50 Employee Evaluation Comments that Boost Performance

1. The Power of Positive Employee Evaluation Comments

It truly can’t be understated how much employees want to know when they’re performing well. According to a survey from Gallup, Nearly 80% of employees Globally are actively disengaged at work or still not engaged despite more effort from companies. Despite the best efforts, what can be the reason? The answer often lies in reliable and meaningful communication. A solid communication foundation is paramount for a healthy rapport between employees and their managers. According to Gallup, a consistent communication channel, whether in-person, over the phone, or electronically, is linked to higher engagement levels. For instance, the engagement level of employees whose managers engage in regular meetings with them has almost tripled compared to those without such interactions. This underpins the crucial role of constructive, positive feedback and continuous communication for employee engagement and performance, boosting, in turn, overall organizational productivity. Gallup survey estimates disengaged employees cost the U.S $450 billion to $550 billion in lost productivity annually.

While it’s not enough to only give positive feedback during performance reviews, these studies show that managers need to talk to employees about their strengths and what they bring to the table as much as they do what they need to improve their work. Managers willing to offer solutions to the team about their work and show good performance must research appraisal comments and their impact before a performance appraisal.

Not only that, but as with all feedback, positive feedback needs to be personal and specific enough so that employees understand exactly what they did well. If it’s neither of those things, then this can leave employees feeling confused, or worse, that their manager is simply going through the motions and doesn’t care about their efforts. A manager conducting an effective performance appraisal for his team needs to be well prepared and armed with performance review phrases so that during the feedback sessions, he does not feel he went into a performance review without adequate preparation.

2. Discussing Areas of Improvement in Performance Review Meetings

While it’s important to give positive feedback about an employee’s performance, managers do have to help their employees to improve. However, this is understandably difficult to do correctly. Managers have to convey the importance of an employee’s need to improve their performance at work while keeping their evaluation phrases or feedback detached enough from the employee so it doesn’t feel like their personality is on trial. Managers can be prepared with some performance review phrases to help ease the process.

The most important thing to remember is that managers should focus their comments on the behavior, not the employee themselves. This helps to avoid employees going on the defensive and seeing this negative feedback as an attack on who they are as a person. In addition, managers should be as specific as possible about the behavior that needs to be improved at work and if appropriate, the effect that behavior has had on others.

Managers should also ensure that they reaffirm their belief in the employee’s talents and abilities to demonstrate that they know the value that person brings to the team, members through their work, even if they do need to improve their performance. It’s also important that once they’ve made their comment, managers ask the employee to discuss the situation with them, so employees feel like they’re part of a discussion rather than being told what they need to fix.

Here’s an example of what this could look like:

A Sample evaluation comment:

“John, I want to address your attendance. You’ve been struggling to turn up to work on time, which I’ve noticed has a detrimental effect on your schedule for the rest of the day. I know you’re a fantastic payroll assistant and you always hand in your tasks on time regardless of your tardiness, but I definitely think you need to work on your attendance. What do you think?”

3. Understand Employee Support Channels

When managers look to use performance reviews or performance review examples to boost their employees’ performance, they need to remember that their employees have entire lives outside of work that need to be taken into consideration.

With 83% of US employees suffering from work-related stress, employees may be dealing with a myriad of physical and mental health issues that may not be apparent when evaluating their performance. Unfortunately, because it’s not clear what an employee is dealing with, managers often forget that an employee’s drop in performance might be because of personal issues.

For instance, in 2018, stress caused sleep deprivation in 66% of employees. A lack of meaningful sleep is known to reduce employee productivity, focus, and performance, and can often be an explanation for a myriad of performance issues in the workplace. Employees frequently turning up late for work, working at a slow pace, being unable to focus, or even not engaging in meetings can all be a result of sleep deprivation caused by stress.

Because of this, it’s extremely important for managers to understand what employee support channels are available to them if their performance is suffering due to a physical or mental health issue. As a HR manager, you need to make sure that managers have the contact details for your employee support programs, or they understand where they need to refer employees if they’re struggling with things that are affecting their performance.

4. Employee Evaluation Comments that Help to Boost Performance

Performance evaluations that provide meaningful and constructive feedback to employees are crucial for their organizational growth and development. A well-crafted evaluation comment can acknowledge an employee’s accomplishments and offer guidance for improvement. In this section, we present 50 examples of employee evaluation comments that can serve as a valuable resource for managers during performance evaluation meetings. While these comments are not meant to be used verbatim, they can inspire thoughtful discussions and help managers communicate effectively with their team members.

Time Management

Time management in the workplace isn’t just about avoiding the boss’s raised eyebrow when you’re late to a meeting. It’s a secret superhero power that helps you juggle your tasks, deadlines, and coffee breaks with a cool head and a steady hand. Think of it as the art of making sure work doesn’t turn into a frantic game of whack-a-mole.
When you nail time management, you’re smoothly acing tasks, dodging deadline disasters, and enjoying that coffee break. It’s not just about ticking off tasks on a list; it’s about doing them well.
But let’s be real, nobody’s perfect. Even the best of us can be scrambling, mistaking busy for productivity.
By mastering this goal, employees and team members can handle tasks more strategically, prioritize effectively, and reduce stress at work, improving job satisfaction and harmony. Let’s explore how this time management superpower impacts performance through the performance review comments below.

Positive Performance Review Comments Examples

1. You consistently hand in work to agreed deadlines, which helps to keep the entire department on schedule

2. You’re able to complete urgent tasks with the same high-quality and detail that we often see from your regular duties

3. You exceeded our expectations by completing your work ahead of the deadline without compromising on quality

4. You consistently plan meetings to ensure that they don’t run over their allotted time, which helps us all to stay on track with our work

5. You’re always mindful of your coworkers’ deadlines and time constraints, and ensure that you don’t interrupt their concentration unless it’s urgent

‘Areas of Improvement’ Performance Review Examples

6. You sometimes choose to prioritize easy tasks ahead of urgent ones

7. You appear to struggle to estimate how long it will take you to complete tasks, meaning you regularly run over your agreed deadlines

8. Since deadlines have become tighter, your work has decreased in quality to ensure you can hand it in on time

9. You don’t appear to be using our scheduling tools to help you plan your tasks, which may explain why some appear rushed and others are handed in early

10. You appear to struggle to delegate tasks as part of your projects, which means projects are rarely completed on time

Productivity

Productivity isn’t just a fancy term tossed around in boardrooms; it’s a pivotal element in evaluating employee performance. Studies consistently show that a productive workforce is the backbone of a successful organization. Employees who excel in productivity don’t just race through tasks; they ensure the work they deliver is top-notch and in line with the company’s standards and objectives. This link between high productivity and positive outcomes at work is backed by plenty of research.
For example, the Harvard Business Review points out that the most productive employees are usually the most engaged. They’re the ones who come up with fresh ideas and are keen to put them into action. They pay close attention to detail, stay current with industry trends, and know how to apply this knowledge to their work. It’s not just about their personal achievements – their productivity lifts the entire team.
However, when productivity dips, it’s not just a personal problem. It affects colleagues, teams and the broader organization. If an employee can’t keep up a consistent standard or pace, it’s not just their work that suffers – it impacts project timelines and quality, which can send ripples through the team and hinder the company’s objectives.
In the next sections, we’ll look at examples of performance review comments that highlight both the high points of productivity and areas needing improvement. This will offer a clear view of how essential these skills are for exceptional performance and ongoing professional development in any workplace setting.

Positive Performance Review Comments Examples

11. You volunteered to take on additional work for [project] to ensure that it was a success

12. You’re extremely detail-oriented and ensure you do your due diligence with research without it impacting the quality of your work

13. You’re well researched in industry trends, and you consistently apply this knowledge to ensure that our projects perform well

14. You’re not afraid to suggest new processes and practices that will help the team be more productive

15. Your work consistently exceeds our expectations with your clear focus on customer needs and company goals

‘Areas of Improvement’ Performance Review Examples

16. Your work has recently been lacking in detail and doesn’t conform to company standards

17. You rarely offer to take on additional tasks that are needed from you by your coworkers and department

18. You don’t work at a consistently high enough standard, which puts additional strain on other departments

19. You work at a consistently slow place, leaving you to rush to complete tasks before the deadline which is detrimental to the standard of your work

20. You’ve been spending a significant amount of time talking to your coworkers instead of completing tasks

Attitude

Attitude in the workplace is like the secret sauce in a recipe – it can make a huge difference in the overall outcome. It’s not just about being cheerful; it’s how an employee’s attitude affects their performance and the vibe of the entire office. Research backs this up big time. A study by the University of Oxford found that employees with a positive attitude are 12% more productive. They’re the ones who lift spirits, share knowledge willingly, even under pressure, and maintain a calm, can-do approach in stressful situations.
Positive attitudes goals are contagious – they can transform challenges into opportunities and turn an average day into a great one. This isn’t just feel-good talk. Psychology Today reports that a positive attitude at work leads to better problem-solving, higher creativity, and improved teamwork. Conversely, a not-so-great attitude can be a real downer. It can dampen team member’s morale and impede collaborative efforts. If someone’s always blaming others, ignoring colleagues’ ideas, or interrupting meetings, it can throw a wrench in the works.
In the sections that follow, we’ll delve into specific examples of how a positive attitude shines in performance reviews and areas where a not-so-stellar attitude might need some tweaking. Understanding the impact of attitude on performance gives us insights into how crucial it is for career growth and a harmonious workplace.

Positive Performance Review Comments Examples

21. Your coworkers speak highly of your willingness to share your knowledge and help, even when you’ve got tight deadlines to work to

22. You’re appreciated around the office for brightening everyones’ day and making people smile

23. You perform well under pressure, and your calm demeanor during stressful situations helps all of us to perform better

24. When you disagree with others, you do so in a way that’s respectful, graceful, and minimizes offense

25. You have an infectious can-do attitude that has helped numerous projects succeed, even when circumstances were against you

‘Areas of Improvement’ Performance Review Examples

26. Your negative attitude towards our current project appears to have reduced morale on the team

27. When things go wrong, you struggle to take any responsibility for your actions and place the blame on others

28. You don’t take other peoples’ ideas and opinions into consideration when you’re planning projects or working on tasks

29. You struggle to speak up and voice your opinions when you’re working in a team

30. You regularly interrupt people in meetings, which is having a negative impact on the morale of your colleagues

Proactivity

Proactivity in the workplace is similar to having a forward-thinking GPS system – it’s all about navigating challenges with a keen eye on the horizon. It’s about actively seeking opportunities for growth and improvement. Research from the American Psychological Association highlights that proactive employees are more likely to achieve career success and job satisfaction. They’re the go-getters, always the first to dive into new training or volunteer for challenging projects.
But why does proactivity matter so much? Proactive folks are like the office catalysts. They’re often ahead of the curve, suggesting new ideas or improvements before anyone else even sees a need. For example, they might champion a new feature in a project that turns out to be a hit with customers, or they could be the ones finding and fixing those little inefficiencies that everyone else just works around.
On the other hand, a lack of proactivity can mean missed opportunities and stagnation. If an employee rarely seeks new training or struggles to meet goals, they might be cruising in the slow lane, watching opportunities zoom by. Not contributing in planning stages or shying away from innovative tasks can limit not just their growth but also the team members progress. Wile being proactive we must remember to balance time management as well.
In the following sections, we’ll look at examples from performance reviews that illustrate how impactful proactivity, or the lack of it, can be. These examples will show how being proactive isn’t just about being busy; it’s about being strategically busy, making moves that count for you and your team.

Positive Performance Review Comments Examples

31. You’re always the first person to sign up for new training and development courses

32. You’re always working to exceed the goals we set during our performance review meetings

33. During the development of [project], you campaigned for [feature] to be included despite it not being in the original plan, which was a massive success with our customers

34. You regularly highlight and come up with solutions for inefficiencies in our internal processes

35. You come up with creative solutions to problems you face during your job without compromising on company values or ethics

‘Areas of Improvement’ Performance Review Examples

36. You rarely sign up for any new training that might benefit you and improve your knowledge required of your position

37. You don’t seek out new training or development opportunities despite discussing the need for them in previous performance review meetings

38. You rarely meet the goals that we set together during performance review meetings, and don’t suggest ways that you think you can improve

39. You tend to avoid projects and tasks that require you to conceptualize out-of-the-box solutions

40. You don’t contribute to the discussion when we are working together during the planning stages of a new project

Attendance

Attendance in the workplace isn’t just about showing up; it’s a statement about reliability and commitment. Research indicates that consistent attendance is closely tied to performance and productivity. A study from the Society for Human Resource Management found that punctual employees often exhibit better performance ratings. They’re the ones who are never late for meetings, helping everyone stay on track, and arrive at work ready to tackle the day.
Timely attendance goal demonstrates respect for one’s own time and that of others. It’s about sticking to schedules while being flexible enough to adapt when necessary. Imagine someone who always arrives early, setting up for the day with ease – that’s a sure sign of a proactive and organized professional.
On the flip side, tardiness can throw off not just your schedule but the entire team’s rhythm. Being late to meetings or regularly exceeding break times can disrupt workflows and deadlines. And let’s not forget the importance of adhering to company policies – consistently breaching attendance norms can reflect poorly on one’s professional image.
In the following sections, we’ll look into performance review comments that reflect the importance of good attendance habits as a goal as well as areas where improvement might be needed. These examples highlight how showing up on time and being dependable are not just about clocking in and out; they’re about contributing to a productive and respectful work environment.

Positive Performance Review Comments Examples

41. You’re never late to a meeting, which helps everyone to stay on schedule

42. You always arrive to work on time, and you make sure to call ahead with plenty of notice if you can’t come into work

43. You make sure that you keep to your schedule as closely as possible, but you’re also willing to be flexible if needed

44. You regularly arrive early to work so you have time to set up before you need to start attending to your tasks

45. You regularly offer to cover shifts for your coworkers in case of emergency

‘Areas of Improvement’ Performance Review Examples

46. You struggle to turn up for work on time, which has a detrimental effect on your schedule for the rest of the day

47. You show up late to meetings, which is disruptive and inconsiderate to your colleagues

48. You regularly exceed your scheduled lunch break, and this usually results in you struggling to hit your daily deadlines

49. Over the last few weeks/months, you have regularly been in breach of the company’s attendance policy

50. When you’ve had to call to report that you cannot attend work, you’ve breached the company’s attendance policy by not giving enough notice