Performance Review Examples

Performance reviews may be a source of stress for employees, but they don’t have to be. The purpose of a performance review is to offer valuable feedback about an employee’s work, as well as deliver key insights into management’s effectiveness.

By focusing on strengths, your company can use performance reviews to deepen employees’ connection to their jobs, and offer them helpful feedback that will allow them to grow and advance their careers.

Why do you need performance reviews?

Each company evaluates employee performance a bit differently. No matter which method you prefer, a performance review gives you a dedicated opportunity to look closely at each employee’s work over the last year (or quarter) and identify strengths as well as areas that may need improvement.

A performance review can highlight untapped talent, signaling the ideal candidates for future promotions. It can also cast a spotlight on weak points within management that need to be addressed to improve productivity and boost morale.

We’ve compiled several of the best performance review examples to help you start delivering feedback to your employees.

Performance Review Examples

Performance review can be broken down by categories, such as attendance, collaborativeness, innovation, and achievements. You can decide which key performance indicators (KPIs) are most important for your organization, and which ones may be most valuable to your employees’ growth as well.

We’ve broken our suggestions down into several key areas that you can use for inspiration.

Attendance

• “You always arrive and leave on time, and respect our company’s break policies.”
• “Your attendance has shown you to be a reliable member of our team who closely follows their schedule and always adheres to our company’s time policies.”
• “You occasionally arrive late or leave too early, so greater focus needs to be placed on your timing.”
• “You have frequently left or arrived as much as 15 minutes late to work and taken extended breaks that do not comply with our organization’s policies. We can discuss the reasons for this further and identify potential solutions.”

Leadership

• “You are a responsive listener who treats everyone equally and always seeks out new opportunity to collaborate.”
• “You go above what is expected of you to continually deliver exceptional results.”
• “Your engagement and initiative at work shows the makings of a strong leader, and I would like to encourage you to focus more on sharing ideas with your team so you are given the attention and credit you deserve.”
• “You tend to avoid speaking out and being receptive to others’ opinions. I would like to discuss how you could become more assertive and open-minded with your team members.”

Communication

• “You are thoughtful, engaging, and interested in always hearing your team members’ opinions.”
• “You respectfully share ideas and opinions while taking time to listen and understand others’ thoughts as well.”
• “You are open-minded and assertive, but this can sometimes come at the expense of ignoring others’ valuable insights. I would like to discuss how we could improve this going forward.”
• “You are a diligent worker, but you do not seem to readily engage with your team members. We should speak more about how to foster greater relationships and improve your communication at work.”

Work Ethic

• “You are a diligent, driven worker who consistently delivers exceptional results.”
• “You focus well on your assigned tasks and meet all of your deliverables most of the time. I would like to discuss how we can increase your timeliness on future assignments.”
• “I have noticed opportunities where you could take more initiative to work independently rather than wait for direction.”
• “You appear frequently distracted by your work environment and spend a considerable amount of time on things not related to your tasks. Let’s discuss how to improve this moving forward.”

Turning Performance Reviews Into Actionable Results

The secret to noticing improvement from your performance reviews is viewing them as only one part of a longer professional development strategy.

Once the reviews are over, it’s time to consider next steps for your employees. Those that received exceptional feedback may focus on upskilling while those who need to improve in certain areas could be directed toward supportive learning materials.

In either case, an LXP like Juno Journey can help you turn performance reviews into learning and development opportunities.