Top 15 Performance Review Examples That Increase Employee Engagement

Performance review examples are challenging for those receiving the evaluation or criticism, and the same can be said about those who conduct this evaluation.

Performance review is the scheduled evaluation of employee performance based on the employee’s execution of the organization’s apportioned tasks and responsibilities. 

Two factors determine performance review examples that achieve their goals, 

• The fundamental expertise required for the employee’s job description 
• The requisite competencies demanded by the organization. 

On the other hand, what determines whether the performance review achieves its goals or not is, how you conduct it.

The best way to conduct performance appraisals is through the use of performance review software. However, not just any performance review tool will do! You need to pick a performance review solution that is integrated into your main communication platform.

For Microsoft Teams or Outlook users, the best option is Teamflect. Teamflect lets users conduct entire performance review cycles without ever having to leave Microsoft Teams.

Through customizable performance review templates that can be sent out and completed in a manner of minutes, Teamflect is the best solution for those who want to streamline their performance review process.

The best part is, you can try it for absolutely free! No time limits or signing up! Click the button below and see how it helps your performance reviews!

Performance reviews can be supportive for employees while;

• They are constructively comparing themselves to their peers, 
• They are identifying their areas of weakness, 
• They are adopting expert recommendations to improve their performance. 
• They are dispensing their duties with the much-needed motivation. 

For companies, compelling performance review examples value the input of an employee and measure their level of productivity. The result of the assessment can help the company in so many ways. 

The usefulness of this assessment may include; guiding management on what steps to take to enhance employee productivity, introducing reinforcement by recognizing the contributions of employees, encouraging career development among employees, and sharpening the organization’s decision-making process to improve the company generally.

How to Write A Performance Review

Employers or management must be organized in developing a performance review example that will effectively achieve the desired outcome. The assessment underscores employees’ strengths and competencies while toning down, or under-emphasizing identified deficiencies. In addition, the following procedural pattern should be consciously adhered to for best results and active engagement.

Predetermine competencies to be evaluated:

This can quickly be done by marrying the organizational direction of the company with the requisite demands of the employee’s job description. These competencies cover attitudes, qualities, skills, etc., that should be measured to scale organizational performance. Performance review examples include punctuality, communication, teamwork, among others. 

Clearly outline these competency areas:

Evaluate employees based on these competencies, and report the evaluation outcome. The accompanying feedback will be positive or negative to provide an actionable plan.

Take after evaluating to describe or analyze the feedback comprehensively:

This analysis may include a description of the specific behavior, the frequency, and the conditions that facilitate such observable outcomes.

The final and essential step would be developing the performance review examples to inspire employee engagement. Since the objective here is to encourage employee engagement from the feedback gotten, an actionable plan must be formulated from the result of the performance review. 

In addition, the review result must be presented or expressed most respectfully and responsibly. In a nutshell, it is beyond identifying problems and areas of weakness but involves proffering practical solutions to these problems. 

For example, rather than describing an employee as “too clumsy” or “disorganized,” you can make suggestions like “we could plan your work calendar together to ease your burden and properly evaluate your daily tasks.” 

Such requests inspire employee engagement and give employees a sense of belonging.

Performance Review Examples: Templates

Some of the best performance review examples you can find out there today, come in the form of performance review templates. Whether you like PDF performance review templates or excel performance review templates, don’t worry! We have you covered! We listed some of our favorite performance review examples that come in the form of templates below! Enjoy:

Excel performance review templates aren’t the best fit for employee engagement performance reviews but they still are a familiar tool with obvious use cases. The one perk they have over PDF performance review templates is the fact that they are customizable!

Digitized Performance Reviews: Teamflect

While these templates serve as great performance review examples, they are far from the perfect solution. The real solution to using templates as performance review examples goes through using performance review software with customizable performance review templates!

People leaders using Microsoft Teams can find the best performance review examples alongside the highest performance review engagement rates can be found in Teamflect! Whether you are conducting employee engagement reviews or looking to give performance feedback examples to your employees, Teamflect is the premier solution for you!

Sample Performance Review Paragraphs:

While presenting you with performance review examples, we still want to address some of the conventional methods of conducting performance reviews. So below you will find five simple performance feedback paragraphs, with performance review feedback ranging from positive to negative:

• Josh has done very well in sales this year. He constantly achieves and surpasses his sales goals and has generated a sizable amount of new business for the organization. His success has been largely attributed to his ability to develop lasting relationships with customers and his in-depth product expertise. Josh is a wonderful team member who frequently shares his knowledge and advice with his coworkers. He has been a valuable member of the sales team because of his dedication and hard work.

• This year, Alice has come a long way. She has assumed more responsibility and exercised tremendous initiative at work. Her meticulousness and capacity for original thought have contributed to a number of accomplished undertakings. Alice has also been proactive in asking for criticism and acting to further her abilities. She has demonstrated a lot of potential as a future leader, and her team has benefited from her excitement and positive outlook.

• John hasn’t lived up to expectations this year. He is dependable and adheres to deadlines, although his work frequently lacks attention to detail and necessitates substantial modifications. He hasn’t done many initiative-driven actions in his career or to advance his abilities or industry expertise. John has also had trouble working cooperatively with his coworkers and has resisted criticism and recommendations for change. Overall, John’s performance has fallen short of our expectations and moving forward, we will need to collaborate to address these issues.

• Throughout the evaluation time, Sandy did a fantastic job and continually went above and above. She has shown to be a superb communicator and has displayed remarkable leadership abilities as a team leader.  Sandy has also demonstrated strong attention to detail, making sure that all projects are finished on schedule and to a high degree. Her capacity for overseeing several projects at once while being upbeat deserves praise. All things considered, Sandy has been a tremendous asset to the team and has set a high bar for others to reach.

• Patrick has, regrettably, fallen short of expectations during the evaluation time. Although he has helped the team in several ways, his overall performance has been poor. Patrick has had trouble meeting deadlines and has needed extra direction and assistance to finish tasks. There have been instances of mistakes and oversights in his work, which have been uneven. Even while we accept that there may have been outside influences that had an impact on his performance, we hope to see a considerable improvement over the following assessment period.

Performance Review Best Practices For Engaging Employees

The following are essential unwritten best practices for writing performance reviews that inspire employee engagement.

DO’S

• The objective of the performance review must be succinctly expressed to ease the tension in the room. Effective communication will bolster the confidence of employees during the process.
• Performance reviews that inspire engagement must be participatory. Open pathways for a collaborative assessment to reassure employees about the process and inform them that they also have a role to play in this process.
• Be specific about expectations while discussing performance reviews. The company’s goals and objectives must be outlined for a clearly defined period. In the same vein, what the company expects from the employee must be specified.
• Begin your performance review by creating an avenue for self-evaluation. In self-evaluation, employees suggest their areas of difficulty and strengths. 
• Develop questions that extract very detailed responses and react to these responses by further removing more answers. Listen with enough empathy to promote sincere solutions throughout the evaluation.
• More emphasis should be laid on the results than the process. This evaluation aims to measure performance related to the company’s expectations.
• Conduct performance review as a counselor and not as an advisor. The process is developed to improve employees, not critique them. So try to teach them how to become better employees and give appraisals to reinforce their strengths.
• Write a summary of your observations. Develop a plan for the recommended practical solutions and write down the conclusions drawn for the review.

DON’TS 

• Avoid the use of polar interrogatives. These are questions that elicit a yes or no answer, and they limit employees’ free-flowing expression in the course of the assessment.
• Do not be extreme with your criticism. Too many negative words are too hard on the employee since everyone always has room for improvement, no matter how skilled or productive.
• Do not give unjustifiable or excessive praise. In the course of the evaluation, be as sincere as possible. As much as you shouldn’t provide extreme criticism, praises should also be provided in moderation.
• Do not make assumptions about the feedback you’re receiving. Probe and pursue every detail to its logical conclusion to have a consistent report.
• Never dominate the conversation. The temptation to speak more and listen less must be seriously resisted.
• Do not dwell on personal traits, but the focus should be on competencies that the job demands.

Performance Review Examples – Positive

• Good performance review examples are always more beneficial than critical reviews. It motivates an underperforming employee and helps the excellent performer reach greater heights, resulting in complete team engagement.
• Good performance review examples also help employees accurately identify their areas of strength. But unfortunately, no matter how critical it is politely framed, it can never motivate like a good review.
•  The essential key to good feedback is to write about an employee’s specific skills and competencies and how these qualities have benefited the company. As a result, the employee will be motivated by the company’s gratitude, enhancing productivity.
•  The following are good employee performance review examples that inspire employee engagement. The report should be personalized for the particular employee being addressed. 

 On Customer Care

•  We suggest attending a customer service excellence class to sustain your current excellent performance. 
•  We would have you set up and train team members to apply your tried and trusted formulas to handle demanding customers.
•  We hope you can take on an underperforming team member and help them improve their customer service skills.
•  We would like you to coordinate with the customer surveying team and assist with follow-up questionnaire designs to improve the customer experience. 

 On Leadership 

•  We appreciate how you have led the team and helped it transition to what it is. We are glad that the team finds you reliable in all situations, and we see this as an indication that you are ready to take on greater responsibilities.
•  We want to show our gratitude for how you have led the company through this new transition even at short notice, and we find your proactive solutions a testament to your leadership qualities.
•  We are impressed with how you have handled conflicts in the company. Your calm demeanor and ability to coordinate relationship in the team has shown you to be an exemplary leader.
•  We recognize the progress the company has recorded under your leadership. We can also see how team members have become more engaged and excited about their jobs. This level of productivity and engagement makes us excited and hopeful of what we can expect in the future with you as a leader.

On Communication 

• You have efficient communication skills and collaborate, establishing comradeship in various departments.
• You have shown efficiency in relating the job requirements and corporate expectations to other employees, which has improved performance. 
• Your highly effective communication skills are so desirable that team members find them dependable.
•  Your effective communication has helped avoid conflict and has also been a reliable tool to resolve competition issues when they arise.
• You always listen to customers with empathy, which has engineered more trust between the company and the loyal customers. 

 On-Time Management 

• You have proved to be dependable in accomplishing assigned tasks quickly. 
• You have displayed an undeniable ability to manage schedules and teams appropriately. 
• You have shown tact in managing time logically to accomplish the task of the team and the company of the general goal.

On Customer Care

•  Some crucial clients have verbally reported the vital role you played in helping them maintain their relationship with this company. We appreciate your patience and timely deliveries, and we are proud of you.
•  We have noticed how tirelessly you have worked to carry our customers along and how you have helped them adjust to the system. Your dedication speaks volumes, and we are lucky to have you.
•  We have recorded an unprecedented positive customer rating due to your efficiency—your practical grip on things makes you an indispensable part of the company.

 On Teamwork

•  We would love to appreciate your consistency and timely assistance for every assigned task on behalf of the team. Your custom solutions and procedural approach to every study are one of the many reasons why you are highly valued by team members and the company as a whole.
•  We appreciate your overtime and how you have filled the void for the members who are not currently available. Even at such a difficult period, your excellent output and deliveries have improved the team against the odds.
•  Your strong cross-collaboration and excellent teamwork are pretty inspiring. Your ability to assign proportionate tasks and carry every team member along has made your team highly productive. 

Performance Review Examples – Negative

Suppose you want to write a negative performance review that inspires the employee and keeps them engaged. In that case, you need to craft an improvement plan for the underperforming employee once the areas of weakness have been identified.

What you need to keep in mind is that the employee performance review phrases you utilize here at this moment have the power to make all the employee engagement programs you’ve invested in up to this point go to waste. A negative performance review can either positively motivate an employee or break their spirits completely. In moments like such, it is critical to remember the importance of employee engagement and the necessity to preserve it.

Additionally, the said employee should be involved in crafting the plan, improving the chances of achieving the desired result. Employees who consider themselves part of an improvement plan will be willing to invest in the project and achieve the goals therein, unlike when the procedure is handed down from management to employees.

On Attendance and Punctuality

• Your response to correspondence is outside the expected time frame.
• You need to improve on your time management skills.
• You often run behind schedule, which negatively impacts workflow.

 On Communication

•  Your deficiencies in communication are causing frequent misunderstandings. 
• You seem to struggle to communicate effectively in your team. It would be best if you worked to air your ideas and opinion at team meetings.
• It would help improve your communication skills, both for verbal and written communication.

 On-Time Management

• You should learn the best ways to manage time for more productivity. You would benefit greatly from time management training. They devote too much time to completing given tasks.
• You would benefit from an organized schedule to enhance productivity. You need to appreciate deadlines and understand the implication of not meeting deadlines on team members.

On Cooperation & Team Work

• You perform excellently as an individual but struggle for effectiveness in group projects. 
• You display a lack of motivation to be involved with team tasks. They resist collaborative work frequently.

 On Leadership

• You should be enrolled in leadership training to improve your leadership skills. 
• You would benefit from developing internal solutions to problems before seeking external help. Instead, they display authoritarian tendencies and micromanage staff.

 Customer Satisfaction

• You should be more efficient and reduce call time while dealing with customers’ issues.
• It would be best to improve all specific aspects of customer support and communication. 
• You should pay more attention to listening to customers for effective communication. 
• You haven’t maximized opportunities to educate customers about all company products and services.

We here at Teamflect know that scouring the internet for good review examples or sample performance reviews can be a challenging task. That is why we tried our best to highlight the best performance review practices and areas of improvement performance review examples in this article. We hope it helps!

We are also proud to be able to provide our users with the best possible performance review experience available in the Microsoft Teams ecosystem. If you need some assistance in performance reviews, our performance review templates can offer you just that!

Performance Review Summary Examples

Performance review summaries are typically concise evaluations that highlight an employee’s achievements, areas for improvement, and goals for the future. The performance review summary examples below reflect differing performance levels and suggest appropriate future actions or goals. They are meant to provide constructive feedback while acknowledging the employee’s contributions and potential areas for growth.

For a High-Performing Employee:

“In the past year, Alex has consistently exceeded expectations in their role as a Project Manager. They have demonstrated exceptional leadership skills, leading their team to complete projects ahead of schedule and under budget. Alex’s innovative solutions have significantly improved our workflow efficiency. They actively seek feedback and use it constructively to enhance their performance. Moving forward, we encourage Alex to mentor junior team members and share their expertise more broadly across the organization.”

For an Employee Who Needs Improvement:

“Throughout the review period, Jordan has shown a need for improvement in time management and communication skills. While they have displayed a good understanding of their technical duties, missed deadlines and inconsistent communication have impacted team performance. We appreciate Jordan’s willingness to accept challenging tasks. We recommend that they engage in time management and communication workshops and seek regular feedback from peers and supervisors to enhance these skills. We believe with targeted support, Jordan can achieve significant progress.”

For an Employee With Consistent Performance:

“Taylor has maintained a consistent level of performance as a Customer Service Representative. They reliably meet their targets and have a positive attitude towards their work. Taylor’s interactions with customers are commendable and often result in positive feedback. However, there is room for growth in taking on more complex queries and in developing leadership skills. We encourage Taylor to participate in advanced customer service training and consider taking on additional responsibilities to further their career development.”

What are Performance Review Competencies?

Performance review competencies, or core competencies, are the essential knowledge and skills that employees need to possess in order to succeed—and they form a framework for assessing job performance.

You can see the strengths and weaknesses in your employees by examining the competencies they demonstrate, and then work with them to align individual goals with organizational objectives.

While the specific competencies required may vary depending on the nature of the role and the organization, there are several common categories that encompass a wide range of skills. Let’s explore some of these performance review competencies examples:

• Communication: Effective communication skills are crucial for any employee. This competency involves the ability to convey ideas clearly, actively listen, and adapt communication style to different audiences. Strong communication fosters collaboration, minimizes misunderstandings, and enhances productivity.

• Teamwork and Collaboration: Many jobs require working in teams or cross-functional groups. The competency of teamwork requires actively contributing to group efforts, promoting cooperation, and respecting diverse perspectives. A strong team player understands the value of collaboration and contributes to the collective success.

• Problem Solving: The ability to analyze problems, identify solutions, and make informed decisions is highly valued. Problem solving encompasses critical thinking, creativity, and resourcefulness, and employees who excel in problem-solving can approach challenges with a systematic and logical mindset, finding innovative solutions when faced with obstacles.

• Adaptability and Flexibility: In today’s dynamic work environment, adaptability is one of the most important characteristics of an employee. The ability to embrace change, adjust to new situations, and remain open to learning is highly appreciated in most organizations since adaptable employees are resilient and can effectively navigate shifting priorities, technologies, or market conditions.

• Leadership: Leadership competencies do not only concern managers, it works for everyone throughout your organization! Leadership encompasses guiding and inspiring others, taking initiative, and motivating teams to achieve common goals. Employees who exhibit leadership qualities often show excellent communication, decision-making, and mentorship skills that will distinguish them from others.

• Initiative and Self-Motivation: Employers appreciate individuals who take ownership of their work and show enthusiasm for self-improvement. Proactively seeking opportunities, setting goals, and taking the initiative to achieve them is sought in this competency. Self-motivated employees consistently strive for excellence and contribute positively to their roles.

• Professionalism and Integrity: Demonstrating professionalism and integrity is essential for building trust and maintaining a positive work environment. The competency of professionalism involves acting ethically, displaying honesty, and treating others with respect. Employees who exhibit professionalism establish a reputation for reliability and create a culture of integrity.

Frequently Asked Questions

How to comment on your performance review examples?

We recommend holding a thoughtful and constructive approach while commenting on your performance reviews as an employee or manager.

• Acknowledge the feedback: Start by acknowledging the feedback provided in the performance review. Thank the reviewer for their time and effort in evaluating your performance.
  
  You can use this example as a template for your thank you note: “Thank you for taking the time to review my performance and provide valuable feedback. I appreciate the opportunity to grow and improve in my role.”

• Reflect on positive feedback: If the performance review includes positive feedback, express gratitude and highlight specific areas where you excelled. Discuss how you plan to maintain or further develop those strengths.
  
  For example, you can answer with “I’m pleased to see the positive feedback regarding my attention to detail and ability to meet deadlines. I will continue to prioritize these aspects and seek opportunities to enhance my skills further.” to show your gratitude.

• Mention areas for improvement: If the performance review points out some areas for you to improve, demonstrate a growth mindset by acknowledging the feedback and showing your commitment to development. Provide your perspective on the feedback and outline your action plan for improvement.
  
  We recommend a positive approach where you can say “I understand the need for improvement in communication skills, and I appreciate the feedback. I plan to enroll in a communication workshop to enhance my verbal and written communication abilities.” to show you care about improving.

• Seek clarification if needed: If there is any feedback that seems unclear or requires further explanation, don’t hesitate to seek clarification from your reviewer.
  
  An example comment could be “Regarding the feedback about managing conflicting priorities, could you please provide specific examples or suggestions on how I can better handle such situations? I’m eager to improve in this area and would appreciate your guidance.”

• End on a positive note: Conclude your comment on a positive and forward-looking tone. Express your gratitude once again and reiterate your enthusiasm for the role and your commitment to continuous improvement.
  
  You can end your comments with something like “Thank you again for the feedback and support. I’m eager to apply these insights and work collaboratively towards achieving our team’s goals.”

We are the advocates of respectful and kind comments, and the tone and content of your comments should be open to feedback, and focused on improvement.

What to say in performance review examples?

While conducting performance review, we recommend talking in a calm, positive, and respectful tone with your employees. If you’re the employee that is getting reviewed, listen carefully and take notes if necessary.

What are good goals for performance review examples?

Setting goals after a performance review requires aligning those goals with your job responsibilities, career aspirations, and the OKRs of your organization. We can recommend a couple examples of good goals to set after a performance review:

• Increase productivity: Set a goal to improve your efficiency and output by a specific percentage or by completing a certain number of tasks/projects within a given timeframe.
• Enhance job-specific skills: Find skills relevant to your role and aim to develop or improve them. For example, if you’re a software developer, you might set a goal to learn a new programming language or master a specific framework.
• Improve communication: Focus on getting better at communication skills, such as active listening, clarity in written and verbal communication, and fostering positive relationships with colleagues, clients, or stakeholders.
• Leadership development: If you aspire to a leadership role or you’re already a manager, set goals that help you develop the necessary skills, such as delegating effectively, mentoring others, or improving your decision-making abilities.
• Customer satisfaction: If your role involves interacting with customers, establish a goal to improve customer satisfaction scores or feedback by implementing strategies like active problem-solving, empathy, or timely responses.
• Time management: Focus on your time management skills by setting goals to prioritize tasks, meet deadlines consistently, and minimize time wasted on non-essential activities.
• Cross-functional collaboration: Aim to improve collaboration and teamwork across departments or teams by actively participating in cross-functional projects or initiatives.

How to write a negative performance review in positive ways examples?

Not every feedback you will give during performance reviews will be positive, we know that. But the most important aspect of giving negative feedback is to maintain a constructive and positive tone that ensures the employee understands the areas that need improvement without feeling demotivated or discouraged.

For example, instead of saying, “You’re always late for meetings,” you can say: “Punctuality is a key aspect of effective teamwork. Arriving promptly for meetings will give you more time to contribute your valuable insights and actively participate in discussions.”

In another example, instead of saying, “You often miss deadlines,” you can say: “Meeting deadlines is crucial to maintaining a smooth workflow. Let’s explore strategies together to better manage your time, set realistic deadlines, and prioritize tasks to ensure timely completion.”