What to Write in a Performance Review Sample

If yous've ever walked away from a operation review confused near where yous stand up, y'all're non alone. The art of giving clear, intentional, and valuable feedback is catchy to primary, which is why so many employees have experienced underwhelming operation reviews.

At Culture Amp, our mission is to build a meliorate world of piece of work. Useful feedback, an effective functioning management system, and the overall employee experience are inextricably intertwined. That's why we put together this listing of operation review phrases to guide you in the right direction and sharpen your ability to provide useful feedback - whether it'due south about yourself, your direct reports, or your team members.

Performance review phrases to utilise during a self-evaluation

Self-evaluations can be awkward. You don't desire to pat yourself on the back too much, but it tin can besides feel uncomfortable to openly share your areas of weakness with others. One style to combat this mental block is to apply phrases that are more than objective in nature. Chris Zeller, an Executive Recruiter at Adecco, explains, "It'south e'er helpful to keep feedback rooted in appreciable beliefs, which has nothing to practise with intent or inherent traits."

This recommendation is aligned with the Situation-Behavior-Bear on (SBI) feedback model, which aims to focus on facts and less on subjective assessments. To use this model, y'all structure your feedback around the post-obit components:

• Situation: Draw the situation. Be specific nigh when and where it occurred.
• Behavior: Describe the observable behavior.
• Impact: Explain how the activeness has affected others.

Based on this advice, hither are phrases y'all can apply during the self-evaluation portion of your functioning review.

To recognize positive performance

I demonstrated [beliefs] when I [instance].

This phrase is constructive when talking positively about your performance because it identifies a strength while as well providing a concrete example. This phrase is useful and makes it less awkward to talk about yourself since yous're not subjectively assessing your personality.

Examples:

1. I demonstrated initiative when I wrote three additional blog posts this quarter.
2. I displayed leadership skills when I led the engineering science squad through a feature release.
3. I showed dedication as a manager when I guided an employee through a work conflict.
4. I demonstrated my collaboration skills by planning the holiday party with a full committee.
5. I showed strong fourth dimension management skills and teamwork when I took over my teammate'south work while he was on vacation and completed all my own tasks also.

I successfully completed [projection or milestone] and, equally a effect, achieved [results].

This performance review phrase is less focused on your behaviors and more focused on the results of specific milestones you reached or projects you completed. This is a smashing phrase to use if you have strong data points to share.

Examples:

1. I attended five events and, as a result, exceeded my sales quota by 10% this quarter.
2. I set up multiple goal checkpoints, which led to the marketing squad hitting all its Q1 KPIs.
3. I implemented a new update, which resulted in a x% increase in website date.
4. I finished a content audit and was able to pinpoint the gaps we need to address in Q2.
5. I planned a successful PR offsite and, every bit a upshot, the squad produced 3 fresh story angles to pitch adjacent month.

To acknowledge areas of comeback

I recognize that I could improve in [surface area of comeback]. I program to do and then by [action].

While it's tough to talk well-nigh the areas yous need improvement in, this performance review phrase is helpful because information technology immediately offers a solution to the "problem." This shows your manager that yous're proactive, self-aware, and driven because you're taking buying of your weaknesses. Kate Snowise, an executive double-decker and manager, explains, "There is 1 skill that can massively impact the way existing and emerging leaders are perceived past their peers and superiors: demonstrating initiative through being consistently solution-focused."

Examples:

1. I recognize that I could improve the style I run meetings, which I plan to practise by coming up with more than focused agendas.
2. I know I need to speak up during brainstorms. I'm going to start planning ideas ahead of time so I experience more prepared.
3. I recognize that I need to improve how I proofread my work, so I'k planning to make grammar and spell checks a routine part of my review process.
4. I demand to bear witness more than sophistication in stressful situations. To do this, I'm going to practice mindfulness and step away from my desk when I feel overwhelmed.
5. I know that I interrupt others unintentionally. I've asked my squad to gently let me know when I practice this so I can exist more than aware of my actions.

I'm going to stop doing [activity] considering I know information technology results in [issue].

This performance phrase is more straight. Information technology pinpoints a specific activeness that you know has negative results or consequences, while demonstrating your commitment to avoiding it in the future.

Examples:

1. I'grand going to finish calling out people for mistakes in meetings considering I know information technology tin can be embarrassing and isn't the advisable way to handle the state of affairs.
2. My goal is to stop coming to meetings late because I know it'due south disrespectful of everyone's time.
3. I'chiliad going to stop raising conflicts in Slack considering I know messages tin can exist hands misconstrued and some bug are amend resolved in person.
4. I won't modify projection deadlines without alerting everyone else involved considering I know it affects people'southward workloads.
5. I'm going to stop micromanaging my colleagues because I know it makes them feel like I don't trust them.

Performance review phrases to use when you lot're a managing director

As a manager, you serve as the gatekeeper for your direct reports' feedback, and then there's a lot of pressure to deliver information technology in an impactful way. The balancing human activity of delivering positive feedback while besides providing constructive comments can exist challenging. Sara Kaplan, Social Media, Content, and PR Manager at Weploy, suggests a specific framework to make the process a flake easier.

She elaborates, "At my visitor, I'k asked to give feedback in the following format: Finish/Start/Keep Doing - it helps frame things constructively."

This Stop/Starting time/Keep Doing framework is also beneficial for making it clear to employees how they tin can influence and have action on their personal and professional person development. While development should be owned by the employees, managers tin use these phrases to help rails progress and continue them accountable.

Keeping this constructive arroyo in mind, below are phrases you tin utilise to effectively provide feedback to your direct reports.

To recognize positive performance

Yous excel at [action], and I would honey to go on seeing that from you.

With this phrase, y'all're calling out beliefs that you lot want to encourage an employee to keep doing. This makes articulate to the individual what they're doing well and what's you expect them to continue doing in the future. The more than specific you tin be with this feedback, the more than impactful information technology volition be for the employee.

Examples:

1. Y'all excel at creating thoughtful marketing decks. I would beloved to take you proceed taking the lead on them, peculiarly since I know you enjoy the creative process.
2. I'one thousand really impressed with the mode you revamped our weekly outset meeting. I want you lot to go on speaking out well-nigh processes you lot call up could exist improved.
3. I appreciate the way you lot took ownership of the code and fixed the bugs. Please continue being as honest and proactive as yous accept been about your work.
4. The manner y'all handled the disharmonize on your team was so professional person. You should feel empowered to continue addressing those situations.
5. I actually respect how you managed the expectations of the CEO near our PR goals. I would love to meet you continuing to push back on anything you lot don't experience sets our team up for success.

I encourage y'all to keep doing [activeness]. I've received positive feedback that this has really helped the team [result].

This phrase is a piddling different considering it gives you the opportunity to incorporate feedback from a tertiary party (east.yard., a peer or somebody on another team). Whether or not it's bearding depends on what your squad is comfortable with. This way, your employee knows their performance or actions is appreciated past people beyond just you.

Examples:

1. I encourage you to keep being a sounding lath for your teammates. Many of your team members say you're a not bad listener, and they feel comfortable sharing ideas with you.
2. Multiple people mentioned how skilled y'all are at keeping everyone on track with tight deadlines, which has been beneficial for the team's productivity. I'd dear to see you continue to have the lead on this for future projects.
3. I encourage yous to continue building a relationship with our remote squad. They told me how much they appreciate your consistent and clear advice.
4. Our new hire shared that you were instrumental in getting her onboarded onto the team quickly. Is this a process you'd be interested in taking over in the future?
5. I would honey for you to go on sharing fresh ideas at the monthly begin. The concluding i yous suggested was one of our most successful campaigns, and everyone considers information technology to be a large win.

To identify areas of comeback

My feedback is for you to stop [action] because it results in [upshot].

This is a style to let your employees know that a specific and observable action they've taken is undesirable. Moreover, it gives you a chance to explicate the negative outcomes, which is something your direct study may not take been enlightened of in the starting time identify. Information technology's important to make sure this action is ane either y'all or a team fellow member has witnessed multiple times - otherwise, information technology's hard to justify why your employee is receiving this feedback.

Examples:

1. My feedback is that you cease sending urgent emails late at night. You're creating stress for the other team members exterior of working hours, and it's not a good for you addiction.
2. When you enhance your vocalism during discussions, you make other people uncomfortable. This is something you lot should exist aware of and not do moving forward.
3. I'm aware that you cancel your one-on-one meetings nigh every week. This isn't acceptable given you're a manager responsible for the career growth of multiple employees.
4. I would like to see y'all stop waiting until the last minute to prepare your quarterly results. Your presentations tend to be scattered and don't represent your squad's efforts well.
5. My ask is that you stop using your laptop during meetings. Information technology gives the impression that yous aren't engaged and is distracting for others as well.

I encourage you to get-go [action] considering it will assist you [intended upshot].

If you lot're not comfortable request an employee to terminate doing something, you tin can flip it and ask them to start doing something instead. For instance, instead of asking them to terminate being late to meetings, you can encourage them to start planning ahead for meetings so they get there early - pick whichever phrase better suits your management manner.

Examples:

1. I encourage you lot to ready an warning a few minutes before a meeting starts so you come on time.
2. It would be beneficial for you to get-go taking notes during our stand-upwards so you don't forget any of the tasks or feedback that were shared with y'all.
3. You should block off fourth dimension on your calendar to become your administrative tasks washed on fourth dimension since it'south easy to let them fall through the cracks.
4. I call up it would be valuable to have a team member review your client emails to help you check the tone.
5. I encourage yous to showtime practicing flexibility when it comes to new ideas - it may help you notice fourth dimension-saving processes.

Performance review phrases to employ when evaluating peers

Many companies incorporate 360° feedback. This blazon of feedback involves collecting responses from peers who work with the individual being reviewed. Sharing feedback about someone you work with every 24-hour interval, who you may be friends with, is tricky - especially when the feedback is constructive.

Christine Tao, Co-Founder and CEO of SoundingBoard, offers her perspective on how to approach this challenge. She explains, "Beingness specific and timely helps - the more yous can catch or note the behavior close to when it occurred, the better. And when you share information technology, describe the impact that it had on yous or others. You tin also take this further past asking questions on what other actions they might take or change if the feedback is constructive."

Another important affair to keep in listen: Anonymous feedback doesn't requite y'all the freedom to be unfairly harsh in your review of a peer. It'due south never easy to be the recipient of negative feedback, then try to practice empathy - particularly when sharing effective feedback with a fellow colleague.

Lauren Linzenberg, Founder & HR Consultant at MENSC{Hour}, recommends doing a gut cheque. She goes on, "Make sure yous're comfy saying what yous wrote in the review to the person's face. If you lot provide feedback that you wouldn't feel comfortable against in person, you lot may run into resistance."

To recognize positive performance

When you did [activeness], it really helped me [outcome].

This phrase identifies a specific instance when you actually appreciated your colleague'due south contribution. When giving this feedback during a performance review, focus on something contempo as you will likely recall their accomplishment more accurately. This phrase also follows the SBI feedback model and will assistance your peers sympathize what actions or behaviors positively impacted yous, and why.

Examples:

1. When you offered to take ane of the writing projects off my plate, information technology made me feel supported considering y'all recognized that I was busy and stepped in proactively.
2. Yous saved me a lot of time when yous pointed out the error in my code early.
3. When you publicly gave me credit for the project we worked on together, it fabricated me feel recognized.
4. I actually appreciate the feedback you shared with me almost my communication style - it helped me identify and improve on an issue I wasn't even enlightened of.
5. When you supported my idea in the brainstorm, it gave me the confidence to continue advocating for my projection.

I really appreciate it when y'all [behavior], such as when you [example]. 

This phrase shifts the focus from a specific action to general behavior. However, that doesn't brand this phrase less valid or more difficult to empathize because information technology'southward still rooted in tangible examples.

When information technology comes to behavioral feedback, information technology's of import to be aware of gender biases. Inquiry has shown that managers and peers - regardless of gender - tend to requite women more personality-oriented feedback and men more work-oriented feedback. Unfortunately, the former is less actionable and can contribute to the gender gap, then it's disquisitional to be mindful of this when utilizing this phrase.

Examples:

1. Your conflict management skills are actually valuable to our team. For instance, yous were pivotal in resolving our team'southward dispute almost processes concluding calendar week.
2. I really appreciate it when you give constructive feedback. Your feedback helped me refine my ideas for my last presentation, which concluded up being a success.
3. I love how y'all take buying of bug fifty-fifty when they're not your own. Information technology sets a great example for me.
4. You lot're great at solving challenging piece of work problems. Yous helped me navigate multiple stressful situations by assuasive me to bounciness ideas off of you.
5. I admire the proactiveness you brought to our well-nigh recent project because it helped me plan ahead and prioritize my work.

To point out areas of improvement

I recall you could better on [action] considering [reason].

You'll notice the language of this phrase is less managerial in tone. It's more of a suggestion based on beliefs or results you've witnessed, rather than an ask to "cease" a sure beliefs since this is feedback between two peers.

Examples:

1. I think you lot could improve the manner you share updates with the rest of the team. Sometimes, people get left out of the loop so non everyone is on the same page.
2. An area you could meliorate on is prioritization - y'all're always so willing to bound into new projects, which is smashing, merely that results in unmet deadlines.
3. I think you lot could improve on staying focused during meetings and brainstorms. Discussions frequently go off track considering you desire to take them in another direction.
4. An expanse of comeback to consider is the manner y'all edit other people'southward work. Information technology would be helpful to explain why you update something instead of changing it without context.
5. You could meliorate the way you manage expectations with our customers so they don't finish up disappointed or upset downward the route.

I would love to meet you do more [action] considering [reason].

Again, if request someone to improve on something isn't comfortable for yous, a more than positive fashion to frame feedback is to say "I would love to see you lot do more…"

Examples:

1. I would honey to encounter y'all have more buying of your mistakes. Everyone makes them, only it makes the resolution a lot smoother if there'southward no finger-pointing.
2. It would be great if you could recognize when you demand aid, and ask for it, so we can avert any lost effort or time.
3. I would really appreciate it if yous could be more open to other people's suggestions because new perspectives can be valuable.
4. I would love to run across you be more thorough when handing off projects because it'll make the transition more seamless.
5. It would be bully to see you engage more during our status meetings because it feels like you're frequently uninterested in what the balance of the squad is working on.

Take your performance review to the next level

Hopefully, these phrases helped you amend envision the blazon of feedback to comprise in your next performance review. Remember that these are only starting points - you should feel empowered to mix upwards the phrases, tweak them to fit your direction mode, or come with your ain if you didn't meet whatever that resonated with yous.

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Source: https://www.cultureamp.com/blog/performance-review-phrases

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