200 Performance Review Example Phrases & Comments for 2026

Writing performance reviews shouldn’t feel like filling in a template from a decade ago.

In 2026, effective performance feedback is specific, behavior-based, forward-looking, and development-oriented. It reflects how people actually work today–across teams, tools, time zones, and changing priorities.

Below is a curated set of modern performance review example phrases and comments you can use across roles and industries. These examples are designed for managers, peers, and employees writing self-reviews using systems like PerformYard, where clarity and consistency matter.

The examples are separated into the following categories, and further split into positive and critical feedback.

• Accountability & Ownership
• Aptitude
• Attendance
• Collaboration & Cross-Functional Impact
• Communication and Interpersonal Skills
• Creativity
• Decision-Making & Judgment
• Dependability
• Execution & Follow-Through
• Feedback & Coachability
• Flexibility
• Inclusion, Respect & Team Impact
• Initiative & Proactivity
• Job knowledge & skills
• Leadership
• Learning Agility & Continuous Development
• Prioritization & Focus
• Quality of Work
• Strategic Thinking
• Use of Tools, Systems & AI

Accountability & Ownership

Positive‍

1. Takes full ownership of outcomes, not just assigned tasks.
2. Proactively addresses issues rather than deflecting responsibility.
3. Follows through on commitments and closes loops consistently.
4. Acknowledges mistakes and focuses on corrective action.
5. Demonstrates strong accountability for both successes and setbacks.

Negative‍

1. Tends to focus on task completion rather than overall outcomes.
2. Occasionally deflects responsibility when challenges arise.
3. Follow-through on commitments is inconsistent.
4. Requires reminders to close out action items.
5. Could take greater ownership of results beyond immediate responsibilities.

Aptitude

Positive‍

1. Demonstrates strong problem-solving skills when faced with unfamiliar challenges.
2. Learns new concepts quickly and applies them effectively to day-to-day work.
3. Grasps complex requirements and translates them into practical solutions.
4. Shows sound judgment when making decisions under time constraints.
5. Consistently adapts thinking based on feedback and new information.

Negative

1. Struggles to apply new concepts without significant guidance.
2. Has difficulty assessing situations independently before escalating.
3. Occasionally misjudges priorities, leading to avoidable rework.
4. Needs more time than expected to become proficient in new areas.
5. Decision-making would benefit from deeper analysis of potential outcomes.

Attendance

Positive‍

1. Maintains consistent and reliable attendance.
2. Is punctual and prepared for meetings and work commitments.
3. Rarely misses scheduled work time and communicates proactively when unavailable.
4. Demonstrates reliability during critical or high-demand periods.
5. Effectively manages availability to support team needs.

Negative

1. Attendance inconsistencies occasionally disrupt team planning.
2. Late arrivals or early departures have impacted collaboration.
3. Does not always communicate schedule changes in advance.
4. Availability during core working hours could be more consistent.
5. Needs to improve reliability around scheduled commitments.

Collaboration & Cross-Functional Impact

Positive‍

1. Works effectively across teams to achieve shared goals.
2. Proactively manages dependencies with cross-functional partners.
3. Communicates clearly to reduce friction between teams.
4. Seeks input from relevant stakeholders early in the process.
5. Contributes positively to outcomes beyond their immediate team.

Negative

1. ‍Engages cross-functional partners later than ideal.
2. Communication gaps occasionally create misalignment between teams.
3. Focuses narrowly on team goals at the expense of broader impact.
4. Could improve follow-up with external stakeholders.
5. Needs to be more proactive in managing cross-team dependencies.

Communication & Interpersonal Skills

Positive

1. Communicates clearly and respectfully with colleagues at all levels.
2. Listens actively and incorporates others’ perspectives into discussions.
3. Shares information in a timely and transparent manner.
4. Adapts communication style effectively for different audiences.
5. Builds positive working relationships across teams.

Negative

1. Messages can lack clarity or key context.
2. Sometimes delays communication that others depend on.
3. Feedback is occasionally interpreted as abrupt or unclear.
4. Could improve responsiveness in collaborative situations.
5. Needs to engage more actively in two-way communication.

Creativity

Positive

1. Regularly brings fresh ideas and alternative perspectives to the team.
2. Challenges assumptions in productive and constructive ways.
3. Seeks innovative solutions to recurring problems.
4. Applies creative thinking to improve existing processes.
5. Encourages experimentation and continuous improvement.

Negative

1. Tends to rely on familiar approaches rather than exploring alternatives.
2. Hesitates to propose new ideas without strong validation.
3. Could contribute more actively during brainstorming or ideation sessions.
4. Innovation efforts are sometimes limited to incremental changes.
5. Needs to take more initiative in problem-solving creatively.

Decision-Making & Judgment

Positive

1. Makes sound decisions using available information.
2. Weighs risks and tradeoffs thoughtfully.
3. Knows when to escalate versus act independently.
4. Maintains good judgment under pressure.
5. Learns from past decisions to improve future outcomes.

Negative

1. Decisions are sometimes delayed due to over-analysis.
2. Acts without fully considering risks or alternatives.
3. Hesitates to make decisions without complete information.
4. Escalates issues that could be resolved independently.
5. Could improve consistency in judgment across situations.

Dependability

Positive

1. Consistently delivers work on time and as expected.
2. Follows through on commitments without needing reminders.
3. Can be relied on during high-pressure situations.
4. Takes responsibility for outcomes, not just assigned tasks.
5. Earns trust through consistent execution.

Negative

1. Deadlines are occasionally missed without early notice.
2. Follow-through on commitments can be inconsistent.
3. Requires additional reminders to complete tasks.
4. Ownership of deliverables could be stronger.
5. Reliability varies depending on workload.

Execution & Follow-Through

Positive‍

1. Consistently delivers work on time and to expectation.
2. Translates plans into concrete, measurable outcomes.
3. Effectively manages multiple priorities to meet deadlines.
4. Closes work thoroughly, not just partially.
5. Maintains momentum from start to finish on initiatives.

Negative‍

1. Execution occasionally stalls after initial planning.
2. Deadlines are missed without early communication.
3. Tasks are started but not always completed fully.
4. Struggles to maintain momentum on longer initiatives.
5. Would benefit from clearer milestone tracking.

Feedback & Coachability

Positive

1. Actively seeks and welcomes feedback.
2. Responds constructively to input from others.
3. Demonstrates visible improvement based on feedback.
4. Provides thoughtful feedback to peers when appropriate.
5. Engages in performance conversations with openness and curiosity.

Negative

1. Becomes defensive when receiving feedback.
2. Feedback does not consistently result in behavior change.
3. Avoids difficult performance conversations.
4. Hesitates to ask for input from others.
5. Would benefit from greater openness to coaching.

Flexibility

Positive

1. Adjusts priorities smoothly as business needs change.
2. Responds constructively to shifting requirements.
3. Maintains productivity during periods of change or uncertainty.
4. Demonstrates openness to new ways of working.
5. Supports team transitions with a positive attitude.

Negative

1. Becomes frustrated when plans change unexpectedly.
2. Struggles to adapt quickly to new processes or tools.
3. Prefers fixed routines even when flexibility is needed.
4. Needs more support when priorities shift mid-project.
5. Could improve comfort with ambiguity.

Inclusion, Respect & Team Impact

Positive

1. Treats colleagues with respect and professionalism.
2. Creates space for diverse perspectives in discussions.
3. Contributes to a psychologically safe team environment.
4. Collaborates in a way that strengthens team trust.
5. Demonstrates awareness of how actions affect others.

Negative‍

1. Communication style occasionally discourages open dialogue.
2. Could be more inclusive of differing perspectives.
3. Unintentionally creates friction in team interactions.
4. Needs to be more mindful of how feedback is delivered.
5. Would benefit from greater awareness of team dynamics.

Initiative & Proactivity

Positive‍

1. Identifies opportunities for improvement without being prompted.
2. Takes action early to prevent potential issues.
3. Moves work forward independently while keeping stakeholders informed.
4. Regularly looks for ways to add value beyond assigned work.
5. Demonstrates a strong bias toward action.

Negative‍

1. Often waits for direction before taking action.
2. Hesitates to act without explicit approval.
3. Misses opportunities to address issues proactively.
4. Relies heavily on others to set next steps.
5. Could take more initiative in identifying and solving problems.

Job Knowledge & Skills

Positive

1. Demonstrates strong understanding of role-specific responsibilities.
2. Applies job knowledge effectively to achieve results.
3. Stays current with relevant tools, systems, and practices.
4. Shares expertise to support team success.
5. Continuously develops skills aligned with role requirements.

Negative

1. Knowledge gaps limit effectiveness in certain areas.
2. Requires frequent support to complete core responsibilities.
3. Skill development has not kept pace with role expectations.
4. Hesitates when applying technical or role-specific knowledge.
5. Would benefit from targeted training or upskilling.

Leadership

Positive

1. Sets clear expectations and provides meaningful guidance.
2. Leads by example and models accountability.
3. Supports team growth through coaching and feedback.
4. Builds alignment and trust within the team.
5. Makes thoughtful decisions that consider long-term impact.

Negative‍

1. Delegation could be clearer or more consistent.
2. Feedback is sometimes delayed or unclear.
3. Could involve team members more in decision-making.
4. Leadership presence is inconsistent in high-stakes situations.
5. Needs to communicate vision and priorities more clearly.

Learning Agility & Continuous Development

Positive‍

1. Actively seeks opportunities to learn and grow.
2. Quickly applies new skills or knowledge to improve performance.
3. Adapts effectively as tools, processes, or expectations evolve.
4. Incorporates feedback into ongoing development.
5. Demonstrates curiosity and openness to new approaches.

Negative‍

1. Skill development has progressed more slowly than expected.
2. Hesitates to adopt new tools or practices.
3. Feedback is not always translated into behavioral change.
4. Relies on existing skills even when new capabilities are needed.
5. Would benefit from a more proactive approach to learning.

Prioritization & Focus

Positive‍

1. Consistently focuses effort on the highest-impact work.
2. Makes clear tradeoffs when competing priorities arise.
3. Adjusts priorities effectively as business needs change.
4. Avoids unnecessary work and keeps efforts aligned to goals.
5. Demonstrates strong judgment in deciding what deserves attention.

Negative‍

1. Spreads effort across too many priorities at once.
2. Struggles to distinguish urgent tasks from important ones.
3. Continues low-impact work longer than necessary.
4. Has difficulty reprioritizing when circumstances change.
5. Would benefit from clearer focus on the most impactful outcomes.

Quality of Work

Positive‍

1. Produces high-quality work that meets or exceeds expectations.
2. Pays close attention to detail and accuracy.
3. Delivers polished, well-structured outputs.
4. Maintains quality even under tight deadlines.
5. Consistently meets established standards.

Negative‍

1. Errors occur more frequently than expected.
2. Work sometimes requires multiple revisions.
3. Attention to detail could be stronger.
4. Quality varies depending on workload.
5. Would benefit from stronger quality checks before delivery.

Strategic Thinking

Positive‍

1. Connects day-to-day work to broader organizational goals.
2. Considers long-term implications when making decisions.
3. Effectively balances short-term execution with strategic priorities.
4. Identifies tradeoffs and makes thoughtful recommendations.
5. Brings a big-picture perspective to planning discussions.

Negative‍

1. Tends to focus on immediate tasks without considering broader impact.
2. Decisions are sometimes made without evaluating long-term implications.
3. Could improve prioritization based on strategic importance.
4. Struggles to articulate how work aligns with organizational goals.
5. Would benefit from more forward-looking planning.

Use of Tools, Systems & AI

Positive‍

1. Uses tools and systems efficiently to improve productivity.
2. Leverages automation or AI to streamline workflows.
3. Applies technology thoughtfully to enhance work quality.
4. Adopts new systems quickly and supports others in learning them.
5. Uses tools responsibly and in alignment with company guidelines.

Negative‍

1. Underutilizes available tools or systems.
2. Hesitates to adopt new technology without support.
3. Relies on manual processes when automation is available.
4. Inconsistent use of systems impacts efficiency or data quality.
5. Would benefit from stronger proficiency with core tools.

Additional Considerations

Performance reviews are an essential component of employee development, employee engagement, and overall organizational growth. These phrases allow for the most helpful and constructive levels of performance management. In addition to using these phrases, the best way to keep performance reviews both effective and efficient is to maintain a structured process that is consistent, fair, and objective.

Want to download the Performance Review Examples Phrases Free PDF? Click here.

Preparing in advance is a key aspect. This includes clearly defining the criteria for assessment based on job roles and responsibilities, setting measurable goals, gathering relevant data about the employee's performance, and outlining the points for discussion.

Meanwhile, during the review, managers should provide balanced feedback, highlighting both strengths and areas of improvement. The conversation should be interactive, allowing employees to ask questions, share their perspectives, and discuss their career aspirations.

Using performance management software can also be a game-changer in streamlining performance reviews. These tools offer a centralized platform to keep track of performance data, set and monitor goals, schedule review meetings, and record feedback. PerformYard makes the process less time-consuming and more accurate.

Performance management software also allows for real-time feedback, making reviews timelier and more relevant. Using such software ensures that nothing important is overlooked and that the process is transparent, both of which can significantly enhance the effectiveness of performance reviews.

Furthermore, these tools often come with HR analytics that can provide valuable insights for decision-making. Hence, integrating performance review software into performance review processes can dramatically improve their efficiency and effectiveness, ultimately leading to improved employee performance and organizational success.