10 Example Paragraphs for Performance Reviews

by Sabrina Son on Jul 3, 2018 10:25:20 AM

Business partners working on project, copyspace

Stuck for what to say in a performance review for an employee? Read our sample paragraphs across 10 different performance categories to help kick-start your writing process.

 

PRODUCTIVITY

John is a self-motivated team member and a pleasure to work with. He demonstrates superior technical ability and produces work of exceptional quality. John takes the time to fully understand the scope of projects and displays keen attention to detail, but often at the expense of effective time management.

This has led to delays in execution and failure to hit production goals. During the next quarter, I will be working with John to identify ways to help increase productivity levels while maintaining quality of work. These may include actions such as touching base each morning to set daily progress goals and helping John keep a record of time spent on tasks throughout each week.

 

PROBLEM SOLVING

Jessica demonstrates a practical and data-driven approach to problem solving. She actively seeks different perspectives and creative solutions from her teammates, and is continuously experimenting to drive results.

Following a dip in attendance at our annual conference, Jessica organized the collection of feedback from past attendees that revealed key themes for improvement. She also coordinated with our marketing team to refine targeting of our Facebook ads and develop a strategic outreach plan that involved contacting influencers in our industry. These efforts resulted in a 25% increase in attendance over the previous year and an improvement in our event evaluation scores.

 

LEARNING ABILITY

Lisa recently moved from a position in our Customer Success team to our Product team. Despite the steep learning curve associated with a shift in career direction, Lisa is already showing great potential in her new role. She displays an ability to learn rapidly and a determination to broaden her skill set.

Lisa frequently takes the initiative to identify areas for improvement within the Product team and leads the way in addressing those issues. Late last year, she utilized her knowledge of customer needs to improve a key feature within our product. This necessitated the development of basic programming skills, which she has shown great enthusiasm for learning. Lisa is currently enrolled in a three-month introductory programming course that she spends 4 hours per week working on to enhance her skills.

 

COMMUNICATION

Kate has displayed improved communication skills since our last review period. She responds to emails in a timely fashion and maintains transparency into the work she is performing with her team members. To help achieve this, she has committed to delivering a weekly progress report and arriving with preprepared notes to her one-to-one sessions.

Kate, however, still needs to focus on her level of accountability and willingness to take ownership when projects have fallen short of expectations. When faced with difficult situations, she has a tendency to become defensive and divert blame away from herself.

 

COACHING/MENTORSHIP

Daniel has been an outstanding mentor and example to our junior engineers. He is dedicated to helping our up-and-coming engineers understand our engineering environment, and encourages them to be solution-oriented in everything they do. Daniel has also demonstrated a commitment to the professional development of his direct reports and displays enthusiasm for advancing their skill set through regular coaching sessions.

During this past quarter, his team have participated in a virtual summit hosted by industry thought leaders and two of Daniel’s employees have obtained certifications to advance their expertise. Daniel has a strong work ethic and has continued to perform the duties required by his previous role as an Electrical Engineer. He could, however, improve his success rate for meeting tight deadlines by delegating work more effectively.

 

ENGAGEMENT

Having worked at our organization for four years, Monica is an experienced member of the team and displays a high level of institutional knowledge. She requires a minimal amount of supervision to fulfill her job duties and maintains a good working relationship with team members cross-functionally. Unfortunately, Monica is often late to work and has occasionally taken time off work without providing adequate notice.

Monica shows little engagement during meeting and team-building activities, as well as a lack of commitment to her own professional development. Over the next three months, we’d like Monica to focus on her attendance and setting more aggressive personal goals. I will also work with her directly to identify learning opportunities to further her career growth. Our hope is that these steps will motivate her to develop the skills necessary to allow for upward movement within the organization.

 

QUALITY

Mary is committed to producing work of a high standard. She is always looking to improve the quality of her deliverables and often reaches out to team members in different departments for advice and guidance. She frequently goes above and beyond in her efforts to ensure consistency and generate content that exceeds expectations. Mary actively seeks feedback and uses it to enhance her work.

Over the next three months, I would like to see Mary focus on honing her expertise further by creating a professional development plan and seeking out opportunities to expand her leadership skills.

 

LEADERSHIP

Michael has demonstrated fine leadership abilities since transitioning into his role as Director of Human Resources. Michael understands how to drive and direct team members effectively in order to meet company goals and challenges his direct reports to meet their own personal goals and objectives for career growth opportunities within the company.

He is supportive of team members within the company and stands behind his employees’ decisions. Michael often seeks out the broad perspective of multiple team members before forming holistic solutions to problems and challenges. However, there have been times when Michael has failed to effectively communicate information to his team, resulting in a lack of transparency.

 

ORGANIZATION/PLANNING

Robert is a motivated and conscientious employee who takes pride in his work. Robert would benefit, however, from organizing his time more efficiently. He occasionally fails to prioritize important pieces of work and instead spends a large amount of time on projects that are not in alignment with our departmental goals and make little impact on the growth of the business.

During this next review period, I would like to see him establish specific and relevant personal goals to help him focus and stay on track in the context of wider objectives within our organization.

 

COOPERATION

Taylor maintains a highly positive attitude at work and is quick to build strong relationships with others. She strives to help integrate new employees and is eager to delight both internal and external customers, making her an excellent culture fit for our organization. Taylor recently demonstrated her ability to work effectively cross-departmentally during a recent volunteer day event. She helped secure buy-in from our leadership team and worked with our HR department to coordinate logistics. The result was a fun and productive day for all involved.

While Taylor is a good independent worker, she thrives in a team environment where she can bounce ideas off of her coworkers. Oftentimes however, Taylor’s desire for open collaboration can pose a distraction for others. I recommend that Taylor starts to self-monitor the length of conversations that take place outside of break times and formal meetings in order to be respectful of her coworkers’ time.

 

Remember to follow these five top tips while writing: 

1. Include specific examples to support your observations. For example: “[Employee] worked on [project/task] and was responsible for [responsibility]. Employee displayed [good skill / trait] while delivering [results] during [time period].”

2. Provide guidance for career growth and professional development opportunities.

2. Make sure your default tone is a positive one.

3. Work with your employees to set SMART goals.

4. Always follow up. Schedule time on a regular cadence to discuss progress towards goals.

 

 

Like what you see? Subscribe to our blog!

We're sharing everything on our journey to happier employees.

We've learned a lot and so will you.

author avatar

This post was written by Sabrina Son

A Seattle native, Sabrina loves her morning (or anytime) coffee, spending her weekends on the mountains, and of course, the famous rain.

Connect with Sabrina