Self Evaluation Sample Templates

Writing a great self evaluation during performance review time can be a difficult task. How exactly do I describe my performance in Training or Leadership? We’ve written 450 self evaluation paragraphs in 30 categories – by exceeds expectations, meets expectations, and below expectations. These paragraphs make completing the self evaluation easy – simply copy and paste into your document. This ebook is available for instant download for $18.95.

Sample Training Self Evaluation Phrases

In training classes, I am a good influence on fellow students. My “can-do” attitude helps the class learn complex topics.

I have sought out specialized training opportunities.

I help teach other team members the concepts I learned in training class.

I am an encourager in training sessions.

I take advantage of the training to advance my career and skill set.

I am a consummate learner and excels in the training offered.

Despite the time investment required, I encourage my team members to take advantage of training opportunities.

The guidance I provide to help my employees find the right training classes is invaluable.

I am always willing to invest time to train others on the newest technologies and equipment.

I am always excited to attend on the job training. My eagerness to learn makes me a valued team member.

I ensure all of the team members attend the requisite training classes.

I have performed admirably with the responsibility to ensure everyone attends appropriate training classes.

I am quick to learn concepts and apply them to my job.

Related posts:

1. Sample Performance Appraisal Phrases: Training Comments
2. Employees Attend Training
3. Time Invested in Training

Dictionary of Evaluation Comments

Some of you might like to know what the supervisor is really saying in all those glowing employee work performance evaluations s/he keeps cranking out.

AVERAGE:
        Not too bright.
EXCEPTIONALLY WELL QUALIFIED:
        Has committed no major blunders to date.
ACTIVE SOCIALLY:
        Drinks heavily.
ZEALOUS ATTITUDE:
        Opinionated.
CHARACTER ABOVE REPROACH:
        Still one step ahead of the law.
UNLIMITED POTENTIAL:
        Will stick with us until retirement.
QUICK THINKING:
        Offers plausible excuses for errors.
TAKES PRIDE IN WORK:
        Conceited.
TAKES ADVANTAGE OF EVERY OPPORTUNITY TO PROGRESS:
        Buys drinks for superiors.
INDIFFERENT TO INSTRUCTION:
        Knows more than superiors.
STERN DISCIPLINARIAN:
        A real jerk.
TACTFUL IN DEALING WITH SUPERIORS:
        Knows when to keep mouth shut.
APPROACHES DIFFICULT PROBLEMS WITH LOGIC:
        Finds someone else to do the job.
A KEEN ANALYST:
        Thoroughly confused.
NOT A DESK PERSON:
        Did not go to college.
EXPRESSES SELF WELL:
        Can string two sentences together.
SPENDS EXTRA HOURS ON THE JOB:
        Miserable home life.
CONSCIENTIOUS AND CAREFUL:
        Scared.
METICULOUS IN ATTENTION TO DETAIL:
        A nitpicker.
DEMONSTRATES QUALITIES OF LEADERSHIP:
        Has a loud voice.
JUDGMENT IS USUALLY SOUND:
        Lucky.
MAINTAINS PROFESSIONAL ATTITUDE:
        A snob.
KEEN SENSE OF HUMOR:
        Knows lots of dirty jokes.
STRONG ADHERENCE TO PRINCIPLES:
        Stubborn.
GETS ALONG EXTREMELY WELL WITH SUPERIORS AND SUBORDINATES ALIKE:
        A coward.
SLIGHTLY BELOW AVERAGE:
        Stupid.
OF GREAT VALUE TO THE ORGANIZATION:
        Turns in work on time.
IS UNUSUALLY LOYAL:
        Wanted by no-one else.
ALERT TO COMPANY DEVELOPMENTS:
        An office gossip.
REQUIRES WORK-VALUE ATTITUDINAL READJUSTMENT:
        Lazy and hard-headed.
HARD WORKER:
        Usually does it the hard way.
ENJOYS JOB:
        Needs more to do.
HAPPY:
        Paid too much.
WELL ORGANIZED:
        Does too much busywork.
COMPETENT:
        Is still able to get work done if supervisor helps.
CONSULTS WITH SUPERVISOR OFTEN:
        Pain in the ass.
WILL GO FAR:
        Relative of management.
SHOULD GO FAR:
        Please.
USES TIME EFFECTIVELY:
        Clock watcher.
VERY CREATIVE:
        Finds 22 reasons to do anything except original work.
USES RESOURCES WELL:
        Delegates everything.
DESERVES PROMOTION:
        Create new title to make h/h feel appreciated.

Related posts:

1. It’s Performance Review Time Again?
2. Sample Performance Appraisal Phrases: Training Comments
3. Cooperation: Sample Performance Review Phrases

We’ve separated the phrases by topical area, then by positive and needs improvement. Find the right balance to describe yourself and speed up your performance review paperwork. This is part 1 of a several part series on self evaluations.

Self Evaluation Sample Templates

Writing a great self evaluation during performance review time can be a difficult task. How exactly do I describe my performance in Training or Leadership? We’ve written 450 self evaluation paragraphs in 30 categories – by exceeds expectations, meets expectations, and below expectations. These paragraphs make completing the self evaluation easy – simply copy and paste into your document. This ebook is available for instant download for $18.95.

Attendance and Punctuality Self Evaluation Positive Phrases

I am a reliable employee who arrives on-time and leaves on-time. My break times are well planned and do not exceed the allotted time.

I arrive each day fully prepared to tackle my responsibilities.

I am reliable and do not have any attendance problems.

I  ensure my team adheres to their lunch schedules and breaks.

I meet all company standards for attendance and punctuality.

I begin each day refreshed and ready for any challenges I will face.

My attention to punctuality has paid off this year, I consistently arrive on time.

I start and end meetings on time.

I schedule time off well in advance.

I am conscientious of others when scheduling time off.

Attendance and Punctuality Needs Improvement Self Evaluation Phrases

I am occasionally late for work and will improve this area by focusing on showing up on time each day.

I need to improve showing up to work on time and keeping a normal work schedule.

Over the next year, I’m going to improve meetings so they run to their prescribed time.

Some of my breaks may run a little long, but I will improve my schedule.

I will work on taking heavy traffic and weather into account for arrival time.

I will continue to work on punctuality.

Attitude Positive Self Evaluation Phrases

I always try to keep a positive attitude, a smile on my face, and demonstrate how much I enjoy my job.

I try to be cheerful to help those around me feel welcome and appreciated.

I have an even demeanor through good times and bad. I do this to help others keep their “enthusiasm” – both positive and negative – in check.

I have a calm personality to keep an even attitude.

I bring a high level of enthusiasm to my job. I try to always set a good example for the team and be here when they need a lift.

I maintain a positive mind-set.

Even though we have difficult situations and decisions to make, I maintain a positive outlook.

I maintain a positive attitude.

I like to build trust with my team by being a positive force on the team, congratulating high performers on successes, and working with those that need assistance to improve.

Attitude Needs Improvement Self Evaluation Phrases

At times, I can be brisk and to the point. I don’t mean to offer a negative impression, but sometimes I am very focused on the work at hand.

Due to the demanding nature of our business, my team may at times think I am insensitive, but we have to get the job done, on time, and on budget.

I am working to improve how I deal with others and customers.

Though some may struggle with my personality, I believe I effectively use it to manage my employees.

Communication Positive Self Evaluation Phrases

I keep managers and coworkers informed of my work progress.

I report all necessary information to my coworkers.

I am excellent at keeping written information about my assignments and projects.

One of my strengths is the use of candor and effective communication with my employees.

One of my core strengths is the ability to immediately connect with someone.

I am a very competent communicator.

I clearly communicates with my employees and they understand my expectations.

I am clearly good at communication as evidenced by my effectiveness in resolving customer problems.

At first, communication was not my strongest attribute. However, after a lot of work, I have become a very good communicator.

Communication Needs Improvement Self Evaluation Phrases

Though some may believe I withhold information from my co-workers, I provide all information as required.

My written communication is great, but I need to improve my verbal communication skills.

My verbal communication skills are very good, but I need to work on my written communication skills.

I believe I effectively communicate with my fellow team members, but I must improve communication with my management team.

Communication is a weakness which I know I must improve.

Creativity and Innovation Positive Self Evaluation Phrases

My ability to change direction when required is an asset to the team.

I am an innovator at heart – my skill at inspiring new ideas adds a lot to the team.

I have an imaginative personality and am very resourceful in times of need.

I have a creative touch in a sometimes normal role within our team.

I add an artistic flair to everything I produce which makes my projects much more fun than most.

When a major problem arises, I use creative problem solving to look at different sides of an issue

I think outside the box when crafting solutions.

I demonstrate a key ability to craft creative solutions to problems.

I show ingenuity when facing difficult situations.

Whenever we need a fresh look at a problem, I try to provide a novel perspective.

I don’t rely on common methods to solve a problem, but address each situation with a innovative viewpoint.

I constantly search for new ideas and ways to improve efficiency.

I create an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged.

Creativity and Innovation Needs Improvement Self Evaluation Phrases

I find at times that I am more practical than creative in many aspects of my job.

Over the next year, I plan on working to improve my imagination at work to think more creatively.

Innovation is not at the heart of what I do – I am more of a task oriented person.

There are times when creative solutions are just not called for, but I have a creative mind and have a tendency to go there immediately.

Sometimes I have difficulty thinking outside of the box and creating innovative solutions.

I plan on improving innovation this year by seeking out new opinions and ideas.

I have a tendency to ask for help from other people more frequently than researching potential solutions and fixes.

Customer Satisfaction Positive Self Evaluation Phrases

I take great pride in my work with our clients.

I skillfully overcome client objections.

I consistently receive high marks on my customer satisfaction surveys.

I understand the latitude to ensure customer satisfaction and do everything necessary to retain customers.

I am able to handle clients well.

I am very good at keeping happy customers and successfully up selling them at the same time.

I deal with customer complaints with a calm demeanor. I am very good at handling difficult situations with customers.

I work with customers very well. I am very good at dealing with irate customers in a calm and rational manner.

I believe no problem is too big that cannot be solved with care and understanding. I listen to our customers and resolves their problems in an agreeable manner.

I understand how to listen to customers and extract those details which make a big difference when dealing with our clients.

Customer Satisfaction Needs Improvement Self Evaluation Phrases

Sometimes, I do not follow up with customers quickly enough.

Though I have some low marks on customer satisfaction surveys, I am working to improve those scores.

I continue to work on improving my ability to overcome customer objections.

I understand the importance of customer service training, though I do believe I’ve received enough training to be successful.

I am much better about handling telephone customer service than in person situations.

What phrases do you use on your self evaluations?

Related posts:

1. 240+ Performance Evaluation Phrases – Sample Performance Review Statements
2. Communication: Sample Performance Review Phrases
3. Attitude: Sample Performance Review Phrases

1. Everybody hates them – this is almost self explanatory. When have you come to the end of the year and said woohoo, it’s time to do performance reviews! Quite frankly, those that do like them either don’t follow the process the rest of us do or have a warped sense of management.
2. They try to do too much – goal setting, a year’s worth of performance review, pay increases, corporate strategy and goal settings: too often we try to cram all performance management into the annual performance review. Separate it out for goodness sake!
3. They become an excuse for not talking the rest of the year – how many managers have you had that spend most of year hands off and then nail you on the performance appraisal? It’s sad that a lot of managers avoid talking with their employees – except during the painful time of performance review season.
4. They are too structured and formal – keeping the same structure and format for everyone from the mail room to the CEO makes no sense. The formality of the performance review increases the likeliness that the results will be fake.
5. They focus too much on the quantifiable - can you really quantify every category in a performance review? Many jobs in the information society can not be easily quantified and we use the numbers we do have as a crutch at performance review time.
6. They may not be formally connected with promotions and salary negotiations – in reality everyone knows they are - some companies have moved to separate promotions and salary from the performance review process but employees all know they’re connected.
7. No one says what they really think - the process is not designed to encourage honest exchanges between employees and managers. It’s a time to struggle against the natural rating your manager gives you and a desire to get your raise this year.
8. They take A LOT of time – when employees and managers could be productive and increase revenues and profits, we suck them away to spend countless weeks in an ineffective performance review process.
9. They become a crutch for bad managers - many managers like the process because it gives them easy forms to fill out for each employee and they can use sites like this one to simply copy and paste performance review phrases onto the form.

Read more about it at PositiveSharing.com

Related posts:

1. 10 Stupid Ways Managers Screw Up Performance Appraisals
2. Understanding the Performance Management Cycle
3. Why Do Companies Implement Performance Appraisal Systems?

In this editorial, Dr. Culbert proposes these reasons to get rid of the performance review:

1. Two People, Two Mindsets. The mind-sets of the two participants in the performance review are at odds. The boss would like your performance to improve, the employee is worried about how much (if any) raise they will receive and making it out of the performance review unscathed to survive another year.
2. Performance Doesn’t Determine Pay. Let’s be honest with the facts: in some situations, you can be an excellent performer and receive no raise. In others, you can be a poor performer and receive just about the same raise as the excellent performers. Performance alone doesn’t determine pay: budgets, market forces, and other factors do.
3. Objectivity is Subjective. No matter who you are, it’s impossible to be completely objective about your employees. The whole process is subjective even though we try to cram it into a seemingly objective rating process.
4. One Size Doesn’t Fit All. Most companies use the same process and form for every employee, no matter their responsibilities, job content, or position. This is insane! We do not treat employees equal in other areas, why in the annual performance appraisal?
5. Personal Development is Impeded. Employees need to feel free to ask their boss for advice about personal development, weaknesses, and how to improve. With a fear of the performance review process, many employees neglect to talk to the one person they should: their boss.
6. Disruption to Teamwork. Naturally, we tend to compare employees to one another. Pitting team members against each other will result in a disruption to the team that we could avoid.

Dr. Culbert recommends replacing the current system with a two-way, accountable coaching model where the boss helps the employee improve throughout the year. This traditional performance management model is unfortunately not taught at many corporations and is an excellent model for replacing the current system. Once you’ve read the article, stop by and leave some comments about what you think about Dr. Culbert’s “performance preview” ideas.

http://online.wsj.com/article/SB122426318874844933.html

Related posts:

1. Get Rid of the Performance Review! A Book Review
2. 10 Stupid Ways Managers Screw Up Performance Appraisals
3. Understanding the Performance Management Cycle

Dr. Samuel Culbert explains in this video about how boss are accountable too. He describes the two way street that communication is between an employee and manager.

What does it mean to hold the manager accountable?

Dr. Culbert describes how you must have consequences in order to have accountability. The manager must understand that he or she cannot shirk responsibility – that there must be consequences to actions and inactions. We think of consequences as punishment and people do not want to be accountable – they do not want to be punished. It’s part of our society to avoid punishment.

The boss must select the right people, coach them, give them oversight, and set the stage for them to be successful. When there is a disappointing performance, the individual and the boss should be responsible for the failure. Instead, many times, the subordinate gets fired – if we design a performance management system which teaches lessons instead of applying punishments, we will have a system which works.

Learn more in the video and let us know when you think of Dr. Culbert.

Related posts:

1. Get Rid of the Performance Review! A Book Review
2. Accountable for His Team
3. Video: Painful Performance Appraisal Process

Have you ever found yourself in a situation like this? Working on performance evaluations, or even your own self evaluation, and you’ve run out of things to say? Writing form after form and trying not to repeat yourself? We’re here to help! This site has hundreds of performance review phrases you can use with your employees and we’ve compiled a few of our favorites to get you started.

In each category, there are phrases for both positive and negative comments. The positive performance review phrases are for employees who meet or exceed expectations while the negative performance evaluation phrases are for employees who need improvement or who are giving an unsatisfactory performance. These phrases can also be used for self evaluations, simply change the sentence to first hand.

Attendance and Punctuality Positive Performance Review Phrases

Kelly is very prompt at the start of each work day.

Bill manages his staff to a great attendance score. His staff is frequently among the top performers in the company for on-time arrivals.

Lenny demonstrates the secret to success is not who works the longest, but who works the smartest. With this said, Lenny is also one of our top employees for attendance and reliability.

Lyle manages a tough schedule with his staff, yet always maintain adequate staffing levels.

Paul is a reliable performer and maintains a good schedule.

We have had no issues with Timothy’s schedule – he has good attendance and does not deviate from the standard attendance policy.

Bill always ensures his employees adhere to their lunch schedules and breaks.

Kevin meets all company standards for attendance and punctuality.

Julia begins each day refreshed and ready for any challenges she will face.

Greg’s attention to punctuality has paid off this year, he consistently arrives on time.

Jim starts meetings and ends them on time.

Jason schedules his time off well in advance.

Attendance and Punctuality Negative Performance Review Phrases

Timothy works the appropriate schedule, but his “off-site breaks” affects co-workers as he is frequently late returning from break.

Holly is a very good with punctuality, but her staff is not. She needs to better manage the team to company-required schedules.

Frankly, Peter has a ghastly view of on-time attendance. I do not remember a day when he has shown up on time, ready to work.

Bill’s shoddy attendance record must improve in the next 90 days or he will be terminated under the company’s attendance policy.

Ben is such a quality worker, but unfortunately his punctuality is abysmal. This one area is dragging down Ben’s review and must be improved.

Jennifer 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.

Ryan is often tardy for work and despite repeated warnings, does not respect the attendance policy.

For most of the year, Jim has had excellent attendance. Over the last several months, he is frequently absent or late for work. Jim should improve his reliability.

For the most part, Paul has been good with his schedule. However, during the summer months, Paul 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 Positive Performance Evaluation Phrases

Bill is quick to congratulate coworkers and builds an atmosphere of trust with his team.

Ken’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 Tim to get down, but he stands firm that the situation won’t affect his attitude. Tim has a mind-set that few people do and we appreciate that about him.

Penny’s internal bearing is always right on with a focus on the right attitude.

Bill has a cheerful attitude which makes others feel good when he’s around.

Julia 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. Brenda keeps a steady, positive attitude that helps her employees know everything is ok – even when it seemingly isn’t ok!

Holly 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.

Greg is a cheerful guy who always makes you feel delighted when you’re around him. We are fortunate to have Greg on our team.

Thom has an even demeanor through good times and bad. His constant cheer helps others keep their “enthusiasm” – both positive and negative – in check.

Angela has a soothing personality which reflects in a very calm personality. Her attitude is one which should be emulated.

Bob 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.

Attitude Negative Performance Evaluation Phrases

Ken 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, Jack too frequently blinks.

Mary is a good manager, but her mood changes too often for people to keep track of.

Jennifer is an asset in many ways, but her attitude needs to be kept in check.

Bill has a dreadful outlook at times which has a tendency to bring down the entire team.

For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns to shocking. Lenny needs to balance his personality out and not react so much to negative events.

Bill has a tendency to instigate problems between his coworkers.

Tom knows that certain conversations provoke members of his team, yet he continues to be vocal about non-work related topics. Tom should keep his conversations work related.

Angela has a tendency to erupt over minor things. This causes unease with her coworkers who do not want to set her off.

Terry is quick to show his discontent with work; he should stop to think about how his display affects those around him.

Lindsay 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: Jim’s negative attitude negatively affects his work performance. Jim needs to bring his attitude under control.

Communication Positive Performance Review Phrases

Polly is effective in the written and verbal word.

Jack’s years of experience communicating is evident in his wonderful communication skills.

Wendy has the valuable skill of communicating difficult concepts in easy to understand language.

Peter is quite good at communicating difficult messages with employees, management, and customers.

As an employee, Ted was good at communication, as a manager, Ted has proved an even more effective communicator. His communication skills have improved tremendously this year.

Kyle is an adept communicator and is one of the best business writers I have had the pleasure of working with. Kyle communicates very well through his reports and white papers.

Cameron is very good at written communication, however his verbal communication skills can be improved. Cameron should work on being an active listener.

Barry reports necessary information to his coworkers.

Allison is excellent at keeping written information about her assignments and projects.

One of Jim’s strengths is his use of candor and effective communication with his employees.

One of Jane’s core strengths is her ability to immediately connect with someone.

Brenda is very competent communicator.

Communication Negative Performance Evaluation Phrases

George’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, Terry has not performed very well in creating an honest and open environment for the employees he supervises.

Jenny must improve her foreign language skills to stay competitive in this industry.

Greg is not adept at documenting verbal communication. Over the next 90 days, Greg should work on this skill.

One of Todd’s roles is to find consensus among his team members, but he has frequently failed to accomplish this task.

Fred does not communicate effectively and clearly.

Tricia holds too many meetings; fewer would be more effective.

Brian should communicate project status updates more frequently.

Tom lacks credibility in his messages. His co-workers do not believe he is honest.

Justine does not convey a positive image of the company to customers.

Peter has proved to be an ineffective communicator.

Jim does not effectively communicate – both written and verbal communication must be improved.

Cooperation Positive Performance Evaluation Phrases

Frank promotes a team-centered environment.

Jenny is a proven team player.

William is an asset because he can effectively work with other teams and departments.

Julia is willing to do whatever it takes to get the job done – even perform tasks or jobs that are not her own.

Isabella coordinates individual workers together to meet deadlines and work effectively as a team.

Greg encourages people to work together towards a common goal.

Ben gives of himself to make sure the job is well done.

Jill offers assistance willingly.

Greg makes a positive contribution to morale.

Peter accepts constructive criticism positively.

Yolanda shows sensitivity and consideration to other people’s feelings.

Fred creates a positive and inclusive work environment.

Cooperation Negative Performance Review Phrases

Fred doesn’t view his workplace as a “team” environment and too frequently wants to “go it alone” on projects.

Jim does not encourage a team-centered work environment.

Ben fails to commit his team to cooperating with organizational goals.

Harry demonstrates a desire to avoid working with others.

Kyle refuses to share crucial information with co-workers for fear he will be marginalized.

Manny is very good at individual tasks, but he falls short in cooperating on group projects and in partnership with staff members.

John 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.

Janet consistently fails to be an effective team member. She needs to improve over the next several months in her teamwork skills.

Jennifer is too cautious – she is afraid of confrontation so she does not step out to assist when it’s necessary.

George gets upset when co-workers do not help him, yet he does not offer assistance to others.

Greg 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, Holly tends to complain about a lack of resources and personnel.

Creativity and Innovation Positive Performance Review Phrases

Yolanda constantly searches for new ideas and ways to improve efficiency.

Walter creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged.

Peter 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.

Harry encourages his teammates to think outside of the box and to be more creative with solutions.

In meetings, Paul is very good at extracting unique ideas out of people – some you might not consider as very creative people.

Fred 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 Jenny to craft a viable and inventive solution.

Emily has a creative personality which allows her to suggest original ideas. She should continue to adapt this to her position in the company.

Tom is an innovator at heart – his skill at inspiring new ideas is an asset to our team.

Jim has an imaginative personality and is very resourceful in times of need.

Sally 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.

Bill adds an artistic flair to everything he produces which makes his projects much more fun than most.

Creativity and Innovation Negative Performance Evaluation Phrases

Rachel discourages creative solutions from her team.

Kevin has a difficult time thinking “outside of the box” and creating new and untested solutions.

Jim 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 Wendy consistently strikes a practical, hard-nosed look at things without thinking how she could creatively solve a problem.

Frank 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 Bob 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.

Terry 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.

Henry rarely innovates and when he does, it seems forced.

Trent fails to generate new ideas.

Jennifer seems unwilling to consider new or intriguing ideas, even when the team runs out of your run-of-the-mill ideas.

Holly needs to work on being more resourceful on tasks and projects.

Tim isn’t willing to take risks on creative ideas.

Customer Satisfaction Positive Performance Evaluation Phrases

Wendy handles customer service situations well and is rated well by her peers, managers, and customers.

Nancy is one of our most proficient customer service trainers and demonstrates this when she’s working in customer care.

Thomas understands how to listen to customers and extract those details which make a big difference when dealing with our clients.

Tom is adept at having happy customers and successfully upselling them at the same time.

Teri deals with customer complaints with a calm demeanor. Teri is very good at handling difficult situations with customers.

Paul works with customers very well. He is very good at dealing with irate customers in a calm and rational manner.

Bill takes great pride in his work.

Phil skillfully overcomes client objections.

Jim has consistently high marks on his customer satisfaction surveys.

Paula understands the latitude to ensure customer satisfaction and does everything necessary to retain customers.

Lenny is able to handle his clients well and does not have any complaints against him.

Customer Satisfaction Negative Performance Review Phrases

Frank does not understand how to deal with a difficult customer and too frequently passes the customer on to his supervisor.

John’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.

Ryan 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 Harry does a good job, but when it comes to difficult situations, Harry does not understand how to calm the customer down and follow the script.

Jenny does not understand how to overcome client objections and instead gives up to early.

Bill has consistently shown he does not listen to his customers well.

Greg has not fully understood why customer service training is important and frequently is late to class and does not participate.

Bill 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 Bill does not seem to understand that.

Teri can handle the run of the mill customer service situation, but the more complex issues seem to cause her to freeze and not react.

John fails to follow up with customers as requested.

Bob has consistently low marks on his customer satisfaction surveys.

Dependability Positive Performance Review Phrases

Kyle is one of our hardest workers and demonstrates to us that he cares about his job, his coworkers, and the company.

Jennifer consistently impresses us with her willingness to do whatever it takes to get the job done.

Jim is a very reliable employee.

We depend on Greg to turn in good performance each day and he never fails to impress.

Ben faithfully commits to get the job done and consistently performs at or above expectations.

When we think of “steadfast,” April comes to mind. She is a loyal and trustworthy employee.

When we have a situation that must get done, we turn to Harry. Harry has our trust because he’s proven to us he can get the job done.

George is known for his dependability and willingness to do what it takes.

Jennifer 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, Walter 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 Peter to get the task accomplished on time.

Dependability Negative Performance Evaluation Phrases

Bob is a very loyal guy, but not a very dependable one. “Flaky” is probably the closest word that comes to mind when thinking of Bob.

Holly is usually very steady in her work, but there have been several instances where she has been unreliable.

Unfortunately, Ryan 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. Julia is not one of those people.

Peter’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, Kyle seems content with leaving the work for others to do.

Kenny does not demonstrate a concern for what we think of him and whether or not we believe he is up to the job.

Lenny 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.

Ida does not produce as consistent results as her coworkers do.

Peter 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, Holly 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 Positive Performance Evaluation Phrases

Sally has a knack for making people feel important when she speaks with them. This translates into great opportunities for teamwork and connections to form.

Jack makes people feel at home with him. His natural ability to work with people is a great asset to our team.

Bill handles himself and the relationships with his coworkers very well.

Kevin can quickly build a positive relationship with people and understands how to relate with them.

Holly is able to create a sustain a positive, professional relationship with her coworkers, direct reports, and management team.

Tim is a positive influence to those around him and inspires them to work harder.

Bill has a nice understanding of how to relate to people and make them comfortable.

Greg seemingly can strike up a conversation with anybody. He has a gift in relating to people around him.

Harry can find a point of connection with just about anyone.

Pete is a nice and affable guy who works well with others.

Ben has a natural rapport with people and does very well at communicating with others.

Jane seems to find it easy to connect with others and relate well with them.

Interpersonal Skills Negative Performance Review Phrases

John is an affable fellow, yet his strong personality turns off people around him.

George does not work well with others.

Peter has a very strong personality and this has caused a rift on our team.

John has an excellent impression among the management team, yet his fellow team members cannot stand working with him.

Tim does not understand the different between “friend” and “coworker” and only wants to focus any energy on friendships and not building good working relationships.

Fred should continue to work on cultivating good relationships with those around him.

Ken 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 Harry’s coworkers see him as unapproachable.

Frank gives off an impression of superiority to those around him.

Julie is brisk with her directions and crude with her feedback.

Tyler does not appreciate how happy team members can affect his own job performance and continually upsets those around him.

Ryan has left a wake of bad relationships in his career path.

Paula seems to shrink when she’s around others and does not cultivate good relations with her co-workers.

Managerial Style Positive Performance Review Phrases

Bob is very professional with him employees and manages them well.

Fred has a difficult situation with the team he manages, yet he has turned them around in excellent fashion.

Paul’s team performs well and all speak highly of him.

Tim is a high performer and leads a team of high performers. His leadership has contributed to very high productivity from this department.

If John were a coach, he would be considered a “player’s coach.” He understands his team and how to motivate them to high performance.

Walter manages his team well and receives good performance from them.

Peter is an effective manager and understands how to supervise his employees to meet expectations.

Though Mandy had a rough start, she ended the year well with her team turning in the best performance of all the groups.

Greg 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.

Terry has received good feedback from his team and his managers.

Thomas is very adept at managing difficult employees and turning their energies towards higher performance.

Managerial Style Negative Performance Evaluation Phrases

Bill does not cope very well with managing employees. His employees consistently complain of unreasonable expectations and we tend to agree. Bill needs to improve his acceptance of a reasonable work-personal life balance.

Kyle 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.

Bryan has not made the transition from co-worker to manager very well. He has a difficult time separating his personal relationships with professional ones.

Paul 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.

Harry 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. Harry needs to better understand personality types and how they interrelate.

Tom is a decent task manager, but falls short when it comes to setting a vision.

We’ve experienced a few issues with Bill 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.

Harry 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.

Holly is not very effective at managing her staff to high performance.

Jim is a good supervisor, but has failed at managing his staff to high productivity.

Paul does not understand the intricacies of managing a high performance team and has yet to perform.

Julie was a great individual performer but so far has not proven she is a good manager.

Bill has a tendency to play favorites and not treat all employees fairly.

Teamwork Skills Positive Performance Evaluation Phrases

Harry manages his relationships with his coworkers, managers, and employees in a professional manner.

Paul works well with others.

Peter is the consummate team player.

Tom contributes to the success of the team on a regular basis.

We’ve always been impressed with Jack’s ability to work well with others, but this year, he has really shined in this area. Jack’s one of those team members you would love to have on your team.

Whenever a large project comes in, Tom is always one of the first to volunteer to help to get the job done.

It’s nice to see how Holly isn’t concerned about herself and continually contributes to the success of those around her.

Jenny always helps out to achieve the goals of the group.

Mary is a team player and understands how to help others in times of need.

Our company is composed of many teams and Bill’s ability to work with and understand the team dynamics has been beneficial to the firm.

Ben isn’t concerned about who gets the credit, just that the task gets accomplished.

Bill has a great willingness to help his fellow teammates.

Teamwork Skills Negative Performance Review Phrases

Ryan holds on to too much and does not delegate to his team effectively.

Bryan 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.

Walter is inconsistent in supporting his teammates.

Peter was very good at teamwork when he was just a member of the team, now that he is in a supervisory role, Peter has lost much of those teamwork skills.

Paul relies on his own knowledge and abilities without asking others for help and their expertise.

Manny is a team player most of the time, but frequently we have problems with his follow through when other teammates need help.

Brian is inner focused and does not think about the needs of those around him.

Fred seems more intent on accomplishing his tasks rather than assisting others who might need help.

Andrea comes from a very individual focused work environment to a team focused one and has struggled to adjust.

Esther focuses her team on accomplishing individual tasks without thinking about what could be accomplished if the team worked more cohesively together.

Lyle 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.

Ollie does not understand how to share tasks with others.

Technical Skills Positive Performance Review Phrases

Jim is one of the most technical employees we have.

Ben 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 Bill 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 Ted’s expertise in the previous generation systems.

Walter is good at understanding the technical nature of his job.

Paul is excellent at absorbing the complexities of his job.

Ida 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, Holly is one of the first people we turn to. Her ability to grasp technology is an asset to our team.

Harry is an accomplished technician who understands our systems and processes.

There are a lot of intricacies to Bob’s job, yet he makes it all seem so simple.

As we implement new technology, Ryan is one of the first to pick it up and understand it.

Technical Skills Negative Performance Evaluation Phrases

Ryan is not very adept at understanding new technology.

Though our systems have been in place for many years and are well documented, Bob does not have the aptitude to understand the technical nuances they present.

Fred’s understanding of business is very good, however, his ability to communicate with the technical members of his team is holding him back.

Peter needs to continue to improve his technical knowledge through training and self study.

Bill needs to improve his technical understanding of his job.

Jennifer is not a technician, yet some basic technical knowledge is required of her role. Jennifer needs to work on her technical knowledge.

Rote memorization of technical manuals is not the same as technical mastery. Bill needs to work on being able to think outside of the box, beyond the manuals, and troubleshoot technical issues which are not documented.

Paul is not technical enough for his role.

Terry surprised us by not being more technical in nature considering his background.

Technical concepts sometime seem to pass right by Walter. Walter should learn the technical concepts required for his position.

In such a fast changing world, keeping up with the latest technology can sometimes be difficult. However, in his role, Tom needs to focus more on understanding the trends and changes in the marketplace.

What are some phrases you use on your performance evaluations?

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