Use this guide whenever you need to give feedback to someone. The performance reviews list below is a great source of inspiration for highlighting performance and personality specifics.
“Criticism, like rain, should be gentle enough to nourish a man’s growth without destroying his roots.”
– Frank A. Clark
Start Here
- Be as specific as possible with examples.
- Be honest, but not cruel.
- When giving negative feedback:
- Be sure to give it in a timely fashion. Don’t “hold onto” feedback for weeks or months. Deal with the issue as it arises.
- Be kind and patient.
- Give clear examples and actions they can take to improve (see list below)
See also:
How to disagree (respectfully) with your boss’s feedback
How to ask for feedback
Talking Points
Sources: 2600 Phrases for Effective Performance Reviews by Paul Falcone, and Kazoo
✅A Big Freaking List of Performance Reviews
| Name | Tags | Category |
|---|---|---|
| Calms those around her by keeping them focused on the end goal | Positive | Adaptability |
| Demonstrates a keen ability to multi-task and juggle competing priorities | Positive | Adaptability |
| Goes with the flow and adapts readily to any changes in circumstances | Positive | Adaptability |
| Is a versatile team player capable of handling diverse assignments | Positive | Adaptability |
| Maintains composure when faced with stressful situations | Positive | Adaptability |
| Quickly adapts to deviation from a pre-planned schedule and course of action | Positive | Adaptability |
| Rapidly adapts to changes in the nature of his assignments | Positive | Adaptability |
| Readily identifies more efficient ways of doing business | Positive | Adaptability |
| Remains a proponent of change | Positive | Adaptability |
| Shows initiative when having to redefine the way she performs a task | Positive | Adaptability |
| Welcomes change as an opportunity | Positive | Adaptability |
| Welcomes constructive criticism | Positive | Adaptability |
| Clearly enjoys the “people” aspect of his position | Positive | Client Service |
| Consistently answers the phone with a smile and a friendly hello | Positive | Client Service |
| Consistently gains necessary approvals and authorizations | Positive | Client Service |
| Deals with challenging customers without becoming aggressive | Positive | Client Service |
| Enjoys identifying “out-of-the-box” solutions for clients with special needs | Positive | Client Service |
| Excels at providing timely feedback to even the most difficult customers | Positive | Client Service |
| Follows up with clients to ensure no one feels forgotten or lost in the process | Positive | Client Service |
| Has a very warm rapport with everyone she comes in contact with | Positive | Client Service |
| Has become the “go-to guy” for clients who seek his advice to solve problems | Positive | Client Service |
| Has developed a loyal customer base and a high rate of repeat business | Positive | Client Service |
| Is able easily to switch from English to Spanish and back again | Positive | Client Service |
| Is able to redefine the customer service process to meet clients’ changing needs | Positive | Client Service |
| Is an empathetic and focused listener | Positive | Client Service |
| Knows when to ask for additional support from team management | Positive | Client Service |
| Outlines the steps that she will take to resolve a problem | Positive | Client Service |
| Overcomes objections in a logical and conversational fashion | Positive | Client Service |
| Readily admits when she doesn’t know the answer to a particular query | Positive | Client Service |
| Receives ongoing positive feedback from clients—both verbally and in writing | Positive | Client Service |
| Skillfully manages all but the most challenging customer situations | Positive | Client Service |
| Skillfully overcomes customers’ objections | Positive | Client Service |
| Works very well with clients as well as all staff members | Positive | Client Service |
| Acts as a calming influence when faced with anger or resentment | Positive | Communication and Cooperation |
| Allows subordinates to share their achievements at weekly staff meetings | Positive | Communication and Cooperation |
| Always makes others feel comfortable to participate and share their opinions | Positive | Communication and Cooperation |
| Asks well-thought-out and well-prepared questions | Positive | Communication and Cooperation |
| Builds consensus | Positive | Communication and Cooperation |
| Builds strong working relationships with other internal departments | Positive | Communication and Cooperation |
| Communicates clearly with customers who do not speak English fluently | Positive | Communication and Cooperation |
| Created a reporting system that is now used throughout the company | Positive | Communication and Cooperation |
| Creates an inclusive work environment | Positive | Communication and Cooperation |
| Cultivates a culture of openness in information sharing | Positive | Communication and Cooperation |
| Demonstrates a willingness to hear others out before reaching a decision | Positive | Communication and Cooperation |
| Demonstrates candor and a sense of humor in all business dealings | Positive | Communication and Cooperation |
| Displays originality and contributes fresh ideas | Positive | Communication and Cooperation |
| Effectively shares highlights of conferences and workshops with her peers | Positive | Communication and Cooperation |
| Encourages coworkers to be inventive and to take appropriate risks | Positive | Communication and Cooperation |
| Encourages open communication, cooperation, and the sharing of knowledge | Positive | Communication and Cooperation |
| Explains complicated issues clearly and succinctly | Positive | Communication and Cooperation |
| Fosters a spirit of creative collaboration by giving teams, a common focus | Positive | Communication and Cooperation |
| Funnels creative recommendations into practical applications | Positive | Communication and Cooperation |
| Holds weekly staff meetings to ensure open communication | Positive | Communication and Cooperation |
| Is always willing to take a fresh look at policies and practices | Positive | Communication and Cooperation |
| Is not afraid to say “I don’t know” or “I’ll check on that and get back you” | Positive | Communication and Cooperation |
| Makes ongoing suggestions to improve operations | Positive | Communication and Cooperation |
| Possesses a knack for summarizing and communicating end results | Positive | Communication and Cooperation |
| Provides ongoing feedback in a spirit of constructive criticism | Positive | Communication and Cooperation |
| Provides timely feedback and follow-up | Positive | Communication and Cooperation |
| Questions common practices in order to identify better ways of doing things | Positive | Communication and Cooperation |
| Regularly asks for immediate feedback to ensure under- | Positive | Communication and Cooperation |
| Regularly conducts postmortems on failed deals and learns from his mistakes | Positive | Communication and Cooperation |
| Regularly solicits constructive feedback | Positive | Communication and Cooperation |
| Remains open-minded and willing to entertain others’ ideas | Positive | Communication and Cooperation |
| Skillfully changes direction when faced with new information | Positive | Communication and Cooperation |
| Solved a long-standing software glitch through a creative workaround | Positive | Communication and Cooperation |
| Speaks persuasively and convincingly | Positive | Communication and Cooperation |
| Stands out among her peers as a public speaker and corporate spokesperson | Positive | Communication and Cooperation |
| Thinks of imaginative alternatives when confronted with obstacles | Positive | Communication and Cooperation |
| Thinks outside the box when faced with challenging situations | Positive | Communication and Cooperation |
| Arrives at meetings on time and well prepared | Positive | Reliability |
| Attained perfect attendance over the review period | Positive | Reliability |
| Begins each day refreshed and eager to face new challenges | Positive | Reliability |
| Begins each day refreshed and eager to face new challenges head-on | Positive | Reliability |
| Begins meetings on time and ends them on schedule | Positive | Reliability |
| Completes assignments accurately and meets deadlines as promised | Positive | Reliability |
| Complies with all company standards of performance and conduct | Positive | Reliability |
| Is always willing to work long hours on little or no notice | Positive | Reliability |
| Is consistently dependable and conscientious | Positive | Reliability |
| Is fully reliable in terms of attendance and punctuality | Positive | Reliability |
| Meets all attendance and tardiness standards | Positive | Reliability |
| Never misses work without gaining the appropriate advance approvals | Positive | Reliability |
| Regularly arranges for back-up temporary support when absent | Positive | Reliability |
| Never permit customers to treat you disrespectfully | Needs Improvement | Client Service |
| Never use pressure to close a deal or to unduly influence a customer’s decision | Needs Improvement | Client Service |
| Proactively inform customers of pending delays | Needs Improvement | Client Service |
| Provide objective and timely advice to customers | Needs Improvement | Client Service |
| Quickly address problems even with the most demanding customers | Needs Improvement | Client Service |
| Receives ongoing substandard customer satisfaction scores | Needs Improvement | Client Service |
| Refers too many customer queries to management for final resolution | Needs Improvement | Client Service |
| Refrain from speaking poorly of the competition | Needs Improvement | Client Service |
| Share information and resources readily | Needs Improvement | Client Service |
| Share only as much information with a client as is necessary | Needs Improvement | Client Service |
| Tactfully tell customers no when their demands or expectations cannot be met | Needs Improvement | Client Service |
| Appears unable or unwilling to say no to any request | Needs Improvement | Communication and Cooperation |
| Asks questions for questions’ sake | Needs Improvement | Communication and Cooperation |
| Creates a territorial atmosphere | Needs Improvement | Communication and Cooperation |
| Delays passing along bad news for fear of potential confrontation | Needs Improvement | Communication and Cooperation |
| Engages in shouting matches | Needs Improvement | Communication and Cooperation |
| Fails to communicate bad news upward | Needs Improvement | Communication and Cooperation |
| Fails to take disciplinary actions when subordinates fail to meet expectations | Needs Improvement | Communication and Cooperation |
| Has difficulty boiling down complex issues into their component parts | Needs Improvement | Communication and Cooperation |
| Has difficulty distinguishing clearly between macro issues and micro details | Needs Improvement | Communication and Cooperation |
| Is too wordy to communicate a clear and compelling message | Needs Improvement | Communication and Cooperation |
| Makes others feel intimidated and uncomfortable when they ask for help | Needs Improvement | Communication and Cooperation |
| Prefers that others deliver bad news, even if it’s clearly her responsibility | Needs Improvement | Communication and Cooperation |
| Readily attributes blame to others | Needs Improvement | Communication and Cooperation |
| Refuses to commit her staff’s time to other departments when asked | Needs Improvement | Communication and Cooperation |
| Regularly complains of a lack of necessary resources to perform effectively | Needs Improvement | Communication and Cooperation |
| Remains reluctant to provide subordinates with constructive feedback | Needs Improvement | Communication and Cooperation |
| Tends to “foxhole” and isolate himself | Needs Improvement | Communication and Cooperation |
| Uses defamatory, derogatory language to humiliate staff members | Needs Improvement | Communication and Cooperation |
| Appears unwilling to take creative chances | Needs Improvement | Creativity and Innovation |
| Demonstrates little innovation or creativity | Needs Improvement | Creativity and Innovation |
| Does not seek creative alternatives to conventional practices | Needs Improvement | Creativity and Innovation |
| Fails to give credit to subordinates who generate new ideas and solutions | Needs Improvement | Creativity and Innovation |
| Fails to tap the creative potential of peers and subordinates | Needs Improvement | Creativity and Innovation |
| Is reluctant to explore new approaches or alternatives | Needs Improvement | Creativity and Innovation |
| Is slow to adjust his work in light of clients’ changing needs | Needs Improvement | Creativity and Innovation |
| Often gets too “creative” in changing established procedures without approval | Needs Improvement | Creativity and Innovation |
| Only initiates courses of action that have guaranteed outcomes | Needs Improvement | Creativity and Innovation |
| Tends to process information in a rote manner | Needs Improvement | Creativity and Innovation |
| Allows cell phone calls to interrupt business meetings with staff and clients | Needs Improvement | Reliability |
| Comes and goes as he pleases, citing his “exempt” status | Needs Improvement | Reliability |
| Continuously patterns his sick days around regularly scheduled time off | Needs Improvement | Reliability |
| Demonstrates a lack of respect for others’ time by arriving late at meetings | Needs Improvement | Reliability |
| Does not consistently obtain advance approval for arriving late at work | Needs Improvement | Reliability |
| Does not meet standards for attendance and punctuality | Needs Improvement | Reliability |
| Does not return phone calls and e-mails in a timely manner | Needs Improvement | Reliability |
| Fails to assume responsibility for his actions | Needs Improvement | Reliability |
| Fails to follow appropriate call-in procedures during absence | Needs Improvement | Reliability |
| Frequently arrives late to meetings while insisting that his subordinates arrive on time | Needs Improvement | Reliability |
| Generates an excessive number of personal phone calls throughout the day | Needs Improvement | Reliability |
| Has again used the maximum number of sick days allowed | Needs Improvement | Reliability |
| Spends excessive time handling personal matters on the Internet | Needs Improvement | Reliability |
| Tends to wander from his desk, leaving office phones uncovered | Needs Improvement | Reliability |
| Becomes frustrated when customers ask too many questions | Needs Improvement | Client Service |
| Cannot yet demonstrate sufficient knowledge of company products | Needs Improvement | Client Service |
| Demonstrate total commitment to outstanding customer service | Needs Improvement | Client Service |
| Demonstrates condescending behavior when dealing with overly demanding callers | Needs Improvement | Client Service |
| Displays sarcasm and alienates those looking for help | Needs Improvement | Client Service |
| Does not manage customer expectations by explaining reasons for delays | Needs Improvement | Client Service |
| Effectively prioritize your workload based on your customers’ needs | Needs Improvement | Client Service |
| Exceed customers’ expectations by providing timely feedback and follow-up | Needs Improvement | Client Service |
| Follow up with customers after the conclusion of a sale | Needs Improvement | Client Service |
| Has difficulty saying no or tactfully telling customers that they must wait their turn | Needs Improvement | Client Service |
| Has little patience for customers with “dumb questions” | Needs Improvement | Client Service |
| Has received numerous customer complaints for failing to follow up as promised | Needs Improvement | Client Service |
| Involve management whenever customers behave inappropriately | Needs Improvement | Client Service |
| Is unwilling to adapt his tone and personality to fit a particular caller’s style | Needs Improvement | Client Service |
| Make sure that clients understand that you’re on their side | Needs Improvement | Client Service |
| Misses opportunities for cross-selling and overcoming initial objections | Needs Improvement | Client Service |
| Never appear to talk down to or to patronize customers | Needs Improvement | Client Service |
| Appears reluctant to embrace last-minute changes in direction | Needs Improvement | Adaptability |
| Avoids covering for others in the department when needed | Needs Improvement | Adaptability |
| Becomes flustered when interrupted or asked to deviate from a fixed schedule | Needs Improvement | Adaptability |
| Becomes frustrated when faced with unexpected changes in plans | Needs Improvement | Adaptability |
| Demonstrates a tendency to resist even minor changes | Needs Improvement | Adaptability |
| Demonstrates a time-clock mentality | Needs Improvement | Adaptability |
| Does not “roll with the punches” effectively | Needs Improvement | Adaptability |
| Does not excel at independent, research-based activities | Needs Improvement | Adaptability |
| Often raises her voice and “lashes out” at her peers when things don’t go as planned | Needs Improvement | Adaptability |
| Postpones or delays training and implementation of new programs | Needs Improvement | Adaptability |
| Remains unwilling to carry out tasks that are “below him” | Needs Improvement | Adaptability |
| Strictly adheres to only those job duties outlined in her job description | Needs Improvement | Adaptability |
| Tends to resist or resent new work assignments | Needs Improvement | Adaptability |
| Always exhibit creativity and flexibility in solving customers’ problems | Needs Improvement | Client Service |
| Always put the client’s needs above your own | Needs Improvement | Client Service |
| Argues and uses inflammatory language with customers | Needs Improvement | Client Service |
| Become more adaptable to any changes in your work assignments | Feedback Goals; Needs Improvement | Creativity and Innovation |
| Become more willing to take on duties not outlined in your job description | Feedback Goals; Needs Improvement | Adaptability |
| Learn to deal with unexpected changes in plans | Feedback Goals; Needs Improvement | Adaptability |
| Look for ways of using new technologies in order to increase your efficiency | Feedback Goals; Needs Improvement | Adaptability |
| Support organizational restructuring efforts in a constructive manner | Feedback Goals; Needs Improvement | Adaptability |
| Always deliver bad news quickly and tactfully | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Answer incoming telephone lines within two rings | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Avoid blaming or censuring others publicly | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Be careful not to appear overwhelmed or anxious about the workload | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Be conscious of your body language at all times | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Build consensus via shared decision-making | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Build trust through regular, open, and honest communication | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Cultivate a culture of openness and information sharing | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Do not leave callers on hold for more than 30 seconds | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Don’t treat coworkers who interrupt you as if they’re inconveniencing you | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Ensure that your direct reports are informed of each other’s activities | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Listen and respond to others appropriately using a respectful tone | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Manage others’ expectations appropriately• | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Nod your head to communicate that you are actively listening | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Proactively feed information upwards to keep management well informed | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Readily admit if you’re not sure of an answer | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Refrain from using comments like “It’s not in my job description” | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Say yes when you mean yes and no when you mean no | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Stop others immediately from speaking to you in a derogatory tone | Feedback Goals; Needs Improvement | Communication and Cooperation |
| Be willing to “think out of the box” when solving difficult problems | Feedback Goals; Needs Improvement | Creativity and Innovation |
| Consistently acknowledge staff members who generate new ideas | Feedback Goals; Needs Improvement | Creativity and Innovation |
| Encourage creativity and independent thought among subordinates | Feedback Goals; Needs Improvement | Creativity and Innovation |
| Obtain approval before you change established procedures | Feedback Goals; Needs Improvement | Creativity and Innovation |
| Seek out new ideas from others | Feedback Goals; Needs Improvement | Creativity and Innovation |
| Arrive at the office on time and ready to begin work by your scheduled start time | Feedback Goals; Needs Improvement | Reliability |
| Develop a reputation for reliability and excellence in all that you do | Feedback Goals; Needs Improvement | Reliability |
| Speak with me in person (not by leaving a voicemail message) when you need time off | Feedback Goals; Needs Improvement | Reliability |
| It’s clear you’re excited about the project. But sometimes, when you get excited, you don’t leave room for others to bring their ideas to the table. In particular, I noticed that you spoke over David and Muriel several times throughout the meeting. Did you notice this, too? | Example | Communication and Cooperation |
| In a group setting, I’d like you to make space for others in conversations and meetings. It’s a necessary skill for your career development and helps utilize the full talents of the team. What do you think? | Example | Communication and Cooperation |
| I really appreciated how you kept me up to date on X project this week — it helped me coordinate with our stakeholders, and I’m excited to share that we’re on track to launch. It’s also great to see your process. I’m impressed with the efficiencies you’re introducing. | Example | Creativity and Innovation |
| I’m curious about where we are with Y project. If any issues have come up, it’s best that I know as soon as possible so I can help you get back on target. How about you shoot me daily updates just so I know where we are? | Example | Time Management |
| I can’t help but notice that this is the third deadline that’s caught up to you this month. I understand this is a fast-paced environment, and I think you’d be more effective if we rethought your time management strategies.” | Example | Time Management |
| Thanks for letting me know you’re running behind schedule on this project. Let’s take a look at your goalsand see how you’re spending your time — I bet there are opportunities for efficiencies there. | Example | Time Management |
| It’d be great to see you take on fewer projects, or narrow your focus to be more attainable. What do you think? | Example | Time Management |
| Your work on X, Y and Z were solid, valuable accomplishments this quarter. I know you didn’t complete every goal you set, and that’s okay — it’s great to see you reach high. But I recognize that it can be discouraging, too. So let’s take this opportunity to rethink your goals moving forward. | Example | Time Management |
| You know I’ve always appreciated your grasp of our larger vision, and it’s great that you see big-picture. But you’ve missed out on some smaller details in your last few projects, like X and Y. Unfortunately, that ultimately set the team back because they had to correct those oversights. | Example | Quality |
| I’d love for you to keep that big-picture vision while working on those little blind spots. For your next project, let’s put together a detailed checklist of all your deliverables to make sure you don’t miss anything. Give it a shot, then let’s follow up and reassess from there. | Example | Quality |
| Hey, I noticed you weren’t in our last few morning meetings. I’m concerned that you may have missed some important information and that it will be difficult for other team members to sync up with you. I’d like to take the time to go over what you missed now. Then, let’s work out a plan together, so this doesn’t continue to happen in the future. | Example | Reliability |
| You did a fantastic job collaborating with your team last week, but I worry that you may have derailed Howie by seeking his help with X. I’ve seen you work, and I’m confident that if you’d thought about it a little longer, you could have come up with a solution on your own. I know you can do it. Do you believe you can? | Example | Communication and Cooperation |
| It’d be great to see you tap into your resourcefulness and apply it to problem-solving before reaching out to others. Try sitting with an issue for 5 minutes before you reach out to anybody else. If this doesn’t work, check in with me and we can come up with a solution. | Example | Adaptability |
| I wanted to check in and see how things are going. You don’t seem to be quite as engaged at work lately — is there something I can do to help you get back on track? I’d like to keep you happy here. Let’s set a time to review your goals and responsibilities and make sure we’re on the same page. | Example | Attitude |
| I’m glad we’re taking the time to check-in. I feel like you haven’t been as happy at work lately. How do you feel? Is there something I can do to help you have a better experience here? | Example | Attitude |
| I appreciate your input. When you have an issue, it’s helpful for the team and me if you share it with me so I can address it. That’s a positive, productive move. If you talk to your teammates about your issues, I can’t help you solve them, which creates an atmosphere of negativity. | Example | Attitude |
| I know there are a lot of rumors flying around about X, and I know you’re concerned about it. I value your trust and contributions here, so I’d like to set the record straight and explain what I can. | Example | Communication and Cooperation |
| I understand your feelings, and I know it’s frustrating when you feel your questions aren’t being answered. In the future, though, please bring your concerns directly to me. When you share them with your teammates, it creates a company culture of fear and negativity without providing answers. | Example | Communication and Cooperation |
| Hey, I wanted to check-in and see how you felt about your work this week. Samika mentioned that you used a sarcastic tone with her in a meeting and it made her uncomfortable. We need to be able to function as a team, and I was hoping to hear your side of the story to see if everything is okay. | Example | Communication and Cooperation |
| This morning you left our team meeting early. I could tell you were frustrated by the discussion, but walking out on your teammates doesn’t show them the same respect they show you during the conflict. How can we find a solution moving forward? | Example | Communication and Cooperation |