Sample Employee Comments on Performance Review Examples Categories

With so many employees, each with their own individual personalities, information technology can exist difficult to come upwardly with customized performance review feedback in a short time bridge. Despite that, employee functioning review phrases remain essential for the futurity development of your team.

These functioning reviews support you as you admit the work of your employees. At the same time, they also assistance you point out whatever areas where workers need to grow or change a specific type of behavior that might be detrimental to their professional results.

Having ready-fabricated operation review samples on hand eases the work of superiors and HR managers who are constantly faced with having to cull the right words to keep a worker motivated.

Don't know what to say in a functioning review for an employee? Read our sample paragraphs beyond 15 different performance categories to help kick-start your writing process.

Performance Review Paragraph Examples

PRODUCTIVITY

John is a self-motivated squad member and a pleasure to work with. He demonstrates superior technical ability and produces piece of work of exceptional quality. John takes the time to fully understand the telescopic of projects and displays a groovy attention to item, but often at the expense of constructive fourth dimension management.

READ More than: 12 WAYS TECHNOLOGY Tin Increase PRODUCTIVITY FOR REMOTE WORKERS

This has led to delays in execution and failure to striking product goals. During the adjacent quarter, I will be working with John to identify ways to help increase productivity levels while maintaining the quality of work. These may include actions such equally touching base each morning to gear up daily progress goals and helping John go along a record of fourth dimension spent on tasks throughout each week.

PROBLEM-SOLVING

Jessica demonstrates a practical and data-driven approach to problem-solving. She actively seeks different perspectives and creative solutions from her teammates and is continuously experimenting to drive results.

Post-obit a dip in attendance at our annual conference, Jessica organized the collection of feedback from past attendees that revealed primal themes for improvement. She also coordinated with our marketing team to refine the targeting of our Facebook ads and develop a strategic outreach plan that involved contacting influencers in our industry. These efforts resulted in a 25% increase in attendance over the previous year and an comeback in our event evaluation scores.

LEARNING ABILITY

Lisa recently moved from a position in our Customer Success team to our Product team. Despite the steep learning curve associated with a shift in career direction, Lisa is already showing groovy potential in her new role. She displays an power to learn rapidly and a conclusion to augment her skill set.

Lisa oft takes the initiative to place areas for comeback within the Product squad and leads the manner in addressing those bug. Late last year, she utilized her noesis of customer needs to amend a central characteristic inside our production. This required the development of basic programming skills, which she has shown not bad enthusiasm for learning. Lisa is currently enrolled in a 3-calendar month introductory programming course that she spends 4 hours per week working to enhance her skills.

Advice

Kate has displayed improved advice skills since our terminal review flow. She responds to emails in a timely fashion and maintains transparency into the piece of work she is performing with her squad members. To help achieve this, she has committed to delivering a weekly progress report and arriving with prepared notes to her i-to-ane sessions.

Kate, all the same, still needs to focus on her level of accountability and willingness to take buying when projects fall short of expectations. When faced with hard situations, she has a tendency to go defensive and divert blame away from herself.

READ More: 100 Useful Performance Review Phrases

COACHING/MENTORSHIP

Daniel has been an outstanding mentor and example to our junior engineers. He is defended to helping our upward-and-coming engineers understand our engineering environment and encourages them to be solution-oriented in everything they do. Daniel has also demonstrated a delivery to the professional development of his straight reports and displays enthusiasm for advancing their skill gear up through regular coaching sessions.

During this past quarter, his team has participated in a virtual peak hosted by manufacture thought leaders and two of Daniel'southward employees take obtained certifications to accelerate their expertise. Daniel has a strong work ethic and has continued to perform the duties required in his previous role equally an Electrical Engineer. He could, however, ameliorate his success rate for meeting tight deadlines by delegating work more than effectively.

Appointment

Having worked at our arrangement for 4 years, Monica is an experienced fellow member of the team and displays a high level of institutional noesis. She requires a minimal amount of supervision to fulfill her chore duties and maintains a good working relationship with team members cross-functionally.

Monica shows trivial engagement during meetings and team-building activities, as well as a lack of commitment to her own professional person development. Over the next three months, we'd like Monica to focus on setting more aggressive personal goals. I will also work with her straight to identify learning opportunities to farther her career growth. Our hope is that these steps will motivate her to develop the skills necessary to allow for upward motion within the system.

LEADERSHIP

Michael has demonstrated fine leadership abilities since transitioning into his role as Director of Human Resources. Michael understands how to drive and direct team members effectively in order to meet company goals and challenges his direct reports to encounter their own personal goals and objectives for career growth opportunities within the company.

He is supportive of team members within the company and stands behind his employees' decisions. Michael often seeks out the broad perspective of multiple team members before forming holistic solutions to problems and challenges. However, there have been times when Michael has failed to effectively communicate information to his team, resulting in a lack of transparency. I'm looking frontward to him being available to share feedback more often and let his colleagues know if at that place are any issues he's facing early on.

QUALITY

Mary is committed to producing piece of work that meets loftier standards. She is ever looking to ameliorate the quality of her deliverables and often reaches out to team members in different departments for advice and guidance. She oft goes higher up and beyond in her efforts to ensure consistency and generate content that exceeds expectations. Mary actively seeks feedback and uses information technology to heighten her work.

Over the side by side three months, I would like to encounter Mary focus on honing her expertise further by creating a professional development program and seeking out opportunities to expand her leadership skills.

Organisation/PLANNING

Robert is a motivated and careful employee who takes pride in his work. Robert would benefit, nevertheless, from organizing his time more efficiently. He occasionally fails to prioritize important pieces of work and instead spends a big amount of fourth dimension on projects that are not in alignment with our departmental goals.

During this adjacent review flow, I would like to meet him institute specific and relevant personal goals to assistance him focus and stay on rail in the context of wider objectives within our system.

COOPERATION

Taylor maintains a highly positive attitude at work and is quick to build strong relationships with others. She strives to assist integrate new employees and is eager to delight both internal and external customers, making her an first-class civilization fit for our organization. Taylor demonstrated her ability to work effectively cross-departmentally during a recent volunteer mean solar day event. She helped secure buy-in from our leadership team and worked with our Hour department to coordinate logistics. The result was a fun and productive day for all involved.

While Taylor is a good independent worker, she thrives in a squad environment where she tin bounce ideas off of her coworkers. Often, however, Taylor's desire for open collaboration can distract others. I recommend that Taylor starts to self-monitor the length of conversations that take place outside of break times and formal meetings in order to be respectful of her coworkers' fourth dimension.

Time MANAGEMENT

Alex always arrives early on at the office, using the first minutes to prepare her workday and organize all tasks he needs to take care of. Then he starts the days promptly, taking a systematic approach to every single one of his duties. His time management skills, particularly related to how he schedules out his day, have brought such skilful functioning that we've turned to him for helping united states guide the unabridged team. Now everyone delivers consistent results and shows punctuality with no exceptions.

Although he'south provided such amazing solutions to how nosotros manage our time, I experience Alex needs to work on making ameliorate time estimates. He has often given a larger time span for easy tasks he would terminate before than expected. On the other manus, he'due south ofttimes unable to take a intermission when dealing with more complex tasks he hasn't given an authentic time gauge for. We'll turn to using a fourth dimension tracking tool in the long run and then nosotros tin can analyze past performance together.

PUNCTUALITY AND Omnipresence

Ever since we've hired Chris in 2019, he has shown perfect attendance. He is ever on time, non missing whatsoever meetings, and actively participating in all discussions. I'd truly characterize him as the life of the office as he is always the i to share feedback or go us thinking when silence creeps in during a meeting.

Although he is always on time, I've noticed he'southward been extending his dejeuner breaks with no explanation. I'd adopt for him to let u.s.a. know if there'due south a legit reason for this so nosotros can adjust advice. I would as well like for Chris to answer the emails we send to him in a more timely manner.

Customer SERVICE

Jane has been an essential part of our customer service ever since we've decided to showtime hiring remotely to meet the needs of our customers in Europe. She's the key to delivering timely feedback across multiple fourth dimension zones, making certain everyone gets the answer they need from our brand in great detail. Nosotros've never received any negative letters on her performance and every customer who's talked to her has given her a full 5-star review.

Despite her friendly attitude, I've noticed she's been taking more fourth dimension than needed to learn about our products. I'd like for Jane to focus on getting to know our customer base more so she can anticipate their needs and issues. While she can learn these by talking to our customers, we're ever launching new products Jane will have to proceed up with and understand their changes. We'll exist offering all the educational materials needed so she won't exist left behind.

EMBRACE Change AND Adapt QUICKLY

Noah is one of our most adaptable employees. He can arrange to whatever change in a thing of minutes and he's as well been encouraging others whenever we take had to get used to new surroundings and situations. We've been able to turn to Noah whenever nosotros needed someone to take on final-infinitesimal work due to his flexibility.

Fifty-fifty though he'south been exceptionally proficient at persuading others non to surrender during challenging times, I'd similar for Noah to capeesh our positive comments and constructive feedback. It seems like what we say is seen as criticism when he doesn't agree with us, so I hope he won't neglect this part of his evolution in the future and we'll happily provide guidance whenever needed.

INTERNAL MOTIVATION

Georgia has tremendous personal drive, constantly pursuing new training and professional person development opportunities. On summit of this, she always takes the fourth dimension to share her newly acquired noesis with us. Her strong motivation has also helped her complete tasks with minimal supervision. She has even taken full control over any mistakes she makes, correcting them in a timely mode.

I did, however, notice that Georgia is afraid to take risks because she simply doesn't desire to brand any mistakes. I'd encourage her to go for calculated risks since nosotros support people who make mistakes and acquire from them. I as well look her to seek feedback from us. While she does an amazing chore at voicing her ain opinions, she seems hesitant when it comes to inquiring about her own performance. Then, we'll actively work to encourage her to take more initiative.

Tips for writing a performance review paragraph

ane. Include specific examples to support your observations

The above samples for employee evaluation are simply rough templates to utilise. Beyond these, you'll demand to tailor them to every single employee.

All performance review phrases should include a real-life example of a situation when the employee displayed a certain blazon of beliefs. This helps support your claims, get the employee to look back and where things went well or wrong, and meliorate their performance and mental attitude for future similar settings.

Here's an example to take into account when creating your side by side performance review paragraphs: "[Employee] worked on [project/job] and was responsible for [responsibility]. Employee displayed [good skill / trait] while delivering [results] during [fourth dimension menstruation]."

2. Provide guidance for career growth and professional person development opportunities

The whole point behind operation reviews is to aid your employees ameliorate their performance and keep growing. As a supervisor, your role is never to criticize or complain about specific behaviors or lack of skills.

Instead, provide your best advice for each negative trait your employee shows. Tell them how they tin can better themselves, what resources they have, and how you tin can help them with their professional person development.

3. Make sure your default tone is a positive one

No worker should be horrified to sit through a performance review. The tone you utilise when you point out top skills forth with issues you've spotted should e'er be a positive one.

Avoid saying things similar "You'll never be able to...", "Yous can't ameliorate this...", or "I can't believe you didn't..." These will but make your team feel less motivated and lack the appreciation they need since whatsoever negative statements will overtake the positive words y'all might have said previously.

four. SMART goals

Work together with your employees to set SMART goals—not general ones. SMART goals are:

• Specific
• Measurable
• Achievable
• Relevant
• Timely

A general goal would be something like: "Y'all should keep upwardly with industry trends."

On the other paw, with SMART goals, you're setting objectives and telling people how to reach them within a set timeframe: "Acquire three new marketing techniques using our long-term education subscription in lodge to stay updated on the latest trends over the next two months."

5. Always follow up

Functioning reviews are useless if you never follow up on what'southward discussed during them. Schedule time on a regular cadence to runway progress towards goals, see what they've improved, and help in case they're stuck at some bespeak.

Accept all of the steps higher up ane at a time, and gradually work on becoming better at offer advice and using functioning reviews to help your squad abound instead of focusing on everything that went wrong.

The future of performance reviews

While with traditional performance direction, reviews are simply done during a specific fourth dimension of the twelvemonth, the new workforce along with the remote work environment many of us are now a part of have the states adapt to the changes. Simply reviewing your employees' performance at specific times is no longer plenty. The feedback process should be continuous, helping individuals abound professionally, ready their mistakes, and fully make use of their qualities throughout the unabridged twelvemonth.

TINYpulse can help you ensure that continuous performance management is taken intendance of within your organisation. The tool offers 360-degree feedback to allow anyone in your company to solicit feedback from other employees at any fourth dimension. This way, you don't have to wait for the quarterly/annually operation review cycle to come around.

TINYpulse's i-on-1 meetings enable managers to schedule consistent cheque-ins with direct reports and get prepared with coaching notes before the bodily meeting, and then they know how to back up their employees to do their all-time work.

READ MORE:

• For the Best Functioning Reviews, Endeavour Focusing on Frequency
• How to Create a Truly Effective Performance Review Procedure
• Why Companies Tin can't Go Rid of Performance Reviews

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Source: https://www.tinypulse.com/blog/15-example-paragraphs-for-performance-reviews-ty