How to Respond to a Good Performance Review Sample

If you lot've ever walked away from a performance review dislocated well-nigh where you lot stand, you're not alone. The art of giving articulate, intentional, and valuable feedback is catchy to master, which is why and so many employees accept experienced underwhelming performance reviews.

At Culture Amp, our mission is to build a better earth of work. Useful feedback, an effective operation management system, and the overall employee experience are inextricably intertwined. That'south why we put together this list of performance review phrases to guide you in the correct direction and sharpen your ability to provide useful feedback - whether it's most yourself, your direct reports, or your team members.

Operation review phrases to utilise during a cocky-evaluation

Self-evaluations can be awkward. You don't want to pat yourself on the back too much, just information technology tin likewise feel uncomfortable to openly share your areas of weakness with others. Ane way to gainsay this mental block is to apply phrases that are more objective in nature. Chris Zeller, an Executive Recruiter at Adecco, explains, "It'due south ever helpful to keep feedback rooted in observable beliefs, which has nothing to do with intent or inherent traits."

This recommendation is aligned with the State of affairs-Beliefs-Bear upon (SBI) feedback model, which aims to focus on facts and less on subjective assessments. To use this model, you construction your feedback around the post-obit components:

• Situation: Draw the state of affairs. Exist specific virtually when and where information technology occurred.
• Beliefs: Draw the observable behavior.
• Impact: Explicate how the action has affected others.

Based on this advice, here are phrases y'all can use during the self-evaluation portion of your performance review.

To recognize positive operation

I demonstrated [behavior] when I [case].

This phrase is effective when talking positively virtually your functioning considering it identifies a strength while as well providing a concrete case. This phrase is useful and makes it less awkward to talk about yourself since y'all're not subjectively assessing your personality.

Examples:

1. I demonstrated initiative when I wrote three additional blog posts this quarter.
2. I displayed leadership skills when I led the applied science team through a feature release.
3. I showed dedication as a manager when I guided an employee through a piece of work conflict.
4. I demonstrated my collaboration skills by planning the vacation party with a total committee.
5. I showed strong time direction skills and teamwork when I took over my teammate's work while he was on vacation and completed all my own tasks also.

I successfully completed [projection or milestone] and, every bit a result, achieved [results].

This functioning review phrase is less focused on your behaviors and more focused on the results of specific milestones y'all reached or projects you completed. This is a cracking phrase to use if you have stiff data points to share.

Examples:

1. I attended five events and, as a effect, exceeded my sales quota by 10% this quarter.
2. I ready multiple goal checkpoints, which led to the marketing team hitting all its Q1 KPIs.
3. I implemented a new update, which resulted in a 10% increment in website engagement.
4. I finished a content audit and was able to pinpoint the gaps we need to accost in Q2.
5. I planned a successful PR offsite and, equally a result, the team produced three fresh story angles to pitch next month.

To admit areas of improvement

I recognize that I could improve in [area of improvement]. I plan to practise then past [activeness].

While information technology's tough to talk about the areas you need improvement in, this operation review phrase is helpful because it immediately offers a solution to the "problem." This shows your managing director that you're proactive, self-aware, and driven because yous're taking ownership of your weaknesses. Kate Snowise, an executive jitney and managing director, explains, "There is i skill that tin massively affect the way existing and emerging leaders are perceived by their peers and superiors: demonstrating initiative through being consistently solution-focused."

Examples:

1. I recognize that I could improve the way I run meetings, which I plan to do past coming upward with more focused agendas.
2. I know I need to speak up during brainstorms. I'm going to start planning ideas ahead of time then I experience more prepared.
3. I recognize that I demand to ameliorate how I proofread my work, so I'grand planning to make grammar and spell checks a routine role of my review procedure.
4. I demand to testify more than sophistication in stressful situations. To practice this, I'chiliad going to practise mindfulness and step abroad from my desk when I experience overwhelmed.
5. I know that I interrupt others unintentionally. I've asked my squad to gently permit me know when I practise this and then I tin can be more aware of my actions.

I'chiliad going to stop doing [activity] because I know information technology results in [consequence].

This performance phrase is more than direct. It pinpoints a specific activity that you know has negative results or consequences, while demonstrating your commitment to avoiding it in the time to come.

Examples:

1. I'yard going to end calling out people for mistakes in meetings because I know information technology can exist embarrassing and isn't the advisable way to handle the situation.
2. My goal is to stop coming to meetings late because I know it'southward disrespectful of everyone's fourth dimension.
3. I'k going to cease raising conflicts in Slack considering I know messages can be easily misconstrued and some issues are meliorate resolved in person.
4. I won't modify project deadlines without alerting everyone else involved because I know it affects people's workloads.
5. I'm going to stop micromanaging my colleagues because I know it makes them feel like I don't trust them.

Performance review phrases to utilise when you're a director

Equally a manager, you serve as the gatekeeper for your direct reports' feedback, so there'due south a lot of force per unit area to evangelize it in an impactful style. The balancing act of delivering positive feedback while also providing constructive comments tin exist challenging. Sara Kaplan, Social Media, Content, and PR Director at Weploy, suggests a specific framework to brand the process a fleck easier.

She elaborates, "At my company, I'm asked to requite feedback in the following format: End/Start/Keep Doing - it helps frame things constructively."

This Stop/Start/Go along Doing framework is also beneficial for making it articulate to employees how they can influence and take activeness on their personal and professional person development. While development should exist owned by the employees, managers can utilize these phrases to aid track progress and keep them accountable.

Keeping this constructive approach in mind, below are phrases you lot can apply to effectively provide feedback to your direct reports.

To recognize positive functioning

You lot excel at [activity], and I would honey to proceed seeing that from y'all.

With this phrase, you lot're calling out beliefs that you lot want to encourage an employee to proceed doing. This makes clear to the individual what they're doing well and what's you expect them to go on doing in the future. The more than specific you lot can be with this feedback, the more impactful it will be for the employee.

Examples:

1. You lot excel at creating thoughtful marketing decks. I would dear to accept you continue taking the lead on them, especially since I know y'all bask the creative process.
2. I'm really impressed with the fashion yous revamped our weekly kickoff meeting. I want you to go on speaking out about processes you remember could exist improved.
3. I capeesh the way you took buying of the code and stock-still the bugs. Please continue being as honest and proactive as yous have been almost your work.
4. The way you handled the conflict on your team was so professional person. You should feel empowered to continue addressing those situations.
5. I really respect how you managed the expectations of the CEO about our PR goals. I would love to run into you standing to push button back on anything you lot don't feel sets our team up for success.

I encourage y'all to keep doing [action]. I've received positive feedback that this has really helped the team [result].

This phrase is a little different because it gives yous the opportunity to comprise feedback from a third party (eastward.yard., a peer or somebody on another team). Whether or non information technology's anonymous depends on what your team is comfortable with. This way, your employee knows their functioning or actions is appreciated by people beyond just you.

Examples:

1. I encourage you to keep existence a sounding board for your teammates. Many of your squad members say you're a great listener, and they feel comfy sharing ideas with yous.
2. Multiple people mentioned how skilled you are at keeping everyone on track with tight deadlines, which has been benign for the team'south productivity. I'd honey to see you lot continue to take the atomic number 82 on this for future projects.
3. I encourage you to proceed building a human relationship with our remote team. They told me how much they appreciate your consistent and clear communication.
4. Our new rent shared that you lot were instrumental in getting her onboarded onto the squad speedily. Is this a process you lot'd exist interested in taking over in the future?
5. I would love for you to go on sharing fresh ideas at the monthly brainstorm. The last ane yous suggested was one of our nearly successful campaigns, and everyone considers information technology to exist a big win.

To identify areas of improvement

My feedback is for you to end [action] because it results in [issue].

This is a way to permit your employees know that a specific and observable action they've taken is undesirable. Moreover, it gives you a chance to explain the negative outcomes, which is something your direct report may not take been aware of in the first place. It's of import to make certain this activity is ane either you or a team member has witnessed multiple times - otherwise, it'south hard to justify why your employee is receiving this feedback.

Examples:

1. My feedback is that you stop sending urgent emails late at night. You lot're creating stress for the other team members outside of working hours, and it'southward non a healthy habit.
2. When you raise your vocalism during discussions, you make other people uncomfortable. This is something you should be aware of and not do moving forrad.
3. I'm enlightened that y'all abolish your one-on-ane meetings most every week. This isn't adequate given yous're a manager responsible for the career growth of multiple employees.
4. I would like to see you stop waiting until the last minute to prepare your quarterly results. Your presentations tend to be scattered and don't represent your team's efforts well.
5. My inquire is that you cease using your laptop during meetings. Information technology gives the impression that you aren't engaged and is distracting for others as well.

I encourage you to start [action] because information technology will aid y'all [intended issue].

If you're not comfortable asking an employee to cease doing something, yous can flip information technology and inquire them to get-go doing something instead. For instance, instead of asking them to end being late to meetings, you can encourage them to start planning ahead for meetings so they get there early - option whichever phrase better suits your management fashion.

Examples:

1. I encourage you to fix an alarm a few minutes earlier a meeting starts so you come on time.
2. It would be beneficial for you to start taking notes during our stand-up so you don't forget any of the tasks or feedback that were shared with you.
3. Yous should block off time on your calendar to get your administrative tasks done on time since it's easy to let them fall through the cracks.
4. I call back it would exist valuable to have a squad member review your client emails to aid you check the tone.
5. I encourage you lot to start practicing flexibility when information technology comes to new ideas - it may help you lot discover time-saving processes.

Performance review phrases to use when evaluating peers

Many companies incorporate 360° feedback. This blazon of feedback involves collecting responses from peers who work with the individual being reviewed. Sharing feedback about someone you work with every day, who you may be friends with, is tricky - especially when the feedback is constructive.

Christine Tao, Co-Founder and CEO of SoundingBoard, offers her perspective on how to approach this challenge. She explains, "Being specific and timely helps - the more than you can catch or note the behavior close to when it occurred, the better. And when you share information technology, depict the impact that information technology had on you or others. You can also take this farther by asking questions on what other deportment they might take or change if the feedback is effective."

Another important thing to keep in mind: Anonymous feedback doesn't give you the liberty to be unfairly harsh in your review of a peer. Information technology's never piece of cake to be the recipient of negative feedback, and so try to practice empathy - specially when sharing effective feedback with a fellow colleague.

Lauren Linzenberg, Founder & 60 minutes Consultant at MENSC{HR}, recommends doing a gut check. She goes on, "Make sure you're comfortable proverb what you wrote in the review to the person's face. If y'all provide feedback that y'all wouldn't feel comfortable confronting in person, you may run into resistance."

To recognize positive performance

When you did [action], it actually helped me [result].

This phrase identifies a specific instance when you really appreciated your colleague's contribution. When giving this feedback during a performance review, focus on something recent as yous will likely recall their accomplishment more accurately. This phrase besides follows the SBI feedback model and volition assistance your peers understand what actions or behaviors positively impacted yous, and why.

Examples:

1. When you offered to take one of the writing projects off my plate, it made me feel supported because you recognized that I was busy and stepped in proactively.
2. You lot saved me a lot of time when yous pointed out the fault in my code early.
3. When you lot publicly gave me credit for the projection we worked on together, it made me experience recognized.
4. I really appreciate the feedback you shared with me about my communication way - it helped me identify and improve on an upshot I wasn't even aware of.
5. When you supported my thought in the begin, it gave me the confidence to continue advocating for my projection.

I actually appreciate it when you lot [behavior], such as when you [example]. 

This phrase shifts the focus from a specific action to general behavior. However, that doesn't make this phrase less valid or more difficult to understand because it's still rooted in tangible examples.

When it comes to behavioral feedback, information technology'southward important to be enlightened of gender biases. Enquiry has shown that managers and peers - regardless of gender - tend to give women more personality-oriented feedback and men more work-oriented feedback. Unfortunately, the sometime is less actionable and can contribute to the gender gap, and so it's critical to be mindful of this when utilizing this phrase.

Examples:

1. Your conflict management skills are really valuable to our team. For case, you were pivotal in resolving our team'due south dispute about processes last calendar week.
2. I really capeesh information technology when you give constructive feedback. Your feedback helped me refine my ideas for my last presentation, which ended up being a success.
3. I dear how you accept buying of issues even when they're not your ain. Information technology sets a great example for me.
4. You're bang-up at solving challenging work problems. You helped me navigate multiple stressful situations by allowing me to bounce ideas off of you.
5. I admire the proactiveness you brought to our most recent projection because it helped me plan ahead and prioritize my work.

To point out areas of comeback

I think you could improve on [activeness] because [reason].

You'll notice the language of this phrase is less managerial in tone. It's more of a suggestion based on behavior or results y'all've witnessed, rather than an ask to "terminate" a sure behavior since this is feedback between two peers.

Examples:

1. I recollect you could improve the fashion you lot share updates with the remainder of the team. Sometimes, people get left out of the loop so not everyone is on the same page.
2. An area yous could ameliorate on is prioritization - yous're e'er and then willing to leap into new projects, which is corking, merely that results in unmet deadlines.
3. I think yous could better on staying focused during meetings and brainstorms. Discussions frequently go off rail because y'all want to take them in some other management.
4. An area of improvement to consider is the way you edit other people's work. It would be helpful to explain why you update something instead of irresolute it without context.
5. You could meliorate the way you manage expectations with our customers and so they don't cease upward disappointed or upset downwards the road.

I would love to see you do more [action] because [reason].

Once more, if asking someone to improve on something isn't comfortable for you, a more positive way to frame feedback is to say "I would love to meet you exercise more than…"

Examples:

1. I would love to come across y'all have more than buying of your mistakes. Everyone makes them, but information technology makes the resolution a lot smoother if at that place's no finger-pointing.
2. It would exist swell if you could recognize when you need help, and ask for information technology, so we can avoid any lost effort or time.
3. I would actually capeesh information technology if you lot could exist more than open to other people'due south suggestions considering new perspectives tin can be valuable.
4. I would love to meet you exist more thorough when handing off projects because information technology'll make the transition more seamless.
5. Information technology would be dandy to see you engage more during our condition meetings because it feels like you're frequently uninterested in what the residue of the squad is working on.

Take your functioning review to the next level

Hopefully, these phrases helped yous amend envision the blazon of feedback to contain in your next operation review. Remember that these are just starting points - yous should feel empowered to mix upwards the phrases, tweak them to fit your management manner, or come up with your own if you lot didn't see any that resonated with you.

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Source: https://www.cultureamp.com/blog/performance-review-phrases

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