Performance Appraisal Phrases

When writing out a performance appraisal phrases for multiple subjects, it can be hard to create unique thoughts as well as find the best way to critique without evaluations being taken the wrong way. These performance appraisal phrases will help supervisors to create their performance appraisal, by providing suggestions of phrases and wording to be used on appraisal forms.

Performance Appraisal Phrases

Attendance and Punctuality Performance Appraisal Phrases

Positive

<employee name> is very prompt at the start of each work day.
<employee name> manages his staff to a great attendance score. His staff is frequently among the top performers in the company for on-time arrivals.
<employee name> demonstrates the secret to success is not who works the longest, but who works the smartest. With this said, <employee name> is also one of our top employees for attendance and reliability.
<employee name> manages a tough schedule with his staff, yet always maintain adequate staffing levels.
<employee name> is a reliable performer and maintains a good schedule.
We have had no issues with <employee name>’s schedule – he has good attendance and does not deviate from the standard attendance policy.
<employee name> always ensures his employees adhere to their lunch schedules and breaks.
<employee name> meets all company standards for attendance and punctuality.
<employee name> begins each day refreshed and ready for any challenges she will face.
<employee name>’s attention to punctuality has paid off this year, he consistently arrives on time.
<employee name> starts meetings and ends them on time.
<employee name> schedules his time off well in advance.

Negative

<employee name> works the appropriate schedule, but his “off-site breaks” affects co-workers as he is frequently late returning from break.
<employee name> is a very good with punctuality, but her staff is not. She needs to better manage the team to company-required schedules.
Frankly, P<employee name> has a ghastly view of on-time attendance. I do not remember a day when he has shown up on time, ready to work.
<employee name>’s shoddy attendance record must improve in the next 90 days or he will be terminated under the company’s attendance policy.
<employee name> is such a quality worker, but unfortunately his punctuality is abysmal. This one area is dragging down <employee name>’s review and must be improved.
<employee name> often runs behind schedule throughout a typical work day causing meetings to start late which affects others’ schedules. She needs to get her schedule in order to help her coworkers.
<employee name> is often tardy for work and despite repeated warnings, does not respect the attendance policy.
For most of the year, <employee name> has had excellent attendance. Over the last several months, he is frequently absent or late for work. <employee name> should improve his reliability.
For the most part, <employee name> has been good with his schedule. However, during the summer months, <employee name> frequently leaves early or takes a half day of unscheduled time off on Friday. This provides a bad impression for his coworkers and employees.

Attitude Performance Appraisal Phrases

Positive

<employee name> is quick to congratulate coworkers and builds an atmosphere of trust with his team.
<employee name>’s attitude is an asset to his management skills. He continually builds people up, deals with difficult situations with incredible posture, and focuses on the positives.
With the incredible pressure we have been feeling as a company, it would be easy for <employee name> to get down, but he stands firm that the situation won’t affect his attitude. <employee name> has a mind-set that few people do and we appreciate that about him.
<employee name>’s internal bearing is always right on with a focus on the right attitude.
<employee name> has a cheerful attitude which makes others feel good when he’s around.
<employee name> accentuates the positive in most situations.
One of the difficult things a new manager must learn is how to emphasize the right things and downplay the other things. <employee name> keeps a steady, positive attitude that helps her employees know everything is ok – even when it seemingly isn’t ok!
<employee name> has one of those attitudes that is always positive. She frequently has a smile on her face and you can tell she enjoys her job.
<employee name> is a cheerful guy who always makes you feel delighted when you’re around him. We are fortunate to have Greg on our team.
<employee name> has an even demeanor through good times and bad. His constant cheer helps others keep their “enthusiasm” – both positive and negative – in check.
<employee name> has a soothing personality which reflects in a very calm personality. Her attitude is one which should be emulated.
<employee name> brings a level of enthusiasm to his job that few can. He is always one of the guys on the team we go to when we need a lift.

Negative

<employee name> is normally a very affable guy, but under times of pressure, he succumbs to it and needs to work on his choice of language and volume level of his voice.
When the pressure is on and there is a choice to blink or not, <employee name> too frequently blinks.
<employee name> is a good manager, but her mood changes too often for people to keep track of.
<employee name> is an asset in many ways, but her attitude needs to be kept in check.
<employee name> has a dreadful outlook at times which has a tendency to bring down the entire team.
For the most part, <employee name> is a personable guy, but when he gets upset, his attitude turns to shocking. <employee name> needs to balance his personality out and not react so much to negative events.
<employee name> has a tendency to instigate problems between his coworkers.
<employee name> knows that certain conversations provoke members of his team, yet he continues to be vocal about non-work related topics. <employee name> should keep his conversations work related.
<employee name> has a tendency to erupt over minor things. This causes unease with her coworkers who do not want to set her off.
<employee name> is quick to show his discontent with work; he should stop to think about how his display affects those around him.
<employee name> is a good person, but any constructive criticism devastates her. We cannot walk on egg shells around her if we want the team to get better.
Simply put: <employee name>’s negative attitude negatively affects his work performance. <employee name> needs to bring his attitude under control.

Communication Performance Appraisal Phrases

Positive

<employee name> is effective in the written and verbal word.
<employee name>’s years of experience communicating is evident in his wonderful communication skills.
<employee name> has the valuable skill of communicating difficult concepts in easy to understand language.
<employee name> is quite good at communicating difficult messages with employees, management, and customers.
As an employee, <employee name> was good at communication, as a manager, <employee name> has proved an even more effective communicator. His communication skills have improved tremendously this year.
<employee name> is an adept communicator and is one of the best business writers I have had the pleasure of working with. <employee name> communicates very well through his reports and white papers.
<employee name> is very good at written communication, however his verbal communication skills can be improved. <employee name> should work on being an active listener.
<employee name> reports necessary information to his coworkers.
<employee name> is excellent at keeping written information about her assignments and projects.
One of <employee name>’s strengths is his use of candor and effective communication with his employees.
One of <employee name>’s core strengths is her ability to immediately connect with someone.
<employee name> is very competent communicator.

Negative

<employee name>’s position requires him to have sufficient technical skills, however, he does not speak up during technical meetings to discuss potential solutions.
Over the past year, <employee name> has not performed very well in creating an honest and open environment for the employees he supervises.
<employee name> must improve her foreign language skills to stay competitive in this industry.
<employee name> is not adept at documenting verbal communication. Over the next 90 days, <employee name> should work on this skill.
One of <employee name>’s roles is to find consensus among his team members, but he has frequently failed to accomplish this task.
<employee name> does not communicate effectively and clearly.
<employee name> holds too many meetings; fewer would be more effective.
<employee name> should communicate project status updates more frequently.
<employee name> lacks credibility in his messages. His co-workers do not believe he is honest.
<employee name> does not convey a positive image of the company to customers.
<employee name> has proved to be an ineffective communicator.
<employee name> does not effectively communicate – both written and verbal communication must be improved.

Cooperation Performance Appraisal Phrases

Positive

<employee name> promotes a team-centered environment.
<employee name> is a proven team player.
<employee name> is an asset because he can effectively work with other teams and departments.
<employee name> is willing to do whatever it takes to get the job done – even perform tasks or jobs that are not her own.
<employee name> coordinates individual workers together to meet deadlines and work effectively as a team.
<employee name> encourages people to work together towards a common goal.
<employee name> gives of himself to make sure the job is well done.
<employee name> offers assistance willingly.
<employee name> makes a positive contribution to morale.
<employee name> accepts constructive criticism positively.
<employee name> shows sensitivity and consideration to other people’s feelings.
<employee name> creates a positive and inclusive work environment.

Negative

<employee name> doesn’t view his workplace as a “team” environment and too frequently wants to “go it alone” on projects.
<employee name> does not encourage a team-centered work environment.
<employee name> fails to commit his team to cooperating with organizational goals.
<employee name> demonstrates a desire to avoid working with others.
<employee name> refuses to share crucial information with co-workers for fear he will be marginalized.
<employee name> is very good at individual tasks, but he falls short in cooperating on group projects and in partnership with staff members.
<employee name> takes on new tasks with ease, but when it comes time to communicate with other team members and train them on these tasks, John does not perform very well.
<employee name> consistently fails to be an effective team member. She needs to improve over the next several months in her teamwork skills.
<employee name> is too cautious – she is afraid of confrontation so she does not step out to assist when it’s necessary.
<employee name> gets upset when co-workers do not help him, yet he does not offer assistance to others.
<employee name> is far too focused on finding new ways to accomplish things rather than cooperate with others in a process which is already well tested and defined.
Instead of making do with what she has, <employee name> tends to complain about a lack of resources and personnel.

Creativity and Innovation Performance Appraisal Phrases

Positive

<employee name> constantly searches for new ideas and ways to improve efficiency.
<employee name> creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged.
<employee name> doesn’t accept “we’ve always done it this way” as a solution; instead, he constantly reviews solutions to see if they are the most effective way of doing things.
<employee name> encourages his teammates to think outside of the box and to be more creative with solutions.
In meetings, <employee name> is very good at extracting unique ideas out of people – some you might not consider as very creative people.
<employee name> is a very creative innovator. Specifically, he solved an on-going problem by looking for a solution from all angles.
When we’re in crisis mode, we know we can turn to <employee name> to craft a viable and inventive solution.
<employee name> has a creative personality which allows her to suggest original ideas. She should continue to adapt this to her position in the company.
<employee name> is an innovator at heart – his skill at inspiring new ideas is an asset to our team.
<employee name> has an imaginative personality and is very resourceful in times of need.
<employee name> has a creative touch in a sometimes monotonous role within our team – the way she adds inspiration to the day to day tasks she performs is admirable.
<employee name> adds an artistic flair to everything he produces which makes his projects much more fun than most.

Negative

<employee name> discourages creative solutions from her team.
<employee name> has a difficult time thinking “outside of the box” and creating new and untested solutions.
<employee name> is a creative guy but he has a tendency to act before thinking. This causes problems when an untested or unexamined idea is moved forward too quickly.
There is a place and time for realism, yet <employee name> consistently strikes a practical, hard-nosed look at things without thinking how she could creatively solve a problem.
<employee name> has shown a tendency to be a matter-of-fact manager, but in his position, thinking in a more resourceful manner would do him well.
Whenever <employee name> runs into an obstacle, he has a tendency to stop and ask for help. We encourage him to develop solutions – or even recommendations – before constantly asking for help.
<employee name> does not research solutions deeply enough and often just compiles ideas found on Web sites. This does not help for many of the problems we run into.
<employee name> rarely innovates and when he does, it seems forced.
<employee name> fails to generate new ideas.
<employee name> seems unwilling to consider new or intriguing ideas, even when the team runs out of your run-of-the-mill ideas.
<employee name> needs to work on being more resourceful on tasks and projects.
<employee name> isn’t willing to take risks on creative ideas.

Customer Satisfaction Performance Appraisal Phrases

Positive

<employee name> handles customer service situations well and is rated well by her peers, managers, and customers.
<employee name> is one of our most proficient customer service trainers and demonstrates this when she’s working in customer care.
<employee name> understands how to listen to customers and extract those details which make a big difference when dealing with our clients.
<employee name> is adept at having happy customers and successfully upselling them at the same time.
<employee name> deals with customer complaints with a calm demeanor. <employee name> is very good at handling difficult situations with customers.
<employee name> works with customers very well. He is very good at dealing with irate customers in a calm and rational manner.
<employee name> takes great pride in his work.<employee name> skillfully overcomes client objections.
<employee name> has consistently high marks on his customer satisfaction surveys.
<employee name> understands the latitude to ensure customer satisfaction and does everything necessary to retain customers.
<employee name> is able to handle his clients well and does not have any complaints against him.

Negative

<employee name> does not understand how to deal with a difficult customer and too frequently passes the customer on to his supervisor.
<employee name>’s average time per call is too high and needs to be reduced this year. He needs to learn how to handle customers in a more efficient manner.
<employee name> is very good at dealing with customers on the phone, but when they come in the store, he doesn’t handle one on one contact very well.
In most areas of customer service <employee name> does a good job, but when it comes to difficult situations, <employee name> does not understand how to calm the customer down and follow the script.
<employee name> does not understand how to overcome client objections and instead gives up to early.
<employee name> has consistently shown he does not listen to his customers well.
<employee name> has not fully understood why customer service training is important and frequently is late to class and does not participate.
<employee name> follows the phone scripting in a rigid and inflexible way. In today’s market, we need some creativity and flexibility in dealing with customers, yet <employee name> does not seem to understand that.
<employee name> can handle the run of the mill customer service situation, but the more complex issues seem to cause her to freeze and not react.
<employee name> fails to follow up with customers as requested.
<employee name> has consistently low marks on his customer satisfaction surveys.

Dependability Performance Appraisal Phrases

Positive

<employee name> is one of our hardest workers and demonstrates to us that he cares about his job, his coworkers, and the company.
<employee name> consistently impresses us with her willingness to do whatever it takes to get the job done.
<employee name> is a very reliable employee.
We depend on <employee name> to turn in good performance each day and he never fails to impress.
<employee name> faithfully commits to get the job done and consistently performs at or above expectations.
When we think of “steadfast,” <employee name> comes to mind. She is a loyal and trustworthy employee.
When we have a situation that must get done, we turn to <employee name>. <employee name> has our trust because he’s proven to us he can get the job done.
<employee name> is known for his dependability and willingness to do what it takes.
<employee name> is willing to get her hands dirty with her employees to ensure the job gets completed on time.
We know that if overtime is required, <employee name> is willing to work until the project is finished.
There are many times we have tasks that absolutely must be completed by a given time. In these circumstances, we know we can turn to <employee name> to get the task accomplished on time.

Negative

<employee name> is a very loyal guy, but not a very dependable one. “Flaky” is probably the closest word that comes to mind when thinking of <employee name>.
<employee name> is usually very steady in her work, but there have been several instances where she has been unreliable.
Unfortunately, <employee name> does not ever put in overtime even if the job requires it. He is unwilling to work beyond his normally scheduled 40 hours.
In this economy, we need people who are willing to do whatever it takes to get the job done. <employee name> is not one of those people.
<employee name>’s reliability is questionable. Too often, his work results are inconsistent and need to be checked too frequently.
While most of his coworkers are willing to work late to get the project finished, <employee name> seems content with leaving the work for others to do.
<employee name> does not demonstrate a concern for what we think of him and whether or not we believe he is up to the job.
<employee name> is not a dependable employee. If we know a task must be completed, we usually pass him over and find someone else to do the task.
<employee name> does not produce as consistent results as her coworkers do.
<employee name> is not reliable for his effort and does not demonstrate a willingness to do whatever it takes to get the job accomplished.
Even if we are behind on production, <employee name> does not show a willingness to help her employees out. Once promoted to supervisor, she has taken a hands off approach to the detriment of her team.

Interpersonal Skills Performance Appraisal Phrases

Positive

<employee name> has a knack for making people feel important when she speaks with them. This translates into great opportunities for teamwork and connections to form.
<employee name> makes people feel at home with him. His natural ability to work with people is a great asset to our team.
<employee name> handles himself and the relationships with his coworkers very well.
<employee name> can quickly build a positive relationship with people and understands how to relate with them.
<employee name> is able to create a sustain a positive, professional relationship with her coworkers, direct reports, and management team.
<employee name> is a positive influence to those around him and inspires them to work harder.
<employee name> has a nice understanding of how to relate to people and make them comfortable.
<employee name> seemingly can strike up a conversation with anybody. He has a gift in relating to people around him.
<employee name> can find a point of connection with just about anyone.
<employee name> is a nice and affable guy who works well with others.
<employee name> has a natural rapport with people and does very well at communicating with others.
<employee name> seems to find it easy to connect with others and relate well with them.

Negative

<employee name> is an affable fellow, yet his strong personality turns off people around him.
<employee name> does not work well with others.
<employee name> has a very strong personality and this has caused a rift on our team.
<employee name> has an excellent impression among the management team, yet his fellow team members cannot stand working with him.
<employee name> does not understand the different between “friend” and “coworker” and only wants to focus any energy on friendships and not building good working relationships.
<employee name> should continue to work on cultivating good relationships with those around him.
<employee name> works well with members of his own team, yet he has an “us” against “them” mentality when it comes to others within the company.
Many of <employee name>’s coworkers see him as unapproachable.
<employee name> gives off an impression of superiority to those around him.
<employee name> is brisk with her directions and crude with her feedback.
<employee name> does not appreciate how happy team members can affect his own job performance and continually upsets those around him.
<employee name> has left a wake of bad relationships in his career path.
<employee name> seems to shrink when she’s around others and does not cultivate good relations with her co-workers.

Managerial Style Performance Appraisal Phrases

Positive

<employee name> is very professional with him employees and manages them well.
<employee name> has a difficult situation with the team he manages, yet he has turned them around in excellent fashion.
<employee name>’s team performs well and all speak highly of him.
<employee name> is a high performer and leads a team of high performers. His leadership has contributed to very high productivity from this department.
If <employee name> were a coach, he would be considered a “player’s coach.” He understands his team and how to motivate them to high performance.
<employee name> manages his team well and receives good performance from them.
<employee name> is an effective manager and understands how to supervise his employees to meet expectations.
Though <employee name> had a rough start, she ended the year well with her team turning in the best performance of all the groups.
<employee name> is in a difficult situation: he inherited a team that frankly was a mess. In short order, he turned the team around to one of our best performers.
<employee name> has received good feedback from his team and his managers.
<employee name> is very adept at managing difficult employees and turning their energies towards higher performance.

Negative

<employee name> does not cope very well with managing employees. His employees consistently complain of unreasonable expectations and we tend to agree. <employee name> needs to improve his acceptance of a reasonable work-personal life balance.
<employee name> is an adequate supervisor, but does not excel in this area. He does not always relate well with his employees and this shows in the group’s work effort.
<employee name> has not made the transition from co-worker to manager very well. He has a difficult time separating his personal relationships with professional ones.
<employee name> does not understand how to set team goals and manage his team to achieve them. He seems to always be in “survival mode” without focusing on the goals necessary to move his team forward.
<employee name> understands how to manage personalities similar to his, but has not worked very hard managing other types of personalities on his team. He is coping with being a manage, but survival isn’t the goal: excellence is. <employee name> needs to better understand personality types and how they interrelate.
<employee name> is a decent task manager, but falls short when it comes to setting a vision.
We’ve experienced a few issues with <employee name> in a leadership position with the team that must be resolved. These issues could be detrimental to the performance of the department and should be the focus of the next few months.
<employee name> understands how to handle difficult employees and manage a high maintenance staff, yet we continue to have above average turnover on his team. This year, we need to focus on what issues are causing such high turnover.
<employee name> is not very effective at managing her staff to high performance.
<employee name> is a good supervisor, but has failed at managing his staff to high productivity.
<employee name> does not understand the intricacies of managing a high performance team and has yet to perform.
<employee name> was a great individual performer but so far has not proven she is a good manager.
<employee name> has a tendency to play favorites and not treat all employees fairly.

Teamwork Skills Performance Appraisal Phrases

Positive

<employee name> manages his relationships with his coworkers, managers, and employees in a professional manner.
<employee name> works well with others.
<employee name> is the consummate team player.
<employee name> contributes to the success of the team on a regular basis.
We’ve always been impressed with <employee name>’s ability to work well with others, but this year, he has really shined in this area. <employee name>’s one of those team members you would love to have on your team.
Whenever a large project comes in, <employee name> is always one of the first to volunteer to help to get the job done.
It’s nice to see how <employee name> isn’t concerned about herself and continually contributes to the success of those around her.
<employee name> always helps out to achieve the goals of the group.
<employee name> is a team player and understands how to help others in times of need.
Our company is composed of many teams and <employee name>’s ability to work with and understand the team dynamics has been beneficial to the firm.
<employee name> isn’t concerned about who gets the credit, just that the task gets accomplished.
<employee name> has a great willingness to help his fellow teammates.

Negative

<employee name> holds on to too much and does not delegate to his team effectively.
<employee name> focuses on getting his own work accomplished, but does not take the time to help those members of his team who are struggling to keep up.
<employee name> is inconsistent in supporting his teammates.
<employee name> was very good at teamwork when he was just a member of the team, now that he is in a supervisory role, <employee name> has lost much of those teamwork skills.
<employee name> relies on his own knowledge and abilities without asking others for help and their expertise.
<employee name> is a team player most of the time, but frequently we have problems with his follow through when other teammates need help.
<employee name> is inner focused and does not think about the needs of those around him.
<employee name> seems more intent on accomplishing his tasks rather than assisting others who might need help.
<employee name> comes from a very individual focused work environment to a team focused one and has struggled to adjust.
<employee name> focuses her team on accomplishing individual tasks without thinking about what could be accomplished if the team worked more cohesively together.
<employee name> works with the team well when his own projects are coming due and he needs help, but once those are accomplished, he does not frequently help others on their projects.
<employee name> does not understand how to share tasks with others.

Technical Skills Performance Appraisal Phrases

Positive

<employee name> is one of the most technical employees we have.
<employee name> is able to grasp complex technical concepts and explain them in easy to understand ways.
When we need to implement new technology, we turn to <employee name> first.
In the fast paced world of technology, things always seem to change so rapidly. With some of our systems being old, we rely on <employee name>’s expertise in the previous generation systems.
<employee name> is good at understanding the technical nature of his job.
<employee name> is excellent at absorbing the complexities of his job.
<employee name> deals with very complex topics and discussions, yet always seems to bring it to a level of understanding the rest of us can relate to.
Whenever we have a very technical problem, <employee name> is one of the first people we turn to. Her ability to grasp technology is an asset to our team.
<employee name> is an accomplished technician who understands our systems and processes.
There are a lot of intricacies to <employee name>’s job, yet he makes it all seem so simple.
As we implement new technology, <employee name> is one of the first to pick it up and understand it.

Negative

<employee name> is not very adept at understanding new technology.
Technical concepts sometime seem to pass right by <employee name> . <employee name> should learn the technical concepts required for his position.
Though our systems have been in place for many years and are well documented, <employee name> does not have the aptitude to understand the technical nuances they present.
<employee name> surprised us by not being more technical in nature considering his background.
<employee name>’s understanding of business is very good, however, his ability to communicate with the technical members of his team is holding him back.
<employee name> is not technical enough for his role.
<employee name> needs to continue to improve his technical knowledge through training and self study.
Rote memorization of technical manuals is not the same as technical mastery. <employee name> needs to work on being able to think outside of the box, beyond the manuals, and troubleshoot technical issues which are not documented.
<employee name> needs to improve his technical understanding of his job.
In such a fast changing world, keeping up with the latest technology can sometimes be difficult. However, in his role, <employee name> needs to focus more on understanding the trends and changes in the marketplace.
<employee name> is not a technician, yet some basic technical knowledge is required of her role. <employee name> needs to work on her technical knowledge