255 Insightful Performance Review Examples to Effectively Deliver Employee Feedback

We're part of a candidate-focused talent market, where employees make the big decisions. Top talent individuals decide where they want to work and for how long.

As an employer, you need to take active measures that ensure your employees pick your company and stay for the long haul. This depends on building an engaged workforce where employees are recognized for their contributions.

The best way to accomplish this is through effective performance management.

Why Performance Management Matters

Performance management statistics show that it matters. For example, companies providing consistent feedback have 14.9% lower turnover rates than companies that don’t give employees any feedback. This makes sense considering 92% of employees want performance reviews more than just once a year.

A performance review, or performance appraisal, is a formal assessment conducted by a manager regarding an employee’s work performance. It focuses on:

• Highlighting their strengths and weaknesses
• Providing actionable feedback that helps them improve and succeed in their roles
• Relaying praise and recognition for a job well done

This balance of acknowledgment and constructive criticism helps motivate employees to improve. It also opens the line of communication to create well-functioning professional relationships. Employee engagement software can also be a great help in organizing reviews and appraisals.

We’ve gone all out to create a comprehensive list of effective employee performance review examples you can use to enhance your organization’s performance review process. Whether you want to emphasize your employees’ outstanding, good, average, or below-average performance, you’ll find tons of effective performance review phrases and templates here.

Use this guide to provide the information your employees need to feel motivated and grow within their position.

Performance Review Examples by Attributes

Performance reviews typically focus on an employee’s fundamental and soft skills. These can include communication, accountability, interpersonal skills, and creative thinking. We have also categorized our performance review feedback examples based on an ideal employee’s 14 desirable traits.

Let's take a look.

1. Overall Performance Review Examples

Providing recognition to celebrate wins and constructive feedback on misses isn’t a new concept. An effective employee recognition program will help, but most important is to ensure you’re using effective phrases and wordings that drive the message home.

In fact, 72% of employees believe their performance would improve if their managers would provide more corrective feedback. Here are a few phrases to clearly communicate your findings and concerns during an employee’s performance appraisal:

Outstanding Overall Performance – Positive

• [Employee name], your exceptional performance helped our team achieve [Milestone] faster than we anticipated. Your [Employee action] and [Employee action] kept all tasks on track and resolved [Issue].
• It's amazing to see how well you've met all the responsibilities and requirements to help us crack this deal.
• You work effectively under pressure and it's a treat to see how effortlessly you handle multiple duties simultaneously.
• [Employee name] contributes positively to the work environment and builds a supportive team culture. They actively participate in presentations and follow up with other team members to help them when needed.

Good Overall Performance – Positive

• Thanks to you successfully completing [Project milestone], we achieved [Results]. Good job!
• [Employee name]'s penchant for comprehensive and detailed planning for improvement has contributed substantially to team performance time and again.
• You willingly work extra hours when urgent challenges arise, and try to resolve issues before they snowball into a bigger problem.

Average Overall Performance – Neutral

• [Employee name] shows initiative and has a flexible approach toward new tasks.
• You can prioritize short-term and long-term goals.
• Co-workers look up to [Employee name] as a positive influence.

Poor Overall Performance – Negative

• You're a very important part of this project, but I need you to buckle up. You have the capabilities but are lacking the dedication.
• Over the next [Time period], I’d like to see you step up and lead [Project name] with more enthusiasm.
• [Employee name] fails to show any real interest in his job and frequently attempts to leave the workplace early.

2. Communication

Clear communication paired with active listening skills makes employees comfortable sharing and exchanging ideas. A clear flow of communication bridges gaps between departments and facilitates cohesion and productivity. Improving your employees' communication skills should therefore be your top priority.

Outstanding Communication Performance – Positive

• You're a fearless communicator, [Employee name]! You’re never afraid to ask thoughtful questions, like during the [Example incident].
• The entire team benefits from your ability to [Communication skill], which was especially helpful when [Example incident].
• [Employee name], we're extremely happy with your excellent oral and written communication skills and how you always seek guidance when unsure of what to do.

Good Communication Performance – Positive

• You did a stellar job of keeping all of the necessary external and internal stakeholders in the loop regarding the [Project name].
• You display a natural ability to communicate at all levels—up, down, and across the organization.
• [Employee name] is an effective communicator, which is evident in how they handled [Example incident].

Average Communication Performance – Neutral

• You're respectful to our clients and can communicate professionally.
• You regularly participate and contribute to group discussions.
• [Employee name] has a sound ability to communicate and keep meetings moving toward pre-determined goals.

Poor Communication Performance – Negative

• I’ve noticed you struggle to voice your opinions on [Incident]. You're a knowledgeable employee of our company and we would like to hear more of your thoughts.
• We think your messages would be better received if you focused on [Improvement suggestion].
• You have a good knowledge of business but are failing to properly communicate your insight to other members of the team.

3. Accountability

When you give employees feedback on their deliverables, KPIs, and OKRs, they will know what they can do to improve and achieve new goals. Plus, employees who hold themselves accountable are more inclined to work toward a higher level of performance.

Use the following written performance review examples to applaud employees who deliver stellar results, own up to their mistakes, and course correct. We’ve also provided ways of inciting improvement from workers who don’t meet their goals.

Outstanding Accountability Performance – Positive

• You have excellent follow-through skills, [Employee name]! We appreciate how you're always on time with the deliverables.
• You're a model employee who accepts responsibility for your own actions and as a contributing team member.
• I like how quick you are to admit your mistakes and errors and inform your superiors when unable to keep a commitment.

Good Accountability Performance – Positive

• You're always trying to grow and improve your [Skill], which eventually contributes to your dedicated performance.
• [Employee name] uses their time efficiently consistently and is open to receiving feedback on their work.
• [Employee name] prepares project plans on time and in adequate detail.

Average Accountability Performance – Neutral

• You show awareness of the external organization environment and its needs.
• You keep track of [Duty] and [Duty] accurately.
• [Employee name] works harmoniously and cooperatively with their peers and team members.

Poor Accountability Performance – Negative

• You've underdelivered in [Specific goal] set in last year’s performance review by X%.
• [Employee name] habitually blames processes and policies for their shortcomings and errors.
• When you show [Problematic behavior] you prioritize your own needs and career aspirations over the team's well-being and success.

4. Reliability

Your employees' reliability performance includes consistently showing up to work on time, completing tasks by the deadline, and fulfilling promises made to co-workers and superiors.

Outstanding Reliability Performance – Positive

• You had no unscheduled absences, except for approved emergencies, proving you're one of our most reliable employees.
• You bring [Valuable skill] to our team, and we want to let you know we notice and appreciate your contributions.
• You make a point to come prepared for all company meetings and conferences. You also take the time to digest the information and make valuable contributions.

Good Reliability Performance – Positive

• You invest extra time in projects to ensure that all deliverables are of a high standard.
• [Employee name] never fails to impress; they're dependable and consistently deliver valuable work.
• If there's one employee I can count on to show solid performance in all aspects of their work, it's [Employee name].

Average Reliability Performance – Neutral

• [Employee name] maintains and monitors project progress to ensure timely completion.
• You show initiative on your own and need minimal supervision.
• [Employee name] can handle projects conscientiously when needed.

Poor Reliability Performance – Negative

• [Employee name] leaves the workplace to run personal errands without seeking approval.
• You fail to keep sensitive information confidential.
• [Employee name] is frequently unavailable for extended periods without prior notice.

5. Teamwork and Cooperation

Teamwork and cooperation are desirable elements for any thriving workplace. These are particularly important to improve internal communication and build a healthy company culture where everyone feels comfortable reaching out to others for help.

Fostering teamwork requires that leaders recognize employees who reach out. These are the people within the organization that make an effort to collaborate, share credit, and get along with colleagues.

Outstanding Teamwork Performance – Positive

• You did an excellent job collaborating with [Team member] to achieve [Result].
• [Employee name], you show a high level of team spirit and a great willingness to help your teammates. The fact that you're quick to cooperate with others to get the job done has really benefited the team to achieve [Goal].
• You display this amazing cooperative spirit at the workplace, especially when you perform [Task] to contribute to [Achieved goal]. Kudos to you!

Good Teamwork Performance – Positive

• I appreciate how quickly you adapt to changes when performing your duties.
• [Employee name] works well under pressure and takes the initiative to help other team members be successful.
• You showed a strong drive to collaborate during [Project], sharing your expertise with your colleagues to help improve their performance.

Average Teamwork Performance – Neutral

• [Employee name] has managed to blend in well with previously well-functioning teams.
• You respect and work well with your co-workers.
• [Employee name] supports the idea of improving the inclusiveness of our workplace culture.

Poor Teamwork Performance – Negative

• You need to demonstrate more of a team focus, helping others achieve tasks when needed to complete the overall project on time.
• You tend to not contribute to projects or team meetings, nor do you participate in team activities or bonding exercises.
• You tend to approach decisions with a one-track mindset—a “my way or the highway” kind of attitude.

6. Quality of Work and Job Knowledge

The best employees are those with comprehensive job knowledge and the desire to consistently deliver high-quality work. This includes having detailed knowledge about work practices, policies, procedures, resources, technical information, and applicable laws.

Outstanding Quality Performance – Positive

• [Employee name] brainstorms truly creative programs/strategies that have delivered stellar results time and again.
• You have a deep knowledge of the company's products and particular characteristics that make them stand out from our competition. The fact you demonstrate this at your job on a daily basis is very commendable.
• You maintain an up-to-date level of professional and technical knowledge, equipping your team with a rare advantage that has helped tremendously during [Project].
• We appreciate your continuous efforts to boost productivity and meet performance targets, which ultimately drove company revenue.

Good Quality Performance – Positive

• You stay focused on a task until finished and are always looking forward to future opportunities.
• You're taking on available opportunities to increase your knowledge of relevant job skills, and also applying the same to your work to achieve better outcomes like [Achieved milestone].
• [Employee name] possesses the appropriate expertise to consistently perform their daily duties at a highly professional level.

Average Quality Performance – Neutral

• [Employee name] is a great team player, but needs to improve their knowledge of products.
• You make a commendable contribution to the team’s productivity levels.
• Your efforts to acquire greater product knowledge and skills for advancement were evident in [Project].

Poor Quality Performance – Negative

• You don't show a sense of urgency in delivering work of a high standard on time.
• We're concerned that your work is often of poor quality, [Employee name]. We expect more and want to help you deliver on your quality and output goals.
• [Employee name] lacks knowledge about key fundamentals. This often causes them to rely on other people’s instructions to fulfill their duties.

7. Diversity and Inclusion

Building a diverse and inclusive workplace is a crucial element to ensuring your business survives and thrives. Inspire and encourage your employees to make everyone feel supported and respected within the workplace. Make sure they don't have biases based on who their co-workers are, where people come from, what position they hold, or performance bias.

Outstanding DEI Performance – Positive

• [Employee name] understands the diversity goals and vision of our organization, its connection to our end business goals, and how their role impacts the success of the diversity initiative.
• You do an excellent job at delegating tasks to other team members with clear responsibilities and expectations and without any personal bias.
• [Employee name] willingly offers support and guidance to all employees by [Example incident], regardless of their demographic and experience level.

Good DEI Performance – Positive

• We appreciate your equal treatment of everyone and how you communicate with your peers respectfully.
• Your efforts to tailor customer service to suit individual customers’ needs are noticeable. It has also inspired others to provide a diverse customer experience.
• You promote a positive and inclusive team environment that aligns with our organization’s culture and values.

Average DEI Performance – Neutral

• Even when disagreeing with others, [Employee name] maintains a respectful and graceful demeanor.
• [Employee name] actively engages in the diversity effort of the organization.
• [Employee name] is a spokesperson for diversity issues and is committed to continuous improvement and building a more inclusive workplace.

Poor DEI Performance – Negative

• [Employee name] prioritizes the ideas and feedback from team members they like over the other co-workers.
• You tend to communicate aggressively and through reprimands when speaking to junior-level employees.
• I have noticed you're unresponsive to employees’ concerns regarding unfair treatment. Many co-workers are concerned with your inappropriate behavior towards colleagues.​​

8. Innovation and Creativity

Innovation and creativity are important to gain a competitive edge. This is true whether you’re designing a new product or brainstorming business and employee engagement strategies.

Employees who foster a creative and innovative work environment by providing helpful suggestions should be recognized for their value.

Outstanding Innovation Performance – Positive

• You’re always contributing fresh ideas during our brainstorming sessions. Your suggestion to [Action] helped us achieve [Result].
• [Employee name] is unafraid of exploring new ideas and approaches to completing [Project or task].
• You're our team's idea generator, [Employee name]. Thank you for always coming up with innovative ways to accomplish tasks.

Good Innovation Performance – Positive

• [Employee name] thinks outside the box to find the best solutions to a particular problem and constantly searches for new ways to improve efficiency.
• You show curiosity over processes elsewhere in the business and are quick to suggest new ideas like [Example].
• We love how innovative you are under adverse conditions, which has also helped promote innovative thinking in other team members like [Example].

Average Innovation Performance – Neutral

• You suggest new ideas to team project discussions regularly.
• Actively contributes process improvement ideas during staff meetings.
• [Employee name] has been a part of several creative initiatives such as [Specific example].

Poor Innovation Performance – Negative

• Your team could benefit if you participate and contribute more actively to [Responsibility].
• You sometimes appear hesitant when making creative decisions.
• You avoid taking creative risks with your work, [Employee name].

Pro-tip: Because creativity and innovation are hard to measure, it often goes unacknowledged. Make sure to implement employee award titles specifically for recognizing creativity and innovation in your company as it happens.

9. Punctuality and Attendance

Discussing attendance and punctuality can quickly become a touchy subject if not done properly.

Regardless, you want your employees to arrive on time, take breaks at the designated times, and work productively and efficiently. Here are some effective ways of communicating the importance of attendance.

Outstanding Attendance Performance – Positive

• Your punctual behavior and motivated attitude are the qualities of a dream employee! In fact, other employees are feeling inspired to improve their attendance.
• Working from home can be challenging. But despite that, you've always been punctual and dependable. Thank you for your punctuality!
• [Employee name] has perfect attendance over [Time period]. It's commendable how well they manage their schedule.

Good Attendance Performance – Positive

• You have never been a no-call, no-show employee. We appreciate that we can count on you to show up and perform.
• I appreciate how you're prompt and on time for the start of each workday.
• You're always on time—even early—for meetings.

Average Attendance Performance – Neutral

• [Employee name], thank you for adhering to the schedule whenever possible. We appreciate it.
• You have never deviated from the attendance policy mentioned in our company policies.
• Thank you for respecting others' schedules and arriving at work and at meetings on time.

Poor Attendance Performance – Negative

• Your poor attendance is affecting coworkers and slowing down the pace of the project.
• I want to bring to your notice your sick leave and absence from work stand at X%, which is above the company average of Y%.
• [Employee name] has failed to meet attendance goals set at the previous performance review.

10. Behavior and Attitude

Employees with a negative attitude towards their work often feel disengaged. They’re also at a higher risk of quitting.

If you have employees with a bad attitude, you need to make them aware of how their attitude and behavior are affecting their work, colleagues, and the organization on the whole. At the same time, use the opportunity to praise employees with a positive mindset and who actively take the initiative to motivate and help their co-workers.

Outstanding Attitude Performance – Positive

• [Employee name] responds admirably to changing and sometimes challenging situations. They never lose hold of their professional demeanor and positive attitude.
• Clients like to work with [Employee name] because of their honest and helpful approach. They possess a commendable willingness to add value, and always strive to do more than what is required.
• You supported [Colleague] with [Task or project] by not only readily sharing your expertise but also constantly motivating them to get the task done.

Good Attitude Performance – Positive

• You don't let difficult circumstances get you—or your team members—down.
• [Employee name] shows empathy to people experiencing personal or professional challenges.
• You display enthusiastic and positive behavior and view individual success as imperative to group success.

Average Attitude Performance – Neutral

• You follow the company's dress code and have a friendly, helpful approach towards other employees.
• [Employee name] typically maintains a professional, competent demeanor when dealing with clients and co-workers.
• You're a courteous and knowledgeable employee of our organization.

Poor Attitude Performance – Negative

• Your inconsistent attitude is negatively affecting the team's performance and hurting team spirit.
• You tend to be disengaged when presented with opinions different from your own, like when [Example].
• You tend to work in isolation. As a result, you often fail to see the bigger picture and the role your team and department play in it.

11. Leadership (Team Leader)

It’s particularly important to recognize the efforts of employees holding managerial positions. They may look after other team members and guide them to succeed, but leaders also need guidance and encouragement.

Here are some performance review examples you can use to provide effective leadership feedback:

Outstanding Leadership Performance – Positive

• You've stepped up to the plate to lead [Project/Team] to achieve [Remarkable result].
• [Project] came with its share of challenging circumstances. But your direction and guidance ensured it was a roaring success.
• [Employee name] demonstrates several rare leadership qualities. They motivate peers during times of stress and are always ready to provide the necessary guidance.

Good Leadership Performance – Positive

• Your team members gave positive feedback about your approach to [Responsibility] and [Responsibility].
• [Employee name] played a pivotal role in bolstering administrative support systems through [Project name].
• You push and support your team members when it comes to solving job issues.

Average Leadership Performance – Neutral

• It's nice to see you're delegating responsibilities to match competency levels.
• The department you manage has been repeatedly recognized for its excellent performance.

Poor Leadership Performance – Negative

• You don't give adequate recognition to your team members for their effort and hard work.
• Your employees feel you aren't explaining the goals and objectives of a task clearly. We feel your team could benefit from more [Desired action] from you.
• You failed to ensure all subordinates remained productive at all times, which is your priority as a team leader.

12. Problem-solving and Proactiveness

Having problem-solvers on your team who can identify the root cause behind challenges and resolve them is the difference between a thriving workplace and a stagnant one. Combine this ability with a proactive approach, and you’ll have efficient employees who think outside of the box.

Outstanding Problem-solving Performance – Positive

• You have a natural knack to find super effective solutions to even the most challenging problems.
• [Employee name] can evaluate challenges from all angles and displays decisiveness in actioning a solution.
• You are persistent about solving problems fast and efficiently. The way you were able to [Solution provided by employee] when we struggled to [Challenge] is always appreciated.

Good Problem-solving Performance – Positive

• Thanks to your detail-oriented and proactive approach, we know we can rely on you to get things done.
• [Employee name] displays strong analytical skills, which helps them quickly identify the cause of problems and offer creative solutions.
• Your ability to think of new tactics and methods consistently is a huge asset for the team.

Average Problem-solving Performance – Neutral

• [Employee name] manages to get the most out of scarce resources.
• You're level-headed when assessing situations and suggesting appropriate solutions.
• You can collaborate with other team members to find practical solutions to problems.

Poor Problem-solving Performance – Negative

• You need to think independently and work on your capability to deal with unexpected occurrences.
• Your performance lacks improvement because you are not bringing innovation into your processes.
• [Employee name] tends to hurry in making decisions, sometimes without trying to know the full details of the issue.

13: Good Habits and Work Ethics

​​Discussing an employee's work ethic and good habits is an elaborate initiative. This can include everything from respecting authority and following instructions, to taking the lead when it’s appropriate. Working diligently and methodically to ensure steady output are also components of a good work ethic.

Use the following performance review phrases examples to provide feedback on your employees‘ ethics and morals:

Outstanding Work Ethic Performance – Positive

• [Employee name] resolves client/customer complaints professionally and timely. They are decisive in resolving issues so that the client’s grievance is dealt with swiftly.
• You have taken on more responsibilities this past [Time period], like when you [Achievement]. Despite being new to it, you've managed to achieve exceptional results.
• [Employee name] has demonstrated exemplary behavior in all aspects of their work, and is repeatedly regarded as highly credible by their co-workers.
• You're an effective team player. We love your willingness to help out and contribute whenever we need to meet a deadline.

Good Work Ethic Performance – Positive

• You have a strong understanding of your job responsibilities.
• [Employee name] continually asks questions to gain more knowledge, admits their mistakes, and takes responsibility for actions.
• You've set and demonstrated a high bar for ethical behavior in the workplace, [Employee name].

Average Work Ethic Performance – Neutral

• You're respectful and fair towards your team members.
• [Employee name] doesn't engage in illegal or unethical business practices.
• You can diplomatically handle difficult situations with peers and management.

Poor Work Ethic Performance – Negative

• You repeatedly [Unwanted behavior]. Not only is this interfering with your work, it has become a problem for your co-workers.
• You have let personal biases influence important decisions related to your work. This is highly undesirable and you need to work on this.
• Instead of accepting responsibility for your actions, you frequently look for excuses for failure.

14. Effort and Dedication

Managers are always looking for ways to inspire job dedication in employees.

It's no secret hard-working and dedicated employees get things done accurately and on time. These employees also inspire their colleagues to seek greater success, contributing indirectly to a more productive work environment.

Outstanding Effort Performance – Positive

• Not only do you deliver high volumes of work that often meet and exceed expectations, but you're also willing to complete work that falls outside your formal job description. You've contributed actively to accelerating our organization's growth.
• [Employee name] actively researches and provides meaningful information to decision-makers, helping them better implement projects.
• We respect how you managed our expectations for [Project]. We look forward to you fearlessly pushing back on anything you don’t feel sets our team up for success.

Good Effort Performance – Positive

• You're consistent in meeting monthly targets set at the performance appraisal and review checkpoints.
• [Employee name] keeps track of inventory levels accurately, which facilitates our supply chain.
• [Employee name] is available when needed and works hard to develop constructive working relationships with subordinates and stakeholders.

Average Effort Performance – Neutral

• [Employee name] is a goal-oriented person, who sets their own priorities to accomplish set quotas and daily goals.
• You show the initiative to find new tasks and require minimal supervision.
• You demonstrated initiative when you [Duty carried out] this quarter.

Poor Effort Performance – Negative

• I've noticed you're being frequently late to work and missing important deadlines. Is there something you need help with?
• You need to be more committed to your work. Currently, your performance is lacking and not at par with our expectations.
• You tend to get easily distracted and aren't focusing on achieving your set performance goals.

Performance Review Examples by Job Type

Below, we've listed some more performance review examples, this time categorized by the relevant job. Use these to highlight the strengths and weaknesses of your employees based on your industry and job expectations.

1. Performance Review Examples for Sales Teams

As a sales manager, you need to provide growth-oriented feedback to your team. The better and more relevant your feedback, the more likely your sales team will be to outperform the competition and meet their monthly targets. You can also use performance reviews to identify the root causes of underperforming salespeople and remove obstacles in the way of their success.

Outstanding Sales Performance – Positive

• [Employee name], you've exceeded the sales quota by a phenomenal X% this quarter. I'm very proud of you!
• Your [Initiative] turned out to be an excellent improvement that directly led to [Result].
• You're the chief closer of our sales department. You repeatedly close profitable deals and bring more leads to your sales pipeline.

Good Sales Performance – Positive

• We appreciate that you used your discretion and suggested [Initiative] which helped us overcome [Challenge] and [Challenge].
• You're a good collaborator and need little or no direction on how to communicate with clients or colleagues.
• We want to acknowledge your impact on our sales department's winnings last quarter. You've done a good job by closing X% of your leads.

Average Sales Performance – Neutral

• I think you can improve the way you run sales meetings by coming up with more focused agendas.
• [Employee name] is willing to participate in [Company]'s optional sales seminar to improve selling skills.
• [Employee name] stays consistent in hitting their quotas, helping fuel the sales department's overall results.

Poor Sales Performance – Negative

• You're frequently late to sales meetings and 1:1 meetings with the sales manager.
• [Employee name] has a passive approach to their development and doesn't start working on discovery before it's specifically assigned to them.
• I've found you giving the same sales pitch to every customer. This isn't going to help us close deals. How can we help you work on personalizing your sales messaging?

2. Performance Review Examples for Nursing Staff

Effective performance management is crucial to the professional success of any workplace, and healthcare is no different. Offer planned and structured feedback to your nurses to set a positive course for the future and ensure how they're faring at work.

Outstanding Nursing Performance – Positive

• Your expert medical knowledge and emotional investment in your job make you a huge asset to our hospital. We commend you for the lengths you go to in providing exceptional care for our patients.
• You consistently provide meaningful information to doctors, helping them treat the patient fast and more effectively.
• You were quick to work extra shifts to fill in for fellow nurses, even on short notice. This helped our hospital operate optimally.

Good Nursing Performance – Positive

• We commend your selfless dedication to helping others, especially your peers and your patients.
• [Employee name] shows sound judgment when evaluating patients, helping them get treated faster.
• You always go out of your way to provide emotional support and share your knowledge with your patients.

Average NursingPerformance – Neutral

• You maintain a pleasant and friendly demeanor, even under stress.
• You're prompt and on time for the start of each workday.
• Patients are looked after timely and empathetically.

Poor Nursing Performance – Negative

• Even after spending X months on the job, you require constant supervision, or else specific tasks don't get completed.
• [Employee name] has often misplaced or lost important documentation related to patients.
• You need to show more composure in stressful situations. We recommend practicing mindfulness to avoid feeling overwhelmed.

3. Performance Review Examples for Technicians

When providing feedback to technicians, focus on being helpful and specific. Use examples and instances to reinforce what these employees are doing right and where they can improve.

The following are a few performance review examples you can apply to highlight outstanding performance and lackluster results in the technical department.

Outstanding Technical Performance – Positive

• [Employee name] has exceeded the original goal of [Project] by X%. Congratulations to them!
• You don’t take a generic “off the shelf” approach to your work, helping you generate tremendous value from each event and service you undertake.
• Time and again, you've helped build the team’s knowledge base by sharing expertise on technical issues.

Good Technical Performance – Positive

• You can identify potential problem areas before they become major obstacles.
• [Employee name] ensures all forms and required paperwork are completed on time, with little to no errors.
• Your managers and co-workers have commented on high levels of accuracy and work productivity.

Average Technical Performance – Neutral

• We appreciate how you don't require constant supervision.
• You can grasp complex technical concepts and explain them to team members when needed.
• You can easily implement new technology with minimal supervision or support.

Poor Performance – Negative

• We think you should attend additional training sessions to perform better on the job. This will also help you improve your technical knowledge, which we think is something you'll benefit from.
• You tend to focus on lower-value work instead of high-level activities, which ultimately prevent the department from hitting our monthly goals.

4. Performance Review Examples for Restaurant Employees

A key aspect of reviewing the performance of restaurant employees is communicating how integral they are to your restaurant's success.

Reconnect them with your mission and show genuine appreciation when needed.

Outstanding Service Performance – Positive

• You've worked diligently to improve the overall service quality at our restaurant.
• [Employee name] makes our dining experience more delightful with their pleasant demeanor and care for the customer experience.
• Even though we've hired you as our hostess, you've helped serve tables when we needed an extra hand, even without us asking you.

Good Service Performance – Positive

• We appreciate you for enforcing our standards of cleanliness and sanitation at all times.
• You create an overwhelmingly supportive work environment by lifting others up instead of pushing them down.
• The fact you readily took sanitation and food handling training to become better at your job hasn't gone unnoticed.

Average Service Performance – Neutral

• You show courtesy and gentleness toward guests.
• You provide prompt customer service but must work on speed in [Job responsibility].
• [Employee name] performs their job optimally but needs guidance with time management.

Poor Service Performance – Negative

• You don't keep the manager informed of potential problems as they arise.
• You swore in front of a customer, which caused them to ask for another server.
• [Employee name] has an inappropriate lack of hygiene observance for food service.

5. Performance Review Examples for Writers

When doing a performance appraisal of writers, be sure to prioritize your comments.

Be considerate and thorough in your feedback, outlining how their writing endeavors are benefiting or hindering the organization.

Outstanding Writing Performance – Positive

• We can count on you to find the right approach with any content asset, even the most challenging ones, which has helped us build a stronger online presence.
• You repeatedly create exceptional content that addresses our target audience's issues and positions our products as the solution to their problems.
• You're a natural storyteller, [Writer name]! You've taken care to explain complicated concepts with exceptional ease while making them engaging.

Good Writing Performance – Positive

• You manage to hit all deadlines, even when faced with unexpected scope changes.
• You have a way with words, [Writer name]. Your content communicates well and follows the brief.
• On a daily basis, you surpass your work quotas without compromising the quality of your writing.

Average Writing Performance – Neutral

• [Writer] has a straightforward style of writing that's great for top-of-the-funnel blog posts.
• By meeting your deadlines, you've helped drive our content team’s success this quarter.
• [Writer name] can convey things literally in their assignments with very little input from editors.

Poor Writing Performance – Negative

• It will serve you well to read other people's work and get a fresh perspective on [Topic].
• You need to do more in-depth research and focus on the nitty-gritty before handing over an assignment.
• [Content asset] has an irregular flow, making it hard for the reader to engage with our message.

6. Performance Review Examples for Freelancers

Freelancers are generally masters of self-reviews, but that doesn’t mean you cannot hold a performance appraisal for them.

Give a clear and simple message that freelancers can easily implement. If you have more than one concern, keep it to less than three separate messages, each focusing on matters directly relevant to their job. For example, meeting deadlines, quality of work, and communication.

Outstanding Freelancer Performance – Positive

• You've built strong relationships with our in-house staff. No wonder everyone is eager to work with you!
• You managed to exceed expectations when it comes to [Duty], including the quality of work and delivery.
• You made an effective system to streamline [Work process] by doing [Action], which significantly helped improve [Result].

Good Freelancer Performance – Positive

• You treat our criticism as learning opportunities, which has empowered you to perform well and beyond.
• You positively contribute to the overall project execution, all thanks to your consistent and high-quality work.
• In addition to setting well-thought-out goals, [Freelancer name] continuously strives to achieve them.

Average Freelancer Performance – Neutral

• You complete the projects on time, which is great. But I feel there's a lot of latent potential in you.
• You take on each project with earnest effort, which we truly appreciate.

Poor Freelancer Performance – Negative

• [Freelancer name] often starts projects without thorough upfront planning, which causes them to miss out on important client instructions like [Example] and [Example].
• You need to work on your time management abilities so that projects and tasks are consistently delivered on time. If meeting a deadline is not feasible we expect you to communicate the delay as soon as possible.
• You tend to monopolize the conversation during team meetings, often disregarding ideas from other collaborators.

7. Performance Review Examples for Software Engineers

When doing a performance appraisal for software engineers, make sure you’re specific with your wording and phrases. This means avoiding statements like “Keep doing what you’re doing“ or “Kudos for a work well done.“ Acknowledge their achievements by going into detail.

If you want to provide negative feedback, avoid using one-sided or biased examples that miss key details or are misrepresented. Be fair in your approach and include suggestions you think will help them improve.

Outstanding Development Performance – Positive

• You have an error rate below 1% on the [Work product]. This is an extremely rare feat!
• With you spearheading [Project], the company saw great results in [Achieved goal].
• You know the technology we use like the back of your hand, and you keep informed about any updates or changes.

Good Development Performance – Positive

• We can rely on [Employee name] when we need to implement a new software program or app.
• You're quick to seek out ways or tools to automate manual tasks to accelerate the development process.
• The quantity of work you've produced is outstanding, [Employee name].

Average Development Performance – Neutral

• [Employee name]'s error rate is acceptable and all work is completed on time.
• [Employee name] regularly services equipment after use.
• The team [Employee name] heads performed well over their target in the last quarter.

Poor Development Performance – Negative

• You tend to miss small errors in the work product, which leads to undue delays in the overall delivery.
• Testers reported several bugs in the last app's beta version. You need to be more focused on your work and actively try to produce quality work.
• You're still facing difficulties working with our technology even though our systems have been used for a long time and are properly documented.

Prioritizing Your Employee’s Professional Development

Constructive, measurable feedback such as the examples of performance review comments we’ve given here can significantly enhance your performance evaluation and promote employee engagement. However, it’s also important to note that 85% of employees may quit if they feel they received an unfair performance review.

When giving a performance review, try to keep things civil and productive. You don’t want to give false praise or mislead employees into thinking they’re doing better than the reality. Inflated positive feedback can rob workers of the opportunity to improve. On the other hand, you don’t want to provide vague negative feedback that makes them feel defensive.

Be specific. Use instances and examples that back your statements and provide ideas for improvement to make the appraisal session truly productive and effective.

We also recommend setting up an employee rewards program using tools like Motivosity and Kazoo.