Last Updated on August 19, 2026 by Status.net Editorial Team

Table of Contents

• Performance Review Questions: Collaboration Part 1
• 5 – Outstanding Part 2
• 4 – Exceeds Expectations Part 3
• 3 – Meets Expectations Part 4
• 2 – Needs Improvement Part 5
• 1 – Unacceptable Part 6
• How to Write Meaningful Collaboration Feedback That Sticks Part 7
• Self-Evaluation Phrases for Collaboration Skills Part 8
• Peer and 360-Degree Feedback Examples for Collaboration Part 9
• Cross-Team and Cross-Department Collaboration Feedback Part 10
• Evaluating Collaboration in Leaders and Managers Part 11
• Setting Collaboration Goals for Continued Growth Part 12
• Measuring Collaboration Effectiveness over Time Part 13

In a performance review, an employee’s collaboration skills should be assessed according to a specific set of criteria. These criteria may vary depending on the organization or job role, but they generally include the employee’s ability to work effectively with team members, contribute to group discussions, and support the achievement of team goals.

Part 1Performance Review Questions: Collaboration

1. Does the employee actively seek out opportunities to collaborate with others?
2. How well does the employee communicate and share information with team members?
3. Does the employee actively listen to and value the opinions of others?
4. How well does the employee work with others to solve problems and achieve goals?
5. Does the employee contribute positively to team dynamics and morale?

Based on your assessment of these questions, you can assign a rating that reflects the employee’s level of collaboration skills. For example, if the employee consistently demonstrates strong collaboration skills and actively contributes to team success, you may assign a rating of “exceeds expectations.” If the employee meets expectations but could improve in certain areas, you may assign a rating of “meets expectations.” If the employee consistently struggles with collaboration and negatively impacts team dynamics, you may assign a rating of “needs improvement.” It’s important to provide specific feedback and examples to support your rating and help the employee understand areas for growth and development.

A well-rounded review also looks past the five core questions above. Consider adding a few situational questions that surface how collaboration shows up in daily work, especially if the employee’s role spans multiple teams or works with external partners:

• Does the employee assist other departments or teams when workloads shift or deadlines tighten?
• How does the employee handle disagreement during a group discussion?
• Does the employee follow through on commitments made to teammates during a project?
• How has this employee partnered with colleagues on shared projects this year?
• Does the employee adapt their collaboration style for remote, hybrid, or in-person settings?

If you manage remote or hybrid teams, pay attention to how collaboration translates into digital channels. An employee who collaborates well in person can still struggle with asynchronous communication, so it helps to ask specifically about response times, clarity in written updates, and participation in virtual meetings.

Performance Review Phrases and Paragraphs Examples for Collaboration

Part 25 – Outstanding

Example Phrases

• Frequently takes on additional responsibilities to support team goals
• Always willing to share knowledge, expertise, and resources with colleagues
• Exhibits exceptional teamwork skills and fosters a collaborative environment
• Proactively identifies opportunities for collaboration and brings team members together
• Consistently seeks and provides constructive feedback to improve team performance
• Demonstrates exceptional ability to work collaboratively with team members towards shared goals
• Proactively seeks out opportunities for collaboration with colleagues and partners
• Effectively communicates ideas and listens to others, encouraging open and constructive debate
• Creates outstanding collaborative relationships across departments
• Shows remarkable ability to unite team members
• Demonstrates exceptional skill in fostering teamwork
• Successfully leads collaborative initiatives
• Shows extraordinary ability to build consensus
• Creates powerful synergies through partnership
• Demonstrates remarkable collaborative leadership
• Maintains exemplary relationships with all stakeholders
• Sets the standard for collaborative excellence
• Creates breakthrough results through team efforts

Paragraph Example 1

“Jane consistently displays outstanding collaboration skills in her role as project manager. She actively seeks out opportunities for collaboration with both colleagues and stakeholders, ensuring that everyone is engaged in the decision-making process. Jane’s exceptional communication abilities and willingness to listen to others have fostered an environment of open and constructive debate, enabling her team to reach innovative solutions more efficiently.”

Paragraph Example 2

“Sarah is an exceptional team player who consistently exhibits outstanding collaboration skills. She is always proactive in sharing her knowledge, expertise, and resources with her colleagues to ensure the success of the team. Sarah frequently takes on additional responsibilities, demonstrating her commitment to achieving team goals. She is highly effective in identifying opportunities for collaboration and brings team members together to achieve common objectives. Sarah actively seeks and provides constructive feedback to her peers, showcasing her dedication to continuous improvement and strengthened team performance. Her exceptional teamwork skills have significantly contributed to the success of the team and our projects.”

When an Outstanding Rating Is Justified

Reserve this rating for employees whose collaborative behavior visibly lifts the performance of the whole team, extending well past their own personal output. Before you assign it, make sure you can point to at least one concrete example, such as a cross-team project they pulled together or a process they improved by bringing the right people into the room. Outstanding collaborators often make natural mentors, so this rating is a good moment to talk about stretch opportunities like leading a new initiative or coaching a newer teammate.

Part 34 – Exceeds Expectations

Example Phrases

• Works well with team members and actively contributes to group discussions
• Adapts to different working styles and encourages others to share their perspectives
• Offers constructive feedback and accepts criticism gracefully
• Demonstrates a strong ability to collaborate with all team members and actively contributes ideas and solutions
• Frequently engages with colleagues to share knowledge and help foster teamwork
• Consistently goes above and beyond to ensure the team achieves common goals
• Regularly seeks out opportunities to collaborate with cross-functional teams
• Takes the time to understand and consider the perspectives of others before making decisions
• Shows strong ability to build team relationships
• Creates effective collaborative partnerships
• Demonstrates reliable teamwork skills
• Successfully promotes group harmony
• Shows consistent ability to work with others
• Creates positive team dynamics
• Demonstrates strong collaborative spirit
• Maintains productive working relationships
• Shows excellent cooperative abilities
• Regularly facilitates team success

Paragraph Example 1

“In his role as a software engineer, John has exceeded expectations when it comes to collaboration skills. He actively contributes to group discussions and has proven to be adaptable in working with team members who have different working styles. John is skilled at providing constructive feedback to his peers and demonstrates a willingness to accept criticism in a positive and professional manner.”

Paragraph Example 2

“Samantha consistently exceeds expectations in terms of collaboration skills. She actively participates in team discussions and shows a strong ability to both listen and contribute her own ideas. Samantha frequently shares her knowledge with colleagues, building stronger teamwork and camaraderie within the group. Moreover, she consistently goes the extra mile to ensure that the team reaches its objectives.

Samantha’s ability to work with cross-functional teams has been a significant asset to the company. She willingly takes the initiative to drive projects forward and always seeks out opportunities to collaborate, resulting in higher efficiency and common goal achievement. Furthermore, she is conscious of considering the perspectives of others before making crucial decisions, demonstrating a strong commitment to fair and collaborative decision-making.

In conclusion, Samantha has proven to be an asset to the team and the organization through her outstanding collaboration skills. Her dedication, willingness to help, and ability to work with others make her a valuable team member deserving of a rating that reflects her going above and beyond expectations.”

When an Exceeds Expectations Rating Fits

This rating fits employees who collaborate well as a matter of habit, even though their impact does not yet reach the organization-wide scale of an outstanding rating. Look for consistency across multiple projects spanning the review period, since a single strong moment alone provides limited evidence. When you deliver this feedback, name the specific behaviors that stood out, since employees at this level often want a clear picture of what separates “exceeds” from “outstanding” so they know what to aim for next.

Part 43 – Meets Expectations

Example Phrases

• Consistently demonstrates effective collaboration skills with team members
• Engages positively in discussions, providing valuable input and supporting team decisions
• Overcomes challenges with team members by finding common ground and working together to solve problems
• Shares information, resources, and knowledge with team members
• Consistently cooperative and contributes to group tasks
• Communicates effectively with colleagues and shares relevant information
• Demonstrates an understanding of team goals and takes responsibility for own contributions
• Shows adequate ability to work with team members
• Creates satisfactory working relationships
• Demonstrates acceptable level of cooperation
• Successfully participates in team projects
• Shows reasonable ability to support others
• Maintains appropriate collaborative attitude
• Demonstrates sufficient team involvement
• Maintains cordial relationships with colleagues
• Shows suitable cooperative behavior
• Contributes appropriately to team efforts

Paragraph Example 1

“Jane is a team player who consistently meets expectations when it comes to collaboration skills. She engages in team discussions and is always willing to share her ideas and opinions with her fellow colleagues. Jane is reliable and dependable, ensuring that her part of the project gets done on time. Through her ability to find common ground, she can work through conflicts with team members professionally and effectively. Overall, Jane exhibits a solid understanding of teamwork and is a valuable asset to the company.”

Paragraph Example 2

“As a marketing specialist, Emily meets expectations in terms of collaboration skills. She is consistently cooperative in working with her colleagues on group tasks and shares relevant information in a timely manner. Emily’s understanding of team goals and her ability to take responsibility for her own contributions have played a key role in the success of the marketing team.”

Helping Employees Move From Meets to Exceeds Expectations

A rating of meets expectations is a solid, respectable outcome that reflects reliable, steady contribution. Employees here show up, contribute, and support their teams reliably. To help them grow, point to one or two specific behaviors that would elevate their collaboration, such as speaking up earlier in group discussions or volunteering for cross-functional work. Framing the conversation around opportunity keeps employees at this level motivated to keep growing.

Part 52 – Needs Improvement

Example Phrases

• Struggles to work effectively with team members and is resistant to compromise
• Does not consistently share information or ideas with colleagues
• Needs to improve active listening skills and be more receptive to feedback
• Struggles to actively listen to team members, often interrupting or dismissing their ideas
• Demonstrates a reluctance to share knowledge or resources with colleagues
• Tends to avoid working in teams, preferring to handle tasks independently
• Lacks flexibility when adapting to changes or new perspectives in group projects
• Has difficulty providing or receiving constructive feedback from team members
• Shows limited ability to work with others
• Creates poor collaborative relationships
• Demonstrates inadequate teamwork skills
• Contributes minimally to group efforts
• Shows weak ability to support colleagues
• Maintains inconsistent collaborative attitude
• Demonstrates reluctance to engage with team
• Maintains strained relationships with coworkers
• Shows poor cooperative behavior
• Resists participating in team initiatives

Paragraph Example 1

“Steve has demonstrated that he needs improvement in his collaboration skills. He often struggles to work effectively with his team members, and his resistance to compromise has led to conflicts on several occasions. Steve also needs to improve his active listening skills and become more receptive to feedback from his colleagues.”

Paragraph Example 2

“John is a dedicated employee, but he needs to improve his collaboration skills to become a more effective team player. He often interrupts his teammates during discussions and is reluctant to share valuable resources and information with them. Additionally, John seems to prefer working independently, which can create challenges in a team environment. He has also shown resistance in adapting to changes or new perspectives in group projects, and he tends to avoid providing or receiving constructive feedback from his colleagues. In order to achieve better results and contribute more positively to the team, John will need to focus on developing his collaboration skills.”

Building a Path to Improvement

When collaboration needs improvement, the most useful feedback names specific incidents and ties them to impact. Describing the employee’s general attitude alone leaves too much room for misinterpretation. For example, referencing a specific meeting where feedback was dismissed gives the employee something concrete to work with. Pair this rating with a short development plan that includes one or two measurable behaviors to work on before the next check-in, and schedule a follow-up conversation sooner than your standard review cycle so progress does not go unnoticed.

Part 61 – Unacceptable

Example Phrases

• Displays clear unwillingness to work with others and disregards team goals
• Demonstrates poor communication skills, inhibiting effective collaboration
• Ignores feedback and consistently fails to contribute to group tasks
• Does not listen to peers or show reciprocation during collaborative activities
• Refuses to engage in teamwork, causing roadblocks in group projects
• Disregards input from other team members, exhibiting a lack of respect
• Hinders the team’s progress with constant negative attitude and uncooperative behavior
• Shows complete inability to work with others
• Creates hostile working relationships
• Demonstrates destructive behavior in team settings
• Actively undermines team efforts
• Shows no ability to support colleagues
• Maintains antagonistic attitude toward collaboration
• Demonstrates complete disregard for team goals
• Creates significant barriers to team success
• Shows actively uncooperative behavior
• Deliberately sabotages collaborative efforts

Paragraph Example 1

“Sara’s collaboration skills in her role as an account executive are unacceptable. She displays a clear unwillingness to work with her colleagues, often disregarding team goals and undermining the effectiveness of group tasks. Her poor communication skills make it difficult for her to collaborate with others, and she consistently ignores feedback from her peers. This behavior needs to be addressed as it hinders the team’s overall performance and success.”

Paragraph Example 2

“In the past year, John has consistently demonstrated an unacceptable level of collaboration skills. He often disregards the input of his peers and does not listen or engage in team discussions. This uncooperative behavior has led to several roadblocks in group projects and has hindered the team’s progress. Furthermore, John exhibits a lack of respect for his teammates, which has had a negative impact on the team dynamics. It is crucial for John to improve his collaboration skills and show a willingness to work alongside his colleagues, in order to foster a more productive and cohesive work environment.”

Addressing Unacceptable Collaboration Behavior

An unacceptable rating signals that collaboration problems are actively harming the team, and it deserves a direct, timely conversation delivered as soon as the pattern becomes clear, so the feedback never arrives as a surprise buried in an annual review. Document specific incidents as they happen throughout the year so the review reflects a consistent, well-supported pattern built from multiple examples. Pair the rating with a clear, time-bound expectation for change, and check in frequently enough that the employee understands the seriousness of the situation and has real support to turn things around.

Part 7How to Write Meaningful Collaboration Feedback That Sticks

Collaboration is one of the hardest skills to rate fairly because it shows up in ongoing behavior more than in any single deliverable. The most useful collaboration feedback ties a specific behavior to a specific outcome, so the employee understands exactly what to keep doing or change.

• Anchor every phrase to a real example, such as a project, meeting, or client interaction. Specific evidence helps the employee understand exactly what to repeat or adjust.
• Balance recognition with growth areas, even in a strong review, so the feedback feels complete and well-rounded.
• Use consistent language across reviewers when possible, especially in team-wide or 360-degree reviews, so ratings can be compared fairly.
• Note the business impact of the collaboration, such as faster delivery, fewer errors, or stronger client relationships.
• Ask the employee for their own perspective before finalizing the rating, since some collaboration happens outside the manager’s direct view.

You may also see collaboration described using related terms such as teamwork, cooperation, partnership, or coordination. These words often overlap in a review, though collaboration typically emphasizes shared ownership of an outcome, while cooperation can describe a more limited, one-time favor.

Common Mistakes to Avoid When Evaluating Collaboration

• Confusing likability with collaboration skill. A friendly, easygoing personality does not automatically mean someone collaborates effectively, and a more reserved employee can be an excellent collaborator in their own way.
• Relying on a single recent incident. One tense meeting should not define a full review period; look for patterns that hold up across multiple months.
• Overlooking collaboration that happens outside your direct view, such as cross-team chat threads, shared documents, or informal mentoring.
• Using vague language like “works well with others” without a supporting example, which leaves the employee guessing what to repeat or change.
• Scoring remote employees lower simply because their collaboration is less visible. Focus on the quality of their asynchronous contributions, such as documentation and written updates.

Turning Feedback Into a Two-Way Conversation

The best collaboration reviews go in both directions. Before or during the conversation, ask the employee a version of “What feedback do you have for me based on our collaboration together?” This single question often surfaces blind spots, such as unclear priorities or delayed responses on your end, that are shaping how the employee collaborates with the rest of the team. Treat the answer as useful data that can help you both collaborate better, and follow up on anything you can realistically change.

Part 8Self-Evaluation Phrases for Collaboration Skills

Self-assessments ask employees to reflect honestly on how well they worked with others, which can feel harder to write than it sounds. Framing collaboration in first person, with specific examples, produces a stronger self-review than a list of generic compliments.

• “I made an effort to bring less vocal teammates into discussions by asking directly for their input.”
• “I shared project updates proactively so teammates were not left waiting on information from me.”
• “I asked for feedback on my collaboration style at least once this review period and used it to adjust how I communicate.”
• “I volunteered to support a colleague on a project when their workload increased.”
• “I could do a better job following up after meetings to confirm next steps with the team.”
• “I partnered with another team on a shared initiative and contributed a measurable outcome.”
• “I recognize that I sometimes default to solving problems on my own before looping in the team, and I want to involve others earlier next time.”
• “I responded to teammates’ questions and requests within a day in most cases, even during busy weeks.”
• “I took the initiative to resolve a disagreement with a colleague by scheduling a direct conversation rather than letting it linger.”
• “I contributed to a positive team culture by celebrating colleagues’ wins and offering help without being asked.”

When writing a self-evaluation, pair one or two areas of strength with one honest area for growth. Reviewers tend to trust self-assessments more when they include a specific, credible growth area alongside the praise.

Learn more: How to Write a Perfect Self-Evaluation: The Complete Guide

 

Part 9Peer and 360-Degree Feedback Examples for Collaboration

Peer feedback carries a different weight than a manager’s review, since it comes from someone who works alongside the employee day to day. Peer comments tend to focus on specific interactions, such as how a colleague responded during a tight deadline or how they handled a disagreement. These specifics often reveal patterns a manager’s broader view of performance might miss.

Sample Peer Feedback Phrases

• “Always makes time to help when I am stuck, even when their own workload is heavy.”
• “Follows through on commitments made during team discussions without needing reminders.”
• “Shares credit generously and makes sure contributions from the whole team are recognized.”
• “Communicates clearly when priorities shift, so the rest of the team can adjust without confusion.”
• “Could be more proactive about looping in other teams earlier in a project, before decisions are already made.”
• “Brings a calm, solution-focused approach when disagreements come up in group settings.”
• “Has partnered with me on multiple projects this year and consistently delivers on their part of the work.”

Answering Common Peer Review Prompts

Many peer review forms ask open-ended questions rather than requesting a numeric rating. A few of the most common prompts, and how to approach them, include:

• How has this colleague partnered with you this year? Name one or two specific projects or moments, and describe what the collaboration actually looked like, such as who took the lead on what.
• How well did the team collaborate on tasks and projects? Speak to communication, follow-through, and how conflicts or bottlenecks were handled, in addition to the outcome itself.
• What feedback do you have for me based on our collaboration together? Offer one specific strength and one specific, actionable suggestion, and frame both around observable behavior.

Part 10Cross-Team and Cross-Department Collaboration Feedback

Collaboration that crosses team or department lines is often harder to observe directly, since a manager only sees part of the interaction. It deserves its own attention in a review, especially for employees whose role depends on aligning multiple stakeholders.

• Builds collaboration among departments by proactively sharing timelines and flagging dependencies early
• Bridges communication gaps between technical and non-technical teams
• Represents the team well in cross-functional meetings and follows through on commitments made there
• Seeks input from other departments before finalizing decisions that affect their work
• Builds trust with external partners and stakeholders through consistent, transparent communication
• Coordinates effectively with other teams despite competing priorities or deadlines
• Rarely engages with teams outside their immediate group, limiting broader collaboration
• Struggles to align priorities when working across departments with different goals

When reviewing cross-team collaboration, it helps to ask the other teams involved for a quick input, since their perspective often reveals reliability and communication patterns a direct manager never sees firsthand.

Part 11Evaluating Collaboration in Leaders and Managers

Collaboration looks different for people managers and team leads. Their collaborative impact often shows up in how well they connect people, develop talent, and build alignment across a group, extending well beyond their own individual contributions.

• Builds coalitions across departments to advance shared priorities
• Creates an environment where team members feel comfortable raising concerns or disagreeing
• Delegates effectively, giving team members real ownership over their work
• Coaches direct reports on their own collaboration and communication skills
• Resolves conflicts between team members fairly and promptly
• Actively removes obstacles that prevent the team from collaborating effectively with other groups
• Struggles to build trust across teams, limiting the group’s influence with other departments
• Tends to make decisions without consulting the people affected by them

If you are reviewing your own performance as a team lead, reflect honestly on how much ownership you delegate versus retain, and whether team members come to you with problems or work through them collaboratively on their own. A manager who solves every problem personally makes it harder for the team to build its own collaborative habits.

Part 12Setting Collaboration Goals for Continued Growth

A rating means little without a next step. Good collaboration goals are specific enough to measure, whether the employee is building on strength or working through a performance improvement plan.

For employees who are already strong collaborators:

• Lead a cross-functional project involving at least two other departments this quarter
• Mentor one newer team member on collaborative practices, such as running effective meetings
• Represent the team in a recurring stakeholder meeting for the next review cycle

For employees working to improve collaboration:

• Respond to teammate messages within one business day, barring documented exceptions
• Ask at least one clarifying question in every team meeting before offering a counterpoint
• Share a written project update with the team at each milestone rather than only at the end
• Schedule a monthly check-in with a manager to discuss collaboration progress and specific incidents

Whatever the goal, tie it to a timeframe and a way to check progress, such as a follow-up conversation in 30 or 60 days. Open-ended goals like “be more collaborative” rarely change behavior on their own.

Part 13Measuring Collaboration Effectiveness over Time

Beyond the written review, a handful of practical signals can help you track whether collaboration is genuinely improving from one review cycle to the next.

• Peer nominations or shout-outs received in team recognition programs
• Participation in cross-functional projects or committees over the course of the year
• Response times and engagement in shared communication channels
• Consistency between self-ratings, peer feedback, and manager observations
• Feedback trends across multiple review cycles rather than a single data point
• Willingness to volunteer for group initiatives without being asked

None of these signals should replace direct observation and specific examples. Together, they help confirm whether a collaboration rating reflects a lasting pattern across the review period.

Frequently Asked Questions

What is the difference between teamwork and collaboration in a performance review?

Teamwork often describes how well someone functions as part of an existing group, while collaboration tends to describe the active effort of bringing people, ideas, or teams together to reach a shared outcome. In practice, most reviews use the terms interchangeably, so it works well to focus feedback on specific, observable behaviors instead.

How do you assess someone’s collaboration skills?

Look at how consistently they communicate with teammates, how they handle disagreement, whether they share credit and information, and how reliably they follow through on commitments made to others. Gathering a quick perspective from a peer or another team they work with often reveals patterns a manager cannot see directly.

How do you write a self-evaluation for collaboration skills?

Pair one or two specific examples of successful collaboration with one honest area for growth. Naming a real project, a specific colleague interaction, or a concrete outcome makes a self-evaluation far more credible than general statements like “I am a team player.”

What should you include in peer feedback about collaboration?

Focus on a specific interaction or project rather than a general impression. Mention how the person communicated, whether they followed through, and how they handled any friction that came up. A specific example, even a short one, is more useful than a broad compliment.

What are good collaboration goals for a performance improvement plan?

Effective goals are specific and measurable, such as responding to teammate messages within a set timeframe, asking clarifying questions before pushing back in meetings, or sharing project updates at defined milestones. Pair each goal with a follow-up conversation within 30 to 60 days so progress gets tracked.

How do you give constructive feedback on collaboration without discouraging the employee?

Anchor the feedback in a specific behavior and its impact, rather than a character judgment, and pair the growth area with a realistic next step. Framing the conversation around what to try next tends to land better than dwelling on what went wrong.

How do you evaluate cross-team or cross-department collaboration?

Since a direct manager only observes part of the interaction, it helps to ask the other teams involved for a brief perspective on communication, reliability, and follow-through. Look for evidence of proactive coordination, such as flagging dependencies early, rather than waiting for problems to force a conversation.

What does it mean to exhibit a culture of collaboration on a daily basis?

It generally means the behaviors show up consistently rather than only during major projects. Small, repeated actions, such as sharing information proactively, checking in with teammates, and offering help without being asked, add up to a pattern reviewers can point to with confidence.

How has this colleague partnered with you this year?

A strong answer names a specific project or moment and describes what the collaboration looked like in practice, including who took the lead on which parts and how communication worked throughout.

How do you rate collaboration when most of the work happens remotely?

Shift the focus to written communication clarity, response times, participation in virtual meetings, and follow-through on asynchronous commitments. Strong remote collaborators often show their skills through documentation and proactive updates rather than through in-person visibility.