated methods despite better options.
  • Fails to expand skillset through ongoing learning.
  • Slow to reconsider solutions that no longer fit.
  • Uses a one-size-fits-all communication style.
  • Resists tweaking processes for new developments.
  • Does not refine strategies in line with market changes.
  • Teaches all learners uniformly regardless of needs.
  • Inflexible about deadlines and timelines.
  • Presents content in a rigid format.
  • Clings to ineffective practices rather than streamline.
  • Fails to upgrade skills to adapt to changes.

Performance review communication skills comments

Providing employees with feedback about communication is essential as it enhances teamwork, collaboration, and organizational effectiveness. Through performance review comments on communication and interpersonal skills, managers guide employees to understand how their communication impacts work relationships . By using performance appraisal communication skills examples and evaluation phrases, managers help employees improve their ability to convey ideas, resolve conflicts , and foster positive relationships.

Performance review phrases communication skills

  • Communication skills, both verbal and written, are highly effective.
  • Friendly communicator, building rapport with every division in the company.
  • Positive attitude and willingness to listen are highly appreciated.
  • Regularly gives constructive feedback.
  • Makes new employees feel welcome.
  • Provides accurate and timely information, both written and orally.
  • Actively listens to others.
  • Involves others in problem-solving.
  • Provides clear instructions and expectations.
  • Accepts criticism, is open to new ideas, and handles conflict constructively and diplomatically.
  • Articulates ideas in a clear and organized manner.
  • Communicates effectively with all levels of staff.
  • Establishes rapport easily with both internal and external contacts.
  • Shares credit and recognizes others’ contributions.
  • Gives and receives feedback professionally and productively.
  • Builds strong working relationships across departments.
  • Expresses empathy when listening to others.
  • Facilitates discussions to reach agreement.
  • Communicates appropriately for each audience and situation.
  • Addresses concerns respectfully and seeks mutually agreeable solutions.
  • Presents information compellingly to different groups.
  • Encourages open dialogue and the sharing of perspectives.
  • Mediates disagreements constructively to find common ground.
  • Maintains an approachable demeanor to foster collaboration.
  • Keeps others informed proactively through regular updates.
  • Clarifies expectations to ensure shared understanding.
  • Negotiates diplomatically to reach mutually agreeable solutions.
  • Fosters an environment of trust and respect among colleagues.
  • Expresses disagreement respectfully and proposes alternative options.
  • Welcomes diverse viewpoints and new ideas from all levels.
  • Facilitates cooperation across teams to accomplish goals.
  • Connects people to build new relationships and opportunities.
  • Keeps an open door to address any staff concerns constructively.
  • Makes others feel heard by paraphrasing their perspectives.
  • Brings people together, finds common ground, and moves discussion forward productively.
  • Acknowledges others effectively to build morale and engagement.
  • Resolves interpersonal issues diplomatically to maintain cohesion.
  • Keeps an even temper when under pressure or during disagreement.
  • Fails to communicate with team members effectively.
  • Must improve foreign language skills.
  • Not adept at documenting verbal communication.
  • Should work on this skill over the next 90 days.
  • Should communicate project status updates more frequently.
  • Seen as unapproachable by many coworkers.
  • Needs to work on listening to others.
  • Works well with own team but has an “us” against “them” mentality towards others within the company.
  • Struggles articulating ideas clearly.
  • Fails to communicate effectively across levels.
  • Difficulty establishing rapport externally.
  • Takes credit individually rather than recognizing others.
  • Gives feedback in an unproductive manner.
  • Lacks strong working relationships across departments.
  • Does not show empathy when others speak.
  • Does not facilitate discussions to reach agreement.
  • Uses inappropriate communication style.
  • Fails to address concerns respectfully to find solutions.
  • Presents information poorly to different groups.
  • Discourages open dialogue and sharing of perspectives.
  • Handles disagreements in an unconstructive manner.
  • Maintains an unapproachable demeanor.
  • Fails to provide regular updates proactively.
  • Lacks clarity on expectations.
  • Negotiates in an adversarial rather than cooperative spirit.
  • Fosters an environment lacking trust and respect.
  • Expresses disagreement disrespectfully.
  • Discourages diverse viewpoints and new ideas.
  • Fails to facilitate cooperation across teams.
  • Does not connect people to build opportunities.
  • Inaccessible to address staff concerns.
  • Does not acknowledge others’ perspectives.
  • Moves discussions in an unproductive direction.
  • Fails to acknowledge others effectively.
  • Loses temper during disagreement or pressure.

Performance review phrases for innovation and creativity

Providing employees with feedback about innovation and creativity is crucial for fostering a culture of innovation within the organization. By acknowledging and encouraging innovative thinking through feedback, employees are motivated to generate new ideas, solve problems creatively, and drive positive change. This feedback helps employees understand the value of their innovative contributions and reinforces a culture that values creativity, ultimately leading to improved organizational performance.

Creativity performance review phrases

  • Demonstrates the ability to develop creative solutions to solve problems.
  • Thinks outside the box to find the best solutions to particular problems.
  • Regularly contributes suggestions on how to improve company processes.
  • Constantly searches for new ideas and ways to improve efficiency.
  • Has launched creative initiatives such as [specific example].
  • Creates breakthrough and helpful ideas in meetings.
  • Trusted for a helpful and creative solution when facing difficulty.
  • A creative individual who often finds effective solutions to problems.
  • Develops innovative concepts for new products and services.
  • Approaches challenges with an imaginative mindset.
  • Generates fresh perspectives on existing problems.
  • Encourages the team to think creatively and come up with innovative solutions.
  • Fosters a culture of creativity and innovation within the team.
  • Recognizes and rewards creative thinking and innovation within the team.
  • Provides opportunities for the team to develop creativity and innovation skills.
  • Collaborates with the team to generate new and innovative ideas.
  • Willing to experiment with new approaches or ideas, enabling the team to innovate.
  • Seeks out new and innovative solutions to problems.
  • Receptive to feedback or suggestions from the team regarding creative solutions.
  • Prioritizes creativity and innovation in the team’s goals and objectives.
  • Invests in training or development programs to enhance the team’s creativity and innovation skills.
  • Provides a safe and supportive environment for the team to take creative risks.
  • Encourages the team to challenge the status quo and think outside the box.
  • Recognizes and appreciates the value of creative thinking and innovation in achieving business goals.
  • Proactive in seeking out new and innovative opportunities for the team.
  • Provides the necessary autonomy and freedom for the team to explore creative solutions.
  • Empowers the team to take ownership of their creativity and innovation efforts.
  • Recognizes and addresses barriers that may hinder the team’s ability to be creative and innovative.
  • Provides the necessary support and resources for the team to implement creative solutions.
  • Fosters a culture of experimentation and learning from failure.
  • Adapts to changing circumstances and finds creative solutions to new challenges.
  • Consistently comes up with fresh and innovative ideas to improve business operations.
  • Inspires the team to think creatively and embrace new ideas.
  • Balances creativity with practicality to find effective solutions.
  • Skilled at identifying opportunities for innovation and implementing them successfully.
  • Encourages a collaborative approach to problem-solving, leading to creative solutions.
  • Communicates complex ideas in a clear and creative manner.
  • Passionate about exploring new ideas and finding innovative solutions to problems.
  • Does not encourage the team to find creative solutions.
  • Demonstrates a lack of interest in contributing creative or innovative ideas.
  • Has a difficult time thinking “outside of the box” and creating new solutions.
  • Tends to act before thinking, causing problems when pushing untested or unexamined ideas forward too quickly.
  • Discourages creative solutions from the team.
  • Rarely considers new and innovative ideas from the team.
  • Shows little interest in exploring creative solutions to problems.
  • Tends to stick to traditional methods instead of exploring new and innovative approaches.
  • Not open to new ideas and tends to shut down creative suggestions from the team.
  • Lacks the ability to think creatively and come up with innovative solutions.
  • Does not value creativity and innovation in the team.
  • Resistant to change and new ideas, limiting the team’s ability to innovate.
  • Does not provide the necessary resources or support for the team to be creative and innovative.
  • Does not foster a culture of creativity and innovation within the team.
  • Not willing to take risks or try new things, hindering the team’s ability to innovate.
  • Does not encourage the team to think creatively and come up with innovative solutions.
  • Does not recognize or reward creative thinking and innovation within the team.
  • Does not provide opportunities for the team to develop creativity and innovation skills.
  • Does not collaborate with the team to generate new and innovative ideas.
  • Not willing to experiment with new approaches or ideas, limiting the team’s ability to innovate.
  • Does not seek out new and innovative solutions to problems.
  • Not receptive to feedback or suggestions from the team regarding creative solutions.
  • Does not prioritize creativity and innovation in the team’s goals and objectives.
  • Does not invest in training or development programs to enhance the team’s creativity and innovation skills.
  • Does not provide a safe and supportive environment for the team to take creative risks.
  • Does not encourage the team to challenge the status quo and think outside the box.
  • Does not recognize or appreciate the value of creative thinking and innovation in achieving business goals.
  • Not proactive in seeking out new and innovative opportunities for the team.
  • Does not provide the necessary autonomy and freedom for the team to explore creative solutions.
  • Does not empower the team to take ownership of their creativity and innovation efforts.
  • Does not recognize or address barriers that may hinder the team’s ability to be creative and innovative.
  • Does not provide the necessary support and resources for the team to implement creative solutions.

Accountability performance review phrases

Providing employees with feedback on accountability encourages responsibility, trust, and high performance, contributing to your company’s success.

Performance review accountability

In performance reviews, accountability is crucial for assessing employees’ reliability and commitment to their roles . Feedback on accountability evaluates their ability to take ownership of their work, meet deadlines, and fulfill commitments. It reinforces the importance of responsibility and reliability while setting clear expectations for future performance. By recognizing instances of accountability and addressing areas for improvement, managers cultivate a culture of trust and integrity within the organization, ultimately leading to improved employee engagement and productivity.

  • Demonstrates responsibility by assisting team mates with their tasks willingly.
  • Takes full accountability for actions and never avoids responsibility.
  • Assists coworkers promptly in response to workload changes.
  • Offers assistance to others proactively.
  • Volunteers assistance even when not expected.
  • Displays empathy towards others’ needs.
  • Strives to foster a positive work atmosphere.
  • Shows awareness of external environmental needs.
  • Efficiently utilizes time consistently.
  • Welcomes feedback on work openly.
  • Takes ownership of tasks from start to finish autonomously.
  • Identifies when additional help is needed and finds solutions without compromising quality or deadlines.
  • Acknowledges mistakes as opportunities for growth.
  • Considers impacts of actions and decisions on others.
  • Leads by example with a strong work ethic.
  • Maintains integrity and earns trust through consistent demonstration of competence.
  • Respects organizational hierarchy while contributing innovative ideas.
  • Finds purpose in work beyond self-interest.
  • Considers multiple perspectives and builds consensus before deciding on solutions.
  • Gives credit to others and shares team accomplishments.
  • Meets commitments reliably while adapting plans to new information.
  • Maintains a positive, solution-oriented mindset under stress.
  • Advocates for process improvements based on objective data.
  • Builds cooperative relationships across departments to enhance coordination.
  • Leads with compassion and mentorship.
  • Remains solutions-focused under pressure.
  • Admits gaps in knowledge and seeks guidance.
  • Approaches conflicts with empathy, fairness, and good faith.
  • Holds self to high standards with diligence.
  • Focuses on completing tasks before moving to new priorities.
  • Proactively leads and anticipates challenges.
  • Sets vision and strategy while empowering others.
  • Fosters a growth culture where all contribute.
  • Maintains a learning mindset to optimize outcomes.
  • Fosters collaboration for maximum impact.
  • Frequently shifts responsibility onto others.
  • Reluctant to acknowledge failures.
  • Struggles with accepting responsibility.
  • Often makes excuses for failure.
  • Blames processes and policies for shortcomings.
  • Resists feedback that challenges assumptions.
  • Takes credit for team accomplishments while avoiding blame.
  • Focuses on others’ mistakes rather than supporting improvement.
  • Fails to follow through on commitments.
  • Makes excuses for missed deadlines.
  • Acts entitled and resistant to additional responsibilities.
  • Avoids owning up to subpar work.
  • Plays the blame game instead of resolving issues constructively.
  • Lacks self-awareness and initiative.
  • Needs constant supervision and prompting.
  • Becomes defensive when standards are enforced.
  • Acts entitled when asked to improve.
  • Lacks ownership over projects.
  • Misses obvious problems.
  • Avoids difficult conversations and decisions.
  • Fails to acknowledge missteps.
  • Lacks attention to detail and quality.
  • Acts entitled when given feedback.
  • Lacks initiative and ownership.
  • Plays the victim rather than taking responsibility.

Performance review customer focus

Providing employees with feedback about customer focus is crucial as it reinforces the importance of prioritizing customer needs and customer satisfaction . This feedback aligns employee behavior with organizational goals, empowers employees to understand the impact of their interactions on customer experiences, and improves customer retention and business outcomes.

Performance review phrases for customer focus

  • Demonstrates skill in finding the right approach with any client, even the most critical.
  • Maintains politeness and friendliness with customers, avoiding interruptions during conversations.
  • Commits to fulfilling promises made to clients without fail.
  • Prioritizes the comfort and convenience of clients.
  • Goes above and beyond job requirements consistently to satisfy customers.
  • Exhibits proficiency in working with clients, receiving no complaints from them.
  • Handles difficult customers gracefully.
  • Achieves consistently high marks on customer satisfaction surveys.
  • Provides consistent, quality service to all customers.
  • Follows up with customers promptly.
  • Ensures customers are accurately informed, making an extra effort to do so.
  • Actively listens to customers, seeking to understand their needs and preferences.
  • Responds to customer inquiries promptly and professionally.
  • Takes ownership of customer issues and diligently works to resolve them.
  • Anticipates customer needs and offers proactive solutions.
  • Demonstrates empathy and understanding when customers express frustration.
  • Maintains a positive attitude even when dealing with challenging customers.
  • Takes responsibility for customer outcomes and aims to exceed expectations.
  • Builds rapport and trust with customers through consistent high-quality service.
  • Demonstrates flexibility and adaptability to changing customer needs.
  • Possesses a deep understanding of the products or services provided to customers.
  • Seeks feedback from customers to improve service and product offerings.
  • Maintains accurate and up-to-date records of customer interactions and needs.
  • Responds to customer complaints urgently and resolves them quickly.
  • Proactively identifies and addresses potential customer issues.
  • Exhibits patience and persistence in resolving complex customer issues.
  • Stays informed about competitors and industry trends to better serve customers.
  • Can handle everyday customer service situations but lacks flexibility and knowledge in complex issues.
  • Needs to reduce average time per call, especially when it is high.
  • Handles phone customer service well but struggles with face-to-face interactions.
  • Receives consistently low marks in customer satisfaction surveys.
  • Needs improvement in active listening skills.
  • Attendance and participation in customer service training sessions are lacking.
  • Frequently passes challenging issues to others instead of addressing them personally.
  • Demonstrates frustration with clients who ask questions.
  • Struggles with difficult customers, often deferring to a supervisor.
  • Lacks initiative in finding solutions to challenging customer issues.
  • Displays impatience or irritation with customers who have complex needs.
  • Fails to take ownership of customer issues and often passes them to others.
  • Lacks timely and effective follow-up with customers.
  • Shows a lack of empathy and understanding with dissatisfied customers.
  • Communicates poorly with customers, leading to misunderstandings.
  • Does not take responsibility for customer outcomes and tends to blame external factors.
  • Provides inconsistent service quality to customers.
  • Fails to anticipate customer needs or proactively offer solutions.
  • Does not seek or utilize customer feedback for improvement.
  • Neglects to maintain accurate records of customer interactions.
  • Responds slowly to customer complaints and does not resolve them promptly.
  • Lacks patience and persistence in resolving complex customer issues.
  • Lacks understanding of products or services offered to customers.
  • Fails to adapt to changing customer needs.
  • Does not maintain professionalism in high-pressure situations.
  • Lacks understanding of the importance of customer service.
  • Fails to proactively address potential customer issues.
  • Does not take customer feedback seriously or use it for improvement.
  • Fails to fulfill commitments made to customers, leading to dissatisfaction.
  • Shows reluctance to learn and improve in customer service skills.

Performance review phrases decision making

Providing employees with feedback about problem-solving and decision-making skills is essential for fostering innovation and efficiency. By acknowledging strengths and addressing areas for improvement, feedback empowers employees to develop critical thinking and sound judgment, leading to better problem resolution and increased productivity. Use these performance review phrases tailored to decision-making and problem-solving to provide employees with specific and actionable feedback .

Performance review phrases problem solving

  • Skillful at analyzing situations and working out solutions.
  • Clearly defines problems and seeks alternative solutions.
  • Demonstrates decisiveness in difficult situations.
  • Makes sound, fact-based judgments.
  • Carefully analyzes issues and explores different resolutions.
  • Demonstrates creativity and innovation in problem-solving.
  • Prioritizes competing demands and makes tough decisions.
  • Displays good judgment and critical thinking skills.
  • Identifies root causes of problems and addresses them effectively.
  • Considers all factors before determining the best course of action.
  • Thinks through potential consequences before finalizing plans.
  • Objectively weighs pros and cons to arrive at well-reasoned conclusions.
  • Solicits input from others to gain diverse perspectives.
  • Maintains composure under pressure and makes level-headed choices.
  • Approaches issues with an open mind to find optimal solutions.
  • Thinks creatively to tackle challenging problems.
  • Learns from past experiences to improve decision making.
  • Breaks large problems down into manageable pieces.
  • Balances the bigger picture with important details.
  • Gathers relevant facts from reliable sources.
  • Adapts decisions based on new information.
  • Finds practical solutions within constraints.
  • Evaluates outcomes and adjusts as needed.
  • Foresees potential obstacles or consequences.
  • Balances risks and potential benefits in decision making.
  • Draws logical conclusions based on evidence.
  • Considers diverse viewpoints to develop plans.
  • Prioritizes and tackles important issues first.
  • Remains open to new information and perspectives.
  • Re-evaluates solutions against goals and refines as needed.
  • Anticipates second and third order effects of choices.
  • Applies overly complex approaches to problem-solving.
  • Struggles with difficult problems.
  • Avoids awkward situations.
  • Loses focus when faced with complexity.
  • Makes hasty decisions without considering factors.
  • Fails to acknowledge flaws in reasoning.
  • Makes inconsistent decisions without rationale.
  • Does not re-evaluate choices when needed.
  • Fails to consider implications of decisions.
  • Does not gather sufficient information.
  • Allows emotions to cloud judgment.
  • Rejects contradictory input.
  • Becomes flustered under pressure.
  • Approaches issues with closed mind.
  • Focuses on single solutions.
  • Fails to see broader implications.
  • Does not learn from past errors.
  • Makes excuses for unsuccessful solutions.
  • Avoids responsibility for consequences.
  • Jumps to conclusions without facts.
  • Struggles to break problems down.
  • Loses sight of overarching goals.
  • Relies on anecdotes over data.
  • Fails to re-examine assumptions.
  • Does not establish evaluation criteria.
  • Ignores potential challenges.
  • Struggles to prioritize effectively.
  • Fails to adapt to changing circumstances.
  • Proposes unrealistic solutions.
  • Rushes through decisions without analysis.

Performance review phrases for dependability

Providing employees with feedback about dependability is crucial for maintaining trust and efficiency within the organization. It reinforces the importance of reliability and meeting deadlines , helping employees understand how their performance impacts team dynamics and productivity. By addressing areas needing improvement, feedback empowers employees to enhance their dependability and contribute more effectively to organizational success, fostering a culture of accountability and reliability.

Performance review phrases reliability

  • Willing to work overtime until the project is finished.
  • The go-to person if the task absolutely must be completed by a given time.
  • Dependable and turns in good performance each day. Never fails to impress.
  • Shows faithful commitment to getting the job done, consistently performing at or above expectations.
  • Known for dependability and willingness to do what it takes.
  • Can be counted upon for steady performance.
  • Consistently demonstrates solid performance in all aspects of work.
  • Handles projects conscientiously from start to finish.
  • Meets deadlines reliably and completes work within expected timeframes.
  • Follows through consistently and honors commitments.
  • Accepts responsibility for tasks and sees them through to completion.
  • Maintains a consistent level of quality and effort in all duties.
  • Work is thoroughly done right the first time with few errors.
  • Can be counted on to handle important tasks independently.
  • Punctual and dependable in attendance and timekeeping.
  • Keeps others informed of progress and potential delays.
  • Maintains focus and follows through to the end of projects.
  • Colleagues trust that work assigned will be done reliably.
  • Accountable and takes ownership of responsibilities.
  • Performance level remains consistent even under pressure.
  • Maintains composure and continues working steadily.
  • Proactive in preventing delays or issues with deadlines.
  • Work habits demonstrate discipline and dependability.
  • A rock others can lean on in times of heavy workload.
  • Performance level is unwavering despite distractions.
  • Delivers on commitments with consistent effort and quality.
  • Cannot depend on him. Better to assign tasks to someone else.
  • Productivity is not as good as coworkers’.
  • Very loyal but cannot be depended on. An irresponsible person.
  • Demands reliability from others, but not from himself.
  • Energy, drive, and performance levels are inconsistent and unpredictable.
  • Makes promises that aren’t kept.
  • Guarantees deadlines will be met, but consistently misses them.
  • Reliable when it suits him, constantly needs reminders for disliked tasks.
  • Work quality and effort levels vary unpredictably.
  • Does not demonstrate consistent ownership of responsibilities.
  • Makes excuses when failing to follow through on commitments.
  • Others cannot rely on him to manage important duties independently.
  • Work is error-prone, quality is not maintained.
  • Easily distracted or sidetracked from tasks.
  • Productivity decreases significantly under normal pressure.
  • Unreliable and inconsistent in following instructions.
  • Does not take initiative or demonstrate accountability.
  • Struggles to multi-task or manage deadlines effectively.
  • Colleagues cannot depend on tasks being done right the first time.
  • Becomes overwhelmed and makes poor choices when busy.
  • Struggles to maintain focus and follow projects through.
  • Misses important details and fails to deliver quality work.
  • Does not keep others informed of progress or delays.
  • Work cannot be depended on to meet professional standards.
  • Easily distracted by unrelated tasks or personal matters.

Performance review phrases integrity

Providing employees with feedback about integrity is crucial for upholding trust and ethical standards within the organization. It reinforces the importance of honesty, transparency, and adherence to organizational values, helping employees understand the impact of their actions on the workplace culture and reputation. Addressing any integrity concerns empowers employees to uphold ethical standards and contribute to a positive work environment, fostering honesty and trustworthiness throughout the organization.

Performance appraisal phrases for integrity

  • Very honest, never abusing company benefits for personal purposes.
  • Highly principled, treating all coworkers equally, regardless of gender, age, or any other factor.
  • Has the ability to resolve disputes with clients and partners peacefully.
  • Discourages gossip or other negative discourse at the workplace, forming a good working climate.
  • Understands legal responsibility to the company very well.
  • Strong sense of integrity underlies all dealings with vendors.
  • Makes decisions that consistently reflect a strong commitment to acting reputably.
  • Never shares confidential company information with outsiders without proper authorization.
  • Reports any violations of company policies or code of conduct witnessed.
  • Handles all customer complaints with empathy, respect, and care.
  • Takes responsibility for own mistakes and learns from them.
  • Gives credit to colleagues for their contributions and does not take sole credit for teamwork.
  • Leads by example with high ethical standards in all dealings.
  • Honest and transparent in all communication with management and peers.
  • Handles conflicts of interest appropriately and does not let personal interests influence professional decisions.
  • Respects privacy and protects sensitive information of customers, partners, and the company.
  • Makes well-considered decisions keeping long-term interests of stakeholders in mind.
  • Takes a principled stand against unfair treatment or discrimination.
  • Acts with utmost integrity in all internal and external interactions.
  • Takes responsibility for ensuring team follows the company code of conduct.
  • Leads by setting an example of high ethical values in day-to-day work.
  • Honest and transparent in documenting work progress and results.
  • Takes initiative to clarify and understand expectations to avoid misunderstandings.
  • Respects and complies with all applicable laws and regulations.
  • Handles sensitive information with discretion and does not misuse authority or access.
  • Truthful and factual in preparing any documents and records.
  • Leads by personal example of ethical and lawful conduct.
  • Occasionally made misleading statements that needed correction.
  • Accusations from customers of being untruthful.
  • Integrity does not seem to rank particularly highly on priorities.
  • Expects integrity from others, but doesn’t always display it himself.
  • Demonstrates acceptable levels of integrity only intermittently.
  • Showed several recent lapses in integrity.
  • Violates company standards and expectations regarding employee integrity.
  • Cost the company customers and money because of disingenuous behavior.
  • Integrity seems flexible when it suits purposes.
  • Lack of integrity undermines effectiveness and damages credibility.

Performance review phrases flexibility

Feedback on flexibility in performance reviews is important as it encourages employees to adapt to change and new ideas. It helps create a culture of innovation and agility in the organization. Ultimately, addressing flexibility promotes individual growth and organizational success.

  • Ready to make new and carefully considered decisions if the situation has changed and the previous actions have become inappropriate.
  • Ready to work extra hours if urgent and essential issues must be solved by the end of the day.
  • Strong and confident but at the same time open-minded. Always ready to consider proposals from colleagues.
  • Always stays aware of market changes to be able to react immediately. This awareness helps the company develop and flourish.
  • Shows initiative and is flexible when approaching new tasks.
  • Ready to consider new perspectives and adjust views if compelling counterarguments are presented.
  • Willing to take on additional responsibilities outside normal role when the team needs support.
  • Adapts smoothly to changing priorities and demands without becoming frustrated or overwhelmed.
  • Remains open to alternative solutions even after committing to a particular course of action.
  • Embraces diverse viewpoints and values the unique perspectives of all team members.
  • Receptive to feedback and uses it constructively to strengthen performance.
  • Transitions between tasks seamlessly thanks to ability to stay focused yet flexible.
  • Brings a versatile skill set to each new challenge and finds innovative ways to add value.
  • Tailors approach based on the unique needs of diverse clients and stakeholders.
  • Readily takes on different roles to ensure all work gets done to a high standard.
  • Handles unforeseen complications calmly and creatively without compromising quality or deadlines.
  • Maintains a high level of performance despite unpredictable demands and shifting company priorities.
  • Embraces change proactively and sees it as an opportunity rather than a disruption.
  • Finds the upside in difficulties and uses challenges to strengthen adaptability.
  • Approaches each new task with an open and inquisitive mindset rather than rigid preconceptions.
  • Does not excel at activities which require a high degree of flexibility.
  • Can change point of view without analyzing or defending it. Should be more certain about proposals.
  • Tends to resist activities where the path is unknown.
  • Becomes uptight when the plan changes.
  • Not comfortable when the agenda changes unexpectedly.
  • Prefers sticking to a set routine and gets uneasy with unexpected deviations.
  • Adapting to new situations does not come naturally and would benefit from being more open to change.
  • Gets stuck in rigid thinking and has difficulty considering alternative perspectives.
  • Shows reluctance to adjust approach even when presented with a better option.
  • New information that contradicts preconceptions can make defensive rather than open-minded.
  • Last-minute changes can frustrate as likes advance preparation and scheduling.
  • Tendency to get stuck in rigid ways of thinking instead of considering different perspectives.
  • Adjusting to alternative solutions requires more effort than sticking to original idea.
  • Shows reluctance to modify strategies even when circumstances change.
  • Openness to alternate viewpoints is an area that can further develop for improved flexibility.
  • Demonstrates rigidity in thinking patterns and could benefit from strengthening adaptability skills.
  • Going outside prescribed processes to get work done can be challenging.

Performance review for leadership

Providing employees with feedback about leadership skills during performance reviews is essential for their career growth and the organization’s success. This feedback helps employees understand their strengths and areas for improvement in leading teams and projects, aligning their behavior with organizational goals and values. By addressing any gaps in leadership capabilities, feedback empowers employees to enhance their skills and positively impact team performance, fostering a culture of effective leadership within the organization .

  • Distributes resources in an appropriate manner depending on the priority of assignments.
  • Establishes a corporate culture of reliability and caring.
  • Is ready to share information and knowledge for the common development of all staff.
  • Is very helpful when mentoring entry-level staff getting used to their jobs.
  • Creates a culture of dialogue.
  • Recognizes staff for a job well done.
  • Allocates tasks appropriately based on the prior assignments.
  • Understands people and the different ways to motivate them to get the job done.
  • Provides constant coaching and guidance to employees.
  • Cultivates an atmosphere of teamwork and cooperation.
  • Leads by example with integrity and strong work ethic.
  • Empowers staff to take initiative within clear guidelines.
  • Encourages open communication up and down the chain.
  • Provides regular constructive feedback and coaching.
  • Celebrates both individual and team achievements.
  • Makes oneself available as needed for guidance.
  • Helps staff set and pursue career development goals.
  • Delegates appropriately based on competencies.
  • Gives credit to staff for accomplishments.
  • Removes obstacles to allow staff to excel.
  • Provides stretch assignments for growth opportunities.
  • Leads with a vision that inspires commitment.
  • Empowers staff to find innovative solutions.
  • Cultivates an inclusive environment of respect.
  • Confuses the employees through different directions and guidance.
  • Rarely shows appreciation for good performance.
  • Fails to explain procedures to subordinates clearly. Lacks the qualifications to be an effective mentor.
  • Gets frustrated easily with new team members and fails to offer any support.
  • Often impatient and unhelpful.
  • Sends mixed signals to the team regarding goals and day-to-day activities.
  • Rarely shows any recognition to the team.
  • Sets unreasonably high expectations for the team.
  • Provides inconsistent direction without clarity.
  • Does not recognize contributions publicly.
  • Lacks patience when explaining procedures.
  • Appears unsupportive of new staff questions.
  • Shows irritation easily instead of calm guidance.
  • Sends conflicting cues about priorities.
  • Sets unrealistic targets without resources.
  • Does not cultivate an atmosphere of trust.
  • Delegates poorly without clarity on expectations.
  • Does not connect staff to learning opportunities.
  • Lacks vision and fails to inspire commitment.
  • Plays favorites within the team.
  • Shows lack of interest in staff development.
  • Fails to build an inclusive work culture.
  • Lacks integrity and consistency in leadership.
  • Is unavailable and unapproachable as needed.

performance software

Performance review comments initiative

Providing feedback on initiative during performance reviews is important because it encourages employees to take action and contribute ideas. It helps create a culture where employees feel empowered to drive progress and innovation . Ultimately, addressing initiative promotes success for both individuals and the organization.

  • Doesn’t wait for instructions, shows initiative to find new tasks.
  • Requires minimal supervision, shows initiative independently.
  • Goal-oriented, sets own priorities to accomplish job.
  • Takes initiative in overcoming obstacles and finding resolutions.
  • Considered best person in group for innovative ideas and effective working methods.
  • Never minds taking on new tasks, even the most difficult ones.
  • Consistently looks for ways to add more value through continuous improvement.
  • Willingly takes on additional responsibilities outside core job scope.
  • Proactively seeks out new challenges and stretches continuously.
  • Takes ownership and drives tasks from start to finish without needing oversight.
  • Solves problems independently before escalating issues.
  • Identifies needs and opportunities others may miss and acts quickly.
  • Leads by example, inspires others through high levels of self-motivation.
  • Identifies and implements efficiencies to optimize performance.
  • Initiates collaborative relationships for mutual benefit.
  • Takes on additional work during peak periods without needing to be asked.
  • Approaches challenges with a can-do attitude, finds solutions independently.
  • Identifies and acts on opportunities for organizational improvement.
  • Proactively manages workload and workstreams with little supervision.
  • Implements best practices to continuously raise performance.
  • Takes ownership of projects, driving them proactively.
  • Applies skills to new areas for organization’s benefit.
  • Builds strong internal and external working relationships proactively.
  • Contributes innovative ideas at team meetings and discussions.
  • Takes on stretch assignments eagerly to accelerate learning and growth.
  • Drives continuous improvement initiatives independently.
  • Implements new processes or systems for enhanced effectiveness.
  • Pitches in to help others complete their work as needed.
  • Takes actions independently to advance organizational priorities and strategy.
  • Seems too difficult for him to do job on his own.
  • Poor abilities to establish priorities and courses of action for self, lacks planning and follow-up skills to achieve results.
  • Needs close supervision when performing assignments.
  • Doesn’t seek out opportunities to learn and grow within role.
  • Passively waits to be told what to do rather than driving tasks proactively.
  • Lacks motivation, relies heavily on external direction.
  • Fails to identify needs and opportunities for improvement.
  • Does not look for ways to add more value or take on additional responsibilities.
  • Avoids or is slow to take on new challenges and stretch assignments.
  • Escalates issues prematurely rather than solving problems independently.
  • Struggles to work independently, not self-starting.
  • Lacks proactive, solution-oriented approach to tasks and challenges.
  • Fails to identify opportunities for process improvements.
  • Relies on others to identify additional work needed during peaks.
  • Lacks can-do attitude, depends on others to solve problems.
  • Ineffective at independent time management and workload prioritization.
  • Does not initiate implementation of industry best practices.
  • Lacks ownership over projects, depends on significant oversight.
  • Rarely contributes innovative ideas or suggestions proactively.

Employee performance review comments job knowledge

Giving employees feedback about job knowledge during performance reviews is essential to ensure they have the skills needed for their roles . It reinforces the importance of continuous learning and staying updated on industry trends. Addressing job knowledge promotes competence, growth, and excellence within the organization.

Performance review job knowledge phrases

  • Possesses perfect knowledge and skills useful for the job.
  • Has deep knowledge of products and particular characteristics of company’s products.
  • Takes available opportunities to increase knowledge of relevant job skills.
  • Completes assignments accurately and efficiently.
  • Maintains up-to-date level of professional and technical knowledge.
  • Demonstrates knowledge of job on a daily basis.
  • Always applies new knowledge to work and keeps up with changes in field.
  • Has excellent grasp of technical aspects of role.
  • Seeks out opportunities for continuous learning and skills development.
  • Demonstrates expertise when answering questions from others.
  • Applies specialized skills and knowledge effectively to all tasks.
  • Troubleshoots issues efficiently using in-depth product understanding.
  • Keeps well-informed of best practices and emerging standards.
  • Delivers work to expert level through extensive learning.
  • Takes advantage of all training opportunities provided.
  • Shares knowledge and expertise willingly with others.
  • Learns quickly and applies new skills independently.
  • Stays well-informed on industry news and competitor offerings.
  • Contributes insights based on in-depth knowledge and research.
  • Provides expert guidance to others regularly.
  • Enhances knowledge continuously through self-study.
  • Makes complex topics easily understood for others.
  • Recommends process improvements based on leading practices.
  • Mentors less experienced team members effectively.
  • Incorporates feedback to enhance skills and performance.
  • Cannot fulfill duties due to lack of necessary knowledge of job.
  • Not as knowledgeable about job and its requirements as expected.
  • Doesn’t know key fundamentals of job, always asks for other people’s instruction.
  • Repeatedly asks same questions about job duties, does not retain important information.
  • Skill set does not meet requirements for job.
  • Not taking advantage of available learning resources to expand job knowledge.
  • Relies too heavily on others rather than developing greater self-sufficiency.
  • Learning plan needed to strengthen job knowledge and skills.
  • Consistently demonstrates lack of understanding of job requirements and expectations.
  • Job knowledge falls short of what is necessary to perform duties effectively.
  • Frequently makes mistakes due to inadequate knowledge of job.
  • Struggles to keep up with demands of job due to limited understanding of its complexities.
  • Has not demonstrated necessary proficiency in job duties despite attempts to improve performance.
  • Has not shown significant improvement in job knowledge since hire date.
  • Frequently requires assistance from colleagues to complete tasks within job knowledge.
  • Appears to have limited understanding of company’s policies and procedures.
  • Has not demonstrated ability to apply job knowledge to real-world situations.
  • Lacks necessary training and experience to perform job duties effectively.
  • Has not demonstrated understanding of importance of job duties to company’s success.
  • Consistently fails to meet expectations set for job performance.
  • Struggles to keep up with changes in industry due to limited job knowledge.
  • Has not shown initiative to improve job knowledge or seek additional training.

hiring software

Planning and organizing performance review phrases

Giving feedback on planning and organizing during performance reviews helps employees work more efficiently . It reminds them to set goals, prioritize tasks , and manage time effectively. Improving these skills leads to better results for the organization.

Meets or exceed expectations

  • Demonstrates good organizational and planning skills.
  • Adheres to deadlines and meets production benchmarks.
  • Prioritizes tasks effectively based on importance and urgency.
  • Allocates sufficient time and resources to complete projects according to deadlines.
  • Schedules work systematically and maintains detailed work plans.
  • Anticipates risks and roadblocks in advance to plan contingencies.
  • Delegates tasks based on skills and workload of team members.
  • Monitors progress regularly and makes adjustments to plans proactively.
  • Maintains organized documentation, records, and reports on ongoing work.
  • Schedules important meetings to ensure timely coordination and progress.
  • Plans budgets effectively and completes projects within allocated cost estimates.
  • Manages time efficiently and completes tasks as scheduled without delays.
  • Establishes standard operating procedures for efficient task completion.
  • Plans for potential emergencies and contingencies in advance.
  • Schedules work in a manner that prioritizes quality over quantity.
  • Ensures proper coordination between different teams and departments.
  • Maintains a calendar of important dates and deadlines to track progress.
  • Schedules work in a manner that balances multiple ongoing projects.
  • Plans and schedules work to achieve objectives within given timeframes.
  • Prioritizes new tasks based on strategic organizational goals and objectives.
  • Schedules tasks for optimum resource utilization and efficiency.
  • Finds it difficult to plan an action without instruction.
  • Fails to resolve problems in a timely manner.
  • Finds it challenging to determine priorities among competing demands on time.
  • Has trouble planning work schedule around deadlines and commitments.
  • Requires frequent supervision to stay on track and complete tasks.
  • Gets easily distracted and has difficulties managing interruptions.
  • Fails to anticipate resource requirements and bottlenecks in advance.
  • Struggles to adapt plans when priorities change or issues arise.
  • Finds it hard to delegate tasks and monitor progress independently.
  • Does not maintain documentation and records work updates properly.
  • Has difficulties coordinating with others and sharing status updates.
  • Lacks attention to detail and often misses important planning steps.
  • Unable to estimate time requirements accurately for projects.
  • Does not consider quality standards while scheduling work.
  • Fails to identify and mitigate risks proactively in project plans.
  • Unable to adapt to changes in priorities or scope without issues.
  • Struggles to think ahead and anticipate future planning requirements.
  • Unable to allocate budgets effectively for projects and tasks.
  • Requires reminders to schedule important client or vendor meetings.

Performance review phrases time management

Giving feedback on time management during performance reviews helps employees work more efficiently and meet deadlines. It reminds them to prioritize tasks and manage their workload effectively. Improving time management skills leads to better performance and outcomes for the organization.

Performance review time management phrases

  • Performs tasks with dedication and always accomplishes them on time.
  • Demonstrates the ability to manage various tasks and complete them punctually.
  • Uses time effectively to address both major and minor responsibilities weekly.
  • Divides time logically to achieve set goals.
  • Sets clear priorities and objectives to remain focused on important tasks.
  • Prioritizes tasks and efficiently completes them within given timeframes.
  • Prepares detailed schedules and accurately estimates task durations.
  • Avoids distractions to maximize productivity.
  • Allocates sufficient buffer time for contingencies and revisions.
  • Multitasks effectively without compromising work quality.
  • Periodically re-evaluates schedules and adjusts timelines proactively.
  • Delegates tasks appropriately for optimal workload distribution.
  • Regularly monitors progress against schedules and deadlines.
  • Consistently completes tasks on time and manages time effectively.
  • Respects others’ time and fulfills commitments as promised.
  • Transparently shares status and challenges regarding timelines.
  • Manages time effectively, even when faced with unexpected challenges.
  • Highly organized and effectively manages time to meet all deadlines.
  • Unable to manage time effectively, repeatedly missing project deadlines.
  • Needs to improve time management skills for better efficiency.
  • Should create weekly work plans to optimize task performance.
  • Struggles to complete tasks due to ineffective time management.
  • Takes excessive time to complete tasks, requiring better weekly planning.
  • Fails to prioritize tasks and loses focus on critical assignments.
  • Underestimates task durations.
  • Procrastinates and delays tasks until the last minute.
  • Easily distracted by social media or non-work related activities.
  • Lacks planning and scheduling skills to manage work effectively.
  • Ineffective in delegating tasks.
  • Fails to communicate proactively about delays or missed deadlines.
  • Does not set clear objectives or priorities for work.
  • Unable to estimate realistic timelines for tasks and projects.
  • Does not regularly monitor progress against schedules and deadlines.
  • Disregards others’ time and frequently misses commitments.
  • Does not take ownership of work and blames external factors for delays.

track time

Performance review phrases attitude

Providing feedback on attitude during performance reviews is important for a positive workplace . It emphasizes the value of teamwork and productivity, helping employees understand how their behavior affects colleagues and the organization’s culture .

  • Builds an atmosphere of trust within the team.
  • Cheerful attitude uplifts others in his presence.
  • Never complains about the job or colleagues.
  • Focuses on the positives when dealing with problems.
  • Enthusiastically motivates other team members.
  • Finds opportunities to praise others for their efforts and accomplishments.
  • Maintains a positive outlook even during stressful times.
  • Energy and optimism are contagious.
  • Makes others feel valued and respected.
  • Looks for solutions rather than dwelling on problems.
  • Smile and friendly manner create a pleasant work environment.
  • Finds the good in every situation.
  • Positivity raises the morale of those around him.
  • Makes others feel heard and encourages open communication.
  • Optimism is contagious and lifts the spirits of colleagues.
  • Looks for lessons in failures and mistakes.
  • Encouragement and support motivate others to do their best.
  • Brings a sense of fun to work.
  • Finds ways to acknowledge others for their efforts regularly.
  • Friendly demeanor puts others at ease.
  • Expresses appreciation for colleagues and their contributions.
  • Enthusiasm is contagious and inspires hard work.
  • Focuses on shared goals and teamwork rather than individual accomplishments.
  • Positivity makes him a pleasure to work with.
  • Finds ways to learn from both successes and failures.
  • Can-do attitude boosts productivity.
  • Makes others feel their contributions are valued.
  • Upbeat manner keeps the team working together harmoniously.
  • Language and voice level can be inappropriate.
  • Tends to trigger problems between coworkers.
  • Displays an overly sensitive and pessimistic personality, focusing too much on negatives.
  • Talks negatively about other team members.
  • Needs to focus on the positive aspects of the job and team.
  • Complaints undermine team morale.
  • Dwells excessively on problems rather than seeking solutions.
  • Contributes to tension and friction within the team.
  • Often has troubles with coworkers, easily angered and argumentative.
  • Pessimism saps the energy of colleagues.
  • Finds fault easily and fails to acknowledge others’ efforts.
  • Takes criticism too personally and becomes defensive.
  • Blames others and refuses to accept responsibility for mistakes.
  • Lacks tact and consideration in interactions.
  • Needs to control temper and attitude, avoiding strong reactions to negatives.
  • Fails to acknowledge colleagues’ good work.
  • Irritability negatively impacts morale and team cohesion.
  • Criticism of colleagues breeds resentment and mistrust.
  • Sees setbacks as personal failures rather than learning opportunities.
  • Complaints and criticisms distract from productive discussions.
  • Contributes more problems than solutions.
  • Lacks emotional control and self-awareness in interactions.
  • Focuses excessively on minor issues rather than larger goals.

Ending a performance review with closing comments is an opportunity to summarize key points, express appreciation, and set expectations for the future.

Here’s how you could do it:

“Thank you for your dedication and commitment throughout this review process. Your hard work and achievements are greatly valued and appreciated. As we move forward, I encourage you to continue building on your strengths and addressing areas for improvement. Thank you again for your contributions to our team.”

For a simple, yet effective method of employee evaluation, download this free 9 box grid template or this free 360 degree feedback template .

Performance evaluation software

Conducting performance reviews can consume a significant amount of your valuable time and require considerable effort to ensure efficiency. Consequently, they are often overlooked or not taken seriously. However, they are among the most useful tools for enhancing workforce productivity and fostering teamwork, thereby sustaining the organization in the long term.

The most effective way to conduct performance reviews is through HR (human resources) software. Factorial, an HR software solution , offers a comprehensive set of performance management tools and analytics . To learn more about how Factorial can streamline your HR processes by centralizing them in a single platform —rather than scattered across spreadsheets, emails, and paperwork— book a demo to chat with an HR product specialist by clicking the banner below or the button in the top right corner!

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  •  Guest Posts

150 Performance Review Examples and Phrases for Giving Effective Feedback

A performance review is an opportunity for your employees to grow. Discover 150 employee performance review examples to help you give constructive feedback.

examples for performance review phrases

Table of Contents

Employee performance reviews are crucial for all businesses. They let managers or supervisors assess their staff members' work and offer them insightful, constructive, and honest employee feedback on their:

  • Areas of improvement

Employee engagement is also largely dependent on performance reviews. Therefore, you should know the appropriate words or phrases or employee performance review examples to use during a performance evaluation.

Complicated and wordy messages can confuse both the reviewer and the reviewee and, thus, detract from clarity.

However, if you go about it appropriately, performance reviews can promote your employees' professional growth by reinforcing good habits, rectifying undesirable behaviors, and inspiring them to perform better.

Therefore, to help you comprehend better, we’ve curated a list of 150 performance review phrases. But before we go through the list, let's understand what a performance review is in brief.

What is a performance review?

Reviewing the performance of employees is a critical aspect of running a business. It helps to improve the efficiency and productivity of your employees. Effective performance reviews can also help employers accomplish the following:

  • Adequately distribute raises or pay increases
  • Assist team members in acquiring new skills
  • Outline the goals and expectations of the company

Based on the business capacity and size and the goals of the assessments, each company's review procedure may vary in frequency and complexity. The performance review assessments can be carried out either yearly or quarterly.

150 Useful performance review phrases

Below is a list of 150 performance review phrases and examples that you can use based on the position, function, or personality of the employee in question:

1. Teamwork

Here are 9 positive examples of performance review phrases for teamwork:

  • Willing to be counted on by their teammates and expect the same in return
  • Develops strong relationships in a professional setting with coworkers, superiors, and other staff members
  • Provides support to teammates on their tasks, even though they are not directly responsible for them or obliged to help
  • Exemplifies a culture of collaboration on a daily basis
  • Readily collaborates with their coworkers to accomplish the goal
  • Exceptionally adept at motivating team members to bring out their best effort.
  • Oversees the team's operations and delegates tasks to team members appropriately.
  • Built a highly motivated team that collaborates to commence and finish the task on or before the deadline
  • Always willing to assist teammates who are going through a tough time with their responsibilities

Here are 9 negative examples of performance review phrases for teamwork:

  • Seems more concerned about achieving their targets than helping anyone who might require some assistance
  • Struggles to acclimatize after transferring from a sector that is very autonomous to one that is team oriented
  • Although an expert, they tend not to provide professional guidance or assistance to those who may need
  • Struggles with completing assignments while collaborating with others
  • Doesn't care enough to inspire team members to perform at their highest level while working

2. Attendance

Here are 7 positive examples of performance review phrases for being attentive :

  • Replies to emails and attends calls of stakeholders on time
  • Attend conferences, workshops, and seminars on time at all times
  • Always arrive on time for work each day
  • Completed X years of flawless attendance
  • Consistently available even when their division's work schedule is unrelated to it
  • Follows the schedule and plan as accurately as attainable
  • Always shows up on time, sticks to the schedule, and takes lunch breaks as scheduled

Here are 6 negative examples of performance review phrases for being attentive:

  • Attends far too many personal phone calls on a daily basis
  • Routinely goes past their allotted lunch break, affecting their productivity
  • Does not adhere to the attendance requirements set forth by the organization
  • Shows up at work late on a regular basis
  • Consistently exceeds the allotted number of leaves
  • Must learn to arrive timely after scheduled leaves

3. Interpersonal skills

Here are 8 positive examples of performance review phrases for good interpersonal skills:

  • Has strong interpersonal skills and needs little to no instruction in communicating well with others
  • Possesses the ability to deal with sensitive circumstances promptly and efficiently
  • Can hear and effectively comprehend verbal and nonverbal indications from coworkers
  • Ensures that their teammates are comfortable with a decision made by a higher authority
  • Is an excellent team player who enjoys working with others
  • Possesses the ability to resolve team conflicts
  • Has the capability to collaborate with colleagues to resolve conflict in a respectful manner
  • Possesses the ability to communicate clearly with people from different cultures, places, etc.

Here are 5 negative examples of performance review phrases for good interpersonal skills:

  • Refuses to take constructive criticism from coworkers that can help them grow in the corporate world
  • Interacts with coworkers in an abrasive and unprofessional manner
  • Refuses to take any  initiative or incorporate constructive suggestions made by coworkers
  • Reacts defensively to constructive criticism
  • Appears uneasy when questioned during team meetings

4. Communication skills

Here are 7 positive examples of performance review phrases for good communication skills:

  • Adept at efficiently conveying complex messages and decisions
  • Routinely offers constructive criticism
  • Communicates complex subjects to the rest of the team in a transparent and understandable manner
  • Asks interesting and meaningful questions
  • Not afraid to answer when confronted with a difficult question
  • Is skilled at summarizing and conveying critical business decisions
  • Is open to hearing other people's opinions

Here are 7 negative examples of performance review phrases for  communication skills:

  • Stands out from their colleagues for having excellent employee communication skills
  • Repeatedly berates staff members
  • Has difficulty interacting effectively in teams
  • Instead of doing it themselves, ask other coworkers to convey bad news
  • Does not adequately notify supervisors of progress updates
  • Does not provide constructive feedback on new initiatives
  • Regularly engages in awkward conversations and occasionally becomes territorial

5. Achievement

Here are 8 positive examples of performance review phrases for achievement:

  • Sets realistic goals and actively works to meet them
  • Surpassed the benchmark by X%, outperforming other team members
  • Reduced the time it took to resolve complaints to 24 hours, which boosted customer retention by X%
  • Employed effective SEO strategies and increased the site's organic traffic by X%
  • Implemented a strategy that works well to optimize work processes
  • Working cooperatively with a team was improved by X%
  • Generated X% more revenues at the end of the last quarter compared to the previous one
  • Used automation tools to save the organization $1 million

Here are 6 negative examples of performance review phrases for achievement:

  • Last month's goal was missed by X%
  • Would benefit from reviewing their own failures and successes each quarter
  • Failure to meet commitments due to a lack of coordination
  • Would prosper from defining career goals
  • Finds it challenging to provide error-free work consistently
  • Improved social media interaction is essential to boost organic traffic

6. Innovation and creativity

Here are 7 positive examples of performance review phrases for innovation and creativity:

  • Frequently comes up with fresh, creative answers to handle difficult situations
  • Thinks creatively and unconventionally
  • Always encourage or assist teammates in coming up with innovative ideas
  • Their creative capabilities are a valuable contribution to the company
  • Has a strong imagination and routinely offers some of the most original ideas
  • Uses creative thinking to carry out a vision for the business
  • Consistently offers fresh ideas during meetings and when working on projects

Here are 7 negative examples of performance review phrases for innovation and creativity:

  • Could provide alternative strategies for resolving problems
  • Could take the initiative to work on new projects
  • Their problem-solving methods are typically inflexible and conventional
  • Prefers a traditional, cautious approach to problems rather than a creative one
  • Could perform better in places that require innovative solutions
  • Might use some creative thought
  • Too reluctant to take chances on coming up with creative solutions
  • Has a habit of rejecting projects that require creative thinking

7. Leadership

Here are 9 positive examples of performance review phrases for leadership:

  • Encourages team members to put in a good effort
  • Establishes a safe environment for team members to express their thoughts and perspectives
  • Recognizes the capabilities of teammates and effectively assigns work
  • Keeps team focused and engaged in work
  • Expresses sincere appreciation for a job well carried out
  • Actively hear what their coworkers are suggesting and respond appropriately to it
  • Is an excellent role model for others to emulate
  • Encourages the development of an understanding- and learning-centered corporate culture
  • Always ready to lend a hand to a teammate

Here are 7 negative examples of performance review phrases for leadership:

  • Ambiguous while deciding which objectives and tasks to accomplish
  • Seldom acknowledges a successfully completed task with praise or positive feedback
  • Regularly causes the team to fall behind with superfluous activities
  • Rejects team members' opinions or suggestions
  • Does not treat other staff members equally with respect
  • Always overanalyzes situations when a speedy resolution is demanded

8. Attitude

Here are 7 positive examples of performance review phrases for attitude:

  • Has a positive outlook that encourages their teammates to do better
  • Always optimistic in every situation
  • Quickly smiles and boosts morale in tense situations
  • Always cheer up coworkers
  • Does not allow difficult situations to dampen their spirit
  • Always comes to work with a cheerful demeanor
  • Keeps a persistent, optimistic attitude that motivates others
  • Helps others have a positive attitude toward challenges by sharing ideas and thoughts that are constructive
  • The way they behave shows how much they like their work
  • Fosters a culture of trust among staff members

Here are 7 negative examples of performance review phrases for attitude:

  • Has an attitude toward causing problems
  • Gets upset easily and shows a pessimistic attitude
  • Must learn to accept constructive feedback
  • Gets easily distracted or provoked by non-work topics
  • Behavior at work exhibits bipolar tendencies

9. Time management

Here are 9 positive examples of performance review phrases for time management:

  • Has the capacity to finish tasks, particularly those with tight deadlines
  • Shows an excellent capacity for coordinating several tasks and projects simultaneously
  • Efficiently utilizes free time
  • Effectively manages a variety of tasks and projects without requiring heavy supervision
  • Is adept at handling multiple tasks quickly and with precision
  • Manage their time quite well
  • Consistently fulfills all goals on time
  • Creates brief and time-saving presentations
  • Schedules meetings on time

Here are 5 negative examples of performance review phrases for time management:

  • Fails to meet deadlines despite being granted plenty of time to finish all assigned tasks
  • Has trouble coordinating multiple tasks and initiatives
  • Does not efficiently manage their work schedule time
  • Lacks the ability to efficiently prioritize tasks
  • Shows a tendency to let personal matters influence how well they function at work

10. Productivity

Here are 10 positive examples of performance review phrases for productivity:

  • Consistently surpasses performance benchmarks
  • Has incredibly high standards for productivity
  • Have a track record of delivering work at a high caliber
  • Constantly looking for ways to be more effective
  • Encourages people to perform efficiently at work by maintaining a positive attitude
  • Consistently goes above and beyond expectations and delivers the best result
  • Significantly contributes to the business's ongoing expansion
  • Places a high value on details, which is evident in their work
  • Shares their understanding of market trends and best practices with the team to assist them in achieving better results
  • Is a key contributor to the organization's success

Here are 5 negative examples of performance review phrases for productivity:

  • Requires to pay greater attention to the intricacies before turning in a project
  • Finishes the easier tasks first instead of prioritizing the urgent ones
  • Doesn't accomplish their work in accordance with the required productivity standards
  • Should engage in more training and development activities to advance their knowledge and abilities
  • Work performance and productivity have been below par lately

11. Accountability

Here are 5 positive examples of performance review phrases for accountability:

  • Accepts accountability for one's actions and contributions as a team member, as well as involvement in the organization's growth
  • Respects deadlines and takes responsibility for them
  • Acknowledges shortcomings and notifies colleagues when unable to uphold a commitment
  • Takes accountability for the part they play in project management
  • Unwilling to be complacent with errors and finds resolutions for them

Here are 3 negative examples of performance review phrases for accountability:

  • Must accept responsibility for meeting deadlines
  • Rejects responsibilities for fixing errors
  • Fails to communicate effectively regarding delayed deliverables

Frequently asked questions (FAQs)

Here are some frequently asked questions about employee performance review:

1. What is an employee performance review?

A thorough evaluation of an employee's performance over a specific period is known as an employee performance review. Managers examine an employee's overall performance, point out their merits and shortcomings, provide feedback, and assist them in setting goals during a performance review.

2. What should a performance evaluation of an employee contain?

In the majority of employee assessments, regardless of industry, these capabilities are evaluated:

  • Communication
  • Problem-solving
  • Time management
  • Productivity

3 . What are some examples of good performance reviews for employees?

Examples of good performance reviews for employees are:

4. What are some of the areas of improvement for employees?

Some of the areas of improvement for employees are:

5. What are some examples of performance reviews concerning leadership?

Examples of performance reviews concerning leadership are:

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COMMENTS

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    5 Real-world examples of performance management What is the difference between performance management and performance appraisals? What is performance management? Performance management is a strategic approach to creating and sustaining improved performance in employees, leading to an increase in the effectiveness of companies.

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    When writing your goals, provide evidence of forward motion and progress towards the outcome. Sample language: Increase (funding, engagement, effectiveness) Provide (research, service, analysis) Improve (efficiency, transparency, communication) Decrease (expenses, inefficiency, costs)

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    Performance management framework | Templates and examples Easy and effective cycles with Performance Management Templates Guides | Performance | 13 MIN READ Introduction Historically, end-of-year performance reviews or appraisals were the standard for evaluating employee performance.

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    2019 • Kolawole S . Ajibola, PhD, Elegwa Mukulu This study focused on performance appraisal as a determinant of employee work engagement in manufacturing firms in Nigeria. Descriptive research design was adopted by the study. Sample for the study was done using purposive, stratified, and simple random sampling techniques.

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    Stages and examples. The performance management cycle is a systematic approach to improving employee performance and organizational outcomes. It consists of four main stages. This cycle aims to align individual goals with organizational objectives, offering continuous feedback and development opportunities. 2,901.

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    8. Times Internet. Times Internet is the digital arm of India's largest media conglomerate, the Times Group. The company's performance management strategy involves automating all performance assessment processes to ensure the processes are completed on time.

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    A performance management plan consists of a five-step process. Let's take a closer look at the five steps. 1. Plan. While employees' goals and responsibilities are outlined in the job description when they come on board, it's essential to review this information with them regularly.

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    This factsheet describes core aspects to get right in performance management and recent shifts in thinking. It summarises the main tools used, including objective setting, performance ratings, appraisals (or reviews), feedback, learning and development, and performance-related pay.

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    In the end, the solution is to create more efficient appraisals [ CITATION Chh \l 4105 ]. Efficient appraisal plays a vital role in managing the performance which an organization required for their employees to have to be successful in the goal allotted to them [ CITATION Chh \l 4105 ].

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