30 Performance Review Examples & Phrases To Use (+ 15 Phrases To Avoid)
75% of Gen Z employees say they’ll resign if they don’t receive regular manager feedback on their performance. How can you use performance reviews to help employees thrive and minimize turnover?
Constructive performance reviews can help professionals at all levels perform at their best. Under 20% of employees feel inspired by their performance reviews, while 60% of companies with effective performance management systems outperform their peers. This implies performance reviews significantly impact employee experience and business outcomes.
This article discusses how to write a performance review, and offers 15 examples to guide you in helping your organization establish an effective performance review process.
Contents
What is a performance review?
How to write a performance review
15 performance review examples HR should know about
Performance review phrases: Dos and don’ts
What is a performance review?
A performance review is an assessment of an employee’s performance and contributions in relation to their core responsibilities. It identifies their strengths, weaknesses, progress, and key areas for improvement to help them develop and progress in the company.
HR supports managers by providing guidelines and resources for conducting effective performance reviews, ensuring all reviews remain fair, consistent, and unbiased. They should also establish performance evaluation metrics to help measure each employee’s progress.
How to write a performance review
Below are some tips on how to go about writing a performance review:
- Prepare well: Gather all relevant data, including performance metrics, 360-degree feedback, self-reviews, and any notes from informal meetings with the employee. Set goals for the review, like what to focus on and what they should gain from it.
- Stick to a specific structure and format: This should include assessing overall performance, reviewing strengths and weaknesses, discussing how career advancement opportunities, setting achievable goals, and allowing the employee to ask questions.
- Provide balanced feedback: Give constructive and fair feedback. If the employee is not meeting certain expectations, suggest specific ways to improve. Using feedback from various colleagues can also minimize bias and contribute to a more balanced review.
Engaging in constructive feedback is a skill that must be honed. Often, we focus so much on enabling line managers to give feedback that we fail to enable employees to engage in the process meaningfully. Employees must know how to prepare for feedback conversations, listen with intent, and turn feedback into constructive action.
Common mistakes to avoid
- Don’t focus on the negatives: Ultimately, the review should give the employee something to work towards, so focus more on how they can improve instead of what they’ve done wrong.
- Don’t be vague: Give concrete, specific examples to support your feedback, so the employee knows exactly what they’ve done well and where they need to improve.
- Don’t ambush employees: Establish a schedule for conducting performance reviews and inform employees of this in advance. This will give them time to prepare and reduce unnecessary stress and anxiety.
- Don’t stop at the review: Remember to follow up regularly (e.g., monthly) on the goals set during the review, and provide employees with ongoing feedback to help them develop further.
HR tip
Think about performance review conversations as an extension of career development. This elevates it from a retrospective review to a discussion about past performance in the context of future expectations and aspirations. This can motivate and inspire employees, and make them an active participant in the process.
15 performance review examples HR should know about
Below are 15 performance review examples, along with tips for managers on effectively handling each review:
Employee performance review examples
An employee performance review is a structured assessment managers and HR use to evaluate an employee’s work performance over a specific period. Its purpose is to provide constructive feedback on the employee’s strengths, areas for improvement, and goal progression.
In addition, they should help align individual contributions with organizational objectives. Employee performance reviews are essential for employee development, achievement recognition, and setting clear expectations for future performance.
HR tips for managers
- Set a positive, professional tone: Approach the interview positively, regardless of how well the employee is performing, and ensure you remain professional throughout
- Provide constructive feedback: When mentioning weaknesses or areas for improvement, always be constructive and show the employee how they can do better
- Ask open-ended, reflective questions: Where possible, avoid “yes or no” questions. This helps drive discussion and can encourage the employee to reflect carefully on their performance.
- Listen actively and respond empathetically: Be open to what they have to say and show you want to understand them better so you can support them in their goals.
- Set future goals together and encourage ongoing development: Work together to set achievable goals before the next review period to motivate them and drive growth.
Example 1: Probationary performance review
Often conducted within the first few months of employment, this review evaluates whether a new hire is meeting the initial expectations of their role. It provides an opportunity to:
- Assess cultural fit
- Address early performance gaps
- Reinforce organizational standards
- Determine if the employee will continue in their position post-probation
- Save company resources by potentially reducing long-term turnover and training costs.
Example 2: Negotiated performance review
A negotiated performance review or appraisal involves a neutral mediator to ensure the review remains constructive. This type of review is useful in cases of tension or disagreement between manager and employee.
The manager begins by discussing what the employee is doing well, followed by any concerns or criticisms they have and how to manage them. The employee can then respond, and both parties can discuss the next steps. The mediator must observe them closely and step in should there be any argument or heated exchange.
Example 3: Peer assessment performance review
A peer assessment involves collecting feedback from colleagues who work closely with the employee. This offers insights into how well they work as a team, their collaboration and communication styles, leadership skills, behavioral traits, and more.
This type of performance review is particularly useful for organizations where teamwork is essential to the overall business success. It can also offer managers fresh perspectives regarding employees that they may not otherwise have.
Manager performance review examples
A manager performance review (sometimes called a 90-degree performance review) is where the employee’s direct supervisor evaluates their performance.
The manager evaluates the employee’s performance based on work objectives, competencies, and previously set goals. Since the manager clearly understands the expectations of the employee’s role and works closely with them, they are considered highly suitable to evaluate their performance.
HR tips for managers
- Be professional and neutral: Don’t allow your personal relationship with the employee to (positively or negatively) affect the review. Focus on their performance as it relates to their role requirements, and its impact on their team and the overall business.
- Use holistic evaluation: Evaluate the employee as a whole, including their job performance, professional conduct, team contributions, and how well they’ve integrated into the team and company.
- Provide clear guidance: Offer specific steps the employee can take to achieve their goals and continue to progress in their career.
- Inspire and motivate: If the employee is doing well in certain areas, tell them and offer praise to motivate them to keep at it.
- Align objectives with business goals: Always ensure any objectives or goals set for the employee feed into the wider business strategy, and explain their positive impact on the business.
Example 1: Leader assessment performance review
Senior managers use this review to assess the leadership skills, competencies, and effectiveness of those in leadership or executive roles. This usually entails analyzing key leadership qualities, such as decision-making, communication, strategic thinking, emotional intelligence, and team management.
It typically involves individual performance metrics and, sometimes, psychometric tools to measure leadership styles and behaviors. This process aims not only to assess current performance but also to encourage personal growth and alignment with organizational expectations of leadership.
Example 2: Competency-based performance review
This type of review evaluates specific skills, behaviors, and knowledge critical for success in specific roles. It helps determine how well an employee’s skills and goals align with organizational objectives. It also measures their performance against specific competencies required for their role, such as problem-solving, teamwork, communication, and technical skills.
Managers provide feedback on how well the employee demonstrates each competency in their work, using assessments, rating scales, or examples of past performance. The review usually concludes with a summary of strengths, areas for development, and a personalized career development plan.
Manage and motivate talent with effective performance reviews
Conducting effective performance reviews is a key HR skill. It helps you motivate employees with constructive feedback, praise, and career growth opportunities for career growth.
In AIHR’s Talent Management & Succession Planning Certificate Program, you will learn to engage and develop the right talent, and create a positive experience for your company’s workforce throughout the entire employee lifecycle.
This online, self-paced Certificate Program will also teach you how to drive internal mobility, and create an environment where talent can thrive.
Example 3: Mid-year performance review
This is a formal check-in between a manager and an employee to evaluate the latter’s progress toward annual goals, assess their performance, and address any challenges they’ve faced in the first half of the year. It allows both parties to discuss accomplishments, areas for improvement, and any adjustments needed.
It focuses on alignment with KPIs or specific goals set at the start of the year and assesses skills, work quality, and behavioral competencies that impact the employee’s overall performance. The review usually results in an updated plan to help the employee stay on track with both their personal goals and the organization’s priorities for the rest of the year.
Quarterly performance review examples
Quarterly performance reviews allow managers to offer more frequent and consistent feedback to help correct problems sooner rather than later, adjust goals based on recent business changes, and facilitate continuous improvement. However, they require a significant time commitment and may not be feasible for every organization.
HR tips for managers
- Address problems promptly: Conducting more frequent reviews can help mitigate problems before they escalate, so be sure to address any pressing concerns either party may have promptly.
- Align individual objectives with business changes: If the business has undergone major changes, make sure the employee’s objectives are adjusted to align with them.
- Set goals for the next quarter and beyond: Focus on setting goals for the next quarter, but also remember that these can be smaller goals that tie into a larger, longer-term goal.
- Be concise: A quarterly review shouldn’t take as long as an annual review. Be specific and focus on the immediate goals, improvements, and plans the employee should make before the next quarter.
- Ask for feedback on the review process: If you’re unsure whether quarterly reviews are creating unnecessary additional work for managers and employees, ask them so you can determine if your company should continue or change this practice.
Example 1: Customer/client performance review
Clients or customers the employee has dealt with act as the main reviewers in this type of performance evaluation. The company typically gives them a questionnaire or survey to complete, which includes a rating for the employee’s various competencies.
For example, a sales assistant at a department store would have customers rate them on their customer service skills, approachability, product knowledge, and willingness to offer assistance.
Example 2: Management by objectives performance review
A management by objectives (MBO) performance review evaluates an employee based on their achievement of specific, measurable objectives set with their manager at the start of the review period. This approach focuses on aligning individual objectives with the organizational goals to ensure employees contribute meaningfully to the company’s success.
As such, it emphasizes clear, quantifiable targets to help employees understand expectations and managers assess performance objectively. During the meeting, both parties discuss challenges, effective strategies, and potential improvements. They then adjust objectives or set new targets, ensuring the employee’s goals remain relevant for the next performance period.
Example 3: Project-based performance reviews
Project-based reviews take place at the end of a team project, evaluating employee contributions, skills, and achievements related to each project. Instead of assessing long-term or general objectives, this review examines each employee’s performance on project deliverables, problem-solving, collaboration, and deadline adherence.
This type of review can help assess relevant skills, such as technical expertise, teamwork, innovation, and adaptability under pressure. The manager discusses the employee’s strengths and areas for improvement, providing constructive feedback, listening to the employee’s perspective, and offering support to help enhance their performance in future projects.
Yearly performance review examples
A yearly or annual performance review evaluates an employee’s objectives and competencies over the past year, acknowledging their performance and development over this long period. Companies typically use this kind of review to make key decisions regarding compensation, promotion, and career growth and establish a clear plan for the coming year.
HR tips for managers
- Prepare in advance: Most organizations begin preparations in November so that they can complete reviews by the end of the calendar year.
- Review long-term objectives: Evaluate the employee’s performance based on their role’s predefined competencies and how well they’ve achieved the objectives they set during the last review.
- Make compensation and promotion decisions: Depending on company policy and employee performance, decide who will get a raise, bonus, or promotion.
- Agree on a development plan for the next year: Work together to set goals for the next year that will help the employee develop further and reach their potential.
- Check in with employees between formal reviews: Problems can go unnoticed for long periods between yearly reviews. To avoid this, schedule regular, informal check-ins with employees to ensure they’re engaged, motivated, and on track.
Example 1: Long-term objectives performance review
This goal-driven performance review focuses on establishing and achieving specific objectives over a longer period of time. The main benefits of this review type include:
- Close alignment of employee performance with strategic organizational goals
- A clearer understanding of the expectations each role places on the employee, giving them a sense of purpose
- Greater employee engagement and motivation
A long-term objectives performance review also allows both managers and employees to track performance easily and spot key areas for improvement.
Example 2: Career growth performance review
A career growth performance review assesses an employee’s strengths, skills, potential, and drive. It determines how ready they are for future leadership roles. This motivates and inspires employees by nurturing them and providing growth opportunities, which helps to retain top talent. Additionally, it ensures the company has a strong talent pipeline.
The review usually involves the manager discussing the employee’s desired career path, skills they wish to develop, and any interests in future roles or projects with the employee. The manager then explores how the employee’s current role and upcoming opportunities in the organization could support their aspirations.
The manager then provides feedback on which of the employee’s strengths are valuable for their career growth and offers guidance or resources, such as training or mentorship, to help close skills gaps. They also plan actionable steps and potential milestones to set a clear path for achieving their professional objectives over time.
Example 3: Promotion review
A promotion review evaluates if an employee is prepared for a higher role. It focuses on their performance, skills, and readiness for greater responsibilities, examining whether they consistently meet current role expectations and demonstrate initiative and leadership skills.
The manager conducts the review by assessing performance data, gathering feedback, and discussing the employee’s interest in the role. If the employee meets the criteria, their manager recommend them for a promotion. Otherwise, the manager provides feedback on areas to develop for future opportunities.
Self-review and self-assessment examples
In these types of reviews, employees have the opportunity to reflect on their work and rate their own performance, competencies, and achievements. This usually involves each employee completing a questionnaire or survey with open-ended questions and rating scales.
This encourages employees to take responsibility for their own development and helps foster an open line of communication between employees and managers.
HR tips for managers
- Follow up after collecting feedback: Schedule a meeting with each employee to discuss their self-assessment in more detail.
- Create a personalized development plan: Based on each employee’s goals and areas of interest, you can help them create a plan to support their professional growth.
- Get other perspectives: Self-assessments can involve bias, so avoid basing an entire performance review or development plan on an employee’s review of themselves.
Example 1: Self-assessment questionnaire
A self-assessment questionnaire lets employees evaluate their own performance, strengths, and areas for growth. It includes questions about their achievements, challenges, and alignment with team goals, helping them reflect on their contributions.
To complete it, employees review their past work, consider the feedback they’ve received, and provide honest responses about their performance and development needs. This helps guide future growth and serves as a basis for discussion with their manager.
Example 2: Essay evaluation
An essay evaluation is a written assessment where employees describe their performance, achievements, and areas for growth in their own words. This format allows them to provide context for their work and highlight key contributions.
To complete it, employees write a summary covering their accomplishments, challenges, and goals for improvement. This self-reflective approach offers a detailed perspective that helps managers provide more personalized feedback.
Example 3: 360-degree performance review
A 360-degree performance review collects feedback on an employee’s performance from supervisors, peers, subordinates, and, if applicable, clients. This provides a well-rounded view of their strengths, communication, and teamwork from multiple perspectives.
In this review, the employee completes a self-assessment and receives feedback from colleagues through questionnaires. Reviewing this feedback helps the employee understand how others perceive their work. It also helps them identify areas for growth, which they can discuss with their manager for targeted improvement.
Performance review phrases: Dos and don’ts
Below is a list of phrases to help you when advising your company’s managers on what to say and what not to say in their performance reviews:
Dos:
- Be specific: “Your leadership in recent projects has significantly boosted team productivity.”
- Focus on behaviors:“Your proactive approach in meetings has enhanced client satisfaction.”
- Use clear, direct language: “You consistently meet deadlines, keeping projects on track.”
- Balance positive and constructive feedback: “You have strong analytical skills. Working on your presentation skills can help you convey your ideas more effectively.”
- Encourage development and set goals: “Consider taking some advanced courses to build on your current capabilities.”
- Acknowledge goal achievement: “You consistently meet and sometimes even exceed your performance targets; this shows dedication.”
- Emphasize collaboration: “You contribute meaningfully to team projects and help create a supportive work environment.”
- Support career development: “Focus on developing these areas to help prepare you for future advancement opportunities.”
- Highlight initiative: “You take initiative in tackling challenging projects, which benefits the whole team.”
- Recognize improvement: “I’ve noticed a significant improvement in your communication skills.”
- Encourage ownership: “I appreciate the ownership you take in your projects. It shows that you’re accountable and responsible.”
- Address work quality constructively: “Your work is good overall, but increasing your attention to detail will elevate it even further.”
- Offer constructive feedback on communication: “You could try speaking up more in the team meetings to help others understand your ideas better.”
- Encourage deadline consistency: “Let’s discuss some strategies to help you meet deadlines more consistently.”
- Acknowledge feedback responsiveness: “You handle feedback well, and it shows in your work. This also shows you’re committed to growth and development.”
Don’ts:
- Make vague statements: “You’re doing well.”
- Use absolute or generalized language: “You always miss deadlines.”
- Resort to personal criticisms: “You’re lazy.”
- Compare employees: “Unlike others, you don’t take initiative.”
- Give ambiguous feedback: “You need to step up your game.”
- Focus solely on negatives: “You failed to meet the target.”
- Overload with feedback: “I’ve prepared a list of areas where you need to improve.”
- Delay feedback: “I should have mentioned this issue earlier.”
- Use complex language or jargon: “Your approach lacks scalability.”
- Be defensive: “That’s just how we do things here.”
- Interrupt: “Let me stop you right there.”
- Dismiss the employee’s feelings: “You’re being too sensitive.”
- Make assumptions: “I know you’re not interested in leadership roles.”
- Use threatening language: “If you don’t buck up soon, you might be pushed out.”
- Show unpreparedness: “I haven’t reviewed your performance yet; let’s just talk.”
To sum up
Effective performance reviews boost employee engagement and retention by offering clear, constructive feedback and aligning individual goals with business objectives. Regular check-ins give employees the guidance they need to feel valued and motivated, reducing the likelihood of turnover.
When managers prepare balanced, actionable reviews, employees gain clarity on their strengths and growth areas, which drives better performance. By focusing performance reviews on acknowledgment and growth, you can help your organization build a happier, more committed workforce.
Learn more
Related articles
Are you ready for the future of HR?
Learn modern and relevant HR skills, online
