150 Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

Employee performance reviews require employers to conduct team members evaluation by evaluating the competencies of other team members. These competencies can range from core skills such as communication and quality of work, reliability and problem-solving, to more specific skills such as job knowledge or customer service. In this article you will find examples for the following performance review competencies and skills:

  • Teamwork
    The performance review assesses the ability to collaborate with others, share knowledge and workload effectively, treat team members with respect, and work well within a team environment.
  • Technical Skills
    The performance review evaluates the proficiency and application of relevant technical skills and abilities needed for the role.
  • Time Management
    The performance review assesses how well one is able to plan, estimate, and complete tasks within established deadlines and budgets while balancing multiple priorities. It looks at effective use of work hours and prioritization of activities.

Each section below contains positive (“Meets or Exceeds Expectations”) and negative (“Below Expectations”) examples for the skills listed above. If you are looking for more performance review examples and phrases for different skills, check our main article here: 2000+ Performance Review Phrases: The Complete List

Part 1

Meets or Exceeds Expectations

✓ He shows a high level of team spirit. He readily cooperates with his team members to get the job done.

✓ He is very good at encouraging other members to do the job according to their best efforts.

✓ He respects every team member.

✓ He appreciates new ideas from his team members very much.

✓ He is very active in asking for the opinion of his team members before making a decision.

✓ He can be relied on by his team members and expects the same from them.

✓ He manages his relationships with his coworkers, managers, and employees in a professional manner.

✓ He works well with others.

✓ He is the consummate team player.

✓ He contributes to the success of the team on a regular basis.

✓ His ability to work well with others has always been impressive. This year, he has really shined in this area. He is one of those team members you would love to have on your team.

✓ He is always one of the first to volunteer to help to get the job done whenever a large project comes in.

✓ He isn’t only concerned about himself and continually contributes to the success of those around him

✓ He always helps out to achieve the goals of the group.

✓ He is a team player and understands how to help others in times of need.

✓ His ability to work with and understand the dynamics of the many teams in the organization has been beneficial to the firm.

✓ He isn’t concerned about who gets the credit, just that the task gets accomplished.

✓ He has a great willingness to help his fellow teammates.

✓ He found a creative workaround that improved processes for the team. His innovative steps resulted in a 25% increase in productivity for the team as a whole.

✓ He is a good team member. He is very cooperative and helpful in times of need.

✓ His ability to coordinate the performances of each team member together is vital to team’s success,

✓ He doesn’t care who receives the credit. He only cares about how to get the job done excellently.

✓ He satisfies everybody because he often contributes positively to the success of others instead of himself.

✓ He knows very well how to keep a good relationship and communication with others to finish team work.

✓ He is often the first person who volunteers.

✓ He empowers himself as well as others around him.

✓ He makes new employees feel welcome.

✓ He recognizes potential in others, and seeks to help them reach that potential.

✓ He is quick to lend a hand to others in need of help.

✓ He shares expertise with others, to teach as well as achieve goals.

✓ He is excellent example of our company culture in action.

✓ He is enthusiastic about work and working with others.

✓ Handles pressure well.

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✓ He is sensitive and clear when delivering bad news.

✓ He finds the positive in situations where perspective is required.

✓ His enthusiasm for the work shines through and infects others around them.

✓ He is open to change.

✓ He creates good relationships with his colleagues, managers and staff in a professional environment.

✓ He focuses on the basics to bring success to the team.

✓ He completes his duties without concern who will take the credit.

✓ He does not care for only for himself.

✓ He always devotes himself wholeheartedly to the success of the team.

Below Expectations

✗ He doesn’t have a good relationship with his team members. He sometimes refuses to accept their opinion.

✗ He is a loner. He is not suitable for teamwork tasks.

✗ He doesn’t want to share his knowledge in relation to the job with others.

✗ He does not actively cooperate with others.

✗ He holds on to too much and does not delegate to his team effectively.

✗ He focuses only on getting his own work accomplished. He does not take the time to help members of his team who are struggling to keep up.

✗ He is not consistent in supporting his teammates.

✗ He was a good at team player when he was just a member of the team, but now that he is in a supervisory role, he has lost many of those teamwork skills.

✗ He relies on his own knowledge and abilities and fails to ask others for help and their expertise.

✗ He is a team player most of the time, but frequently we have problems with his follow through when other teammates need help.

✗ He is focused on himself and does not think about the needs of those around him.

✗ He seems more intent on accomplishing his own tasks rather than assisting others who might need help.

✗ He comes from a very individual focused work environment to a team focused one and has struggled to adjust.

✗ He focuses his team on accomplishing individual tasks and neglects to consider what could be accomplished if the team worked more cohesively together.

✗ He works with the team well when his own projects are coming due and he needs help, but once those are accomplished, he does not frequently help others on their projects.

✗ He does not understand how to share tasks with others.

✗ He is more suitable to an individual-focused environment than a group-work environment.

✗ He directed each member toward accomplishing their individual tasks. He didn’t focus on coordinating them toward one common goal.

✗ He does not monitor and follow up on her teams progress and as a result nothing is accomplished.

✗ He pays such strong attention to his own tasks that he does not consider the needs of his teammates.

✗ He often pays more attention on completing his tasks than support other teammates who might need his assistance.

✗ He does not assist his teammates as required.

✗ He holds on to too much and does not delegate to his team effectively.

✗ He focuses on getting his own work accomplished, but does not take the time to help those members of his team who are struggling to keep up.

✗ He works with the team well when his own projects are coming due and he needs help, but once those are accomplished, he does not frequently help others on their projects.

✗ Struggles when faced with activities which require a high amount of flexibility.

✗ He is resistant to change.

✗ He needs to show greater enthusiasm.

✗ He avoids delivering bad news when necessary or leaves the responsibility to others.

✗ Although his results are good, he could work on improving his general attitude or enthusiasm.

✗ He has a tendency to blame others for problems or poor results.

✗ He had good a good sense of teamwork when he was a member of the team but he lost it after becoming a supervisor.

✗ He only concerns himself with the achievement of each individual without considering what team will gain if they work together.

✗ He relies on his knowledge and skills to perform without asking colleagues for help and advice.

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✗ He meets difficulty when working with a team he is to performing as an individual.

✗ He does not know how to cooperate with his colleagues in his team to achieve targets.

✗ He complains that he does not receive any assistance from others.

Related: Cooperation Skills: Performance Review Examples (1 – 5)

Collaboration Skills: Performance Review Examples (1 – 5)

 2000+ Performance Review Phrases: The Complete List

Part 2
Technical Skills

Meets or Exceeds Expectations

✓ He is an excellent employee and he understands our systems and processes thoroughly.

✓ He is provided many complicated tasks but he performs them easily.

✓ He is always the first person thoroughly understand and take on the new technology well.

✓ He is always the first choice whenever we need a person to take on new technology.

✓ Everything seems to have big step in the world of technology. We always put our trust in him because he is expert in working with our previous generation systems.

✓ He knows the technical essence of his assignments thoroughly.

✓ He is good at solving complicated issues in his job.

✓ He has the ability to learn new technology quickly and successfully apply it into to enhance his performance.

✓ He has good knowledge of the technology and he knows how to apply it efficiently.

✓ He one of the most technical employees we have.

✓ He is able to grasp complex technical concepts. He explains them in easy to understand ways.

✓ We rely on him when we need to implement new technology.

✓ He is good at understanding the technical nature of his job.

✓ He is excellent at absorbing the complexities of his job.

✓ He deals with very complex topics and discussions. He is always able to bring a level of understanding the rest of us can follow.

✓ He is one of the first people we turn to whenever we have a very technical problem. His ability to grasp technology is an asset to our team.

✓ He is an accomplished technician who understands our systems and processes.

✓ He is one of the first to pick up and understand new technology as we implement it.

✓ He exhibits excellent proficiency in [relevant skill].

✓ He is able to grasp difficult technical concepts and explain them to others.

✓ He tackles the intricacies of the job with ease and flair.

✓ He rarely makes careless errors.

✓ He experiments with new means to improve his skills and results.

✓ He practices a great deal of care in his work.

✓ He has good instincts and knows when to follow them.

Below Expectations

✗ He is not good enough to be a technician.

✗ He has good knowledge of business, but he fails to properly communicate with other technical members of his team.

✗ He should attend more training sessions, He should study harder to improve his technical knowledge.

✗ His technical aptitude is not as good as it is displayed in his application.

✗ He sometimes seems to ignore technical concepts. He should apply more technical concepts to satisfy the requirements for his role.

✗ He is not aware how to adopt the latest technology. He needs excessive sessions of further training. He should be ready to face changes.

✗ He seems to find it hard when learning new technology.

✗ He is unable to get along with our technology even though our systems have been used for a long time and well documented.

✗ He should equip himself with more knowledge of technology for his job.

✗ He is not very adept at understanding new technology.

✗ He does not have the aptitude to understand the technical nuances they present even though our systems have been in place for many years and are well documented.

✗ His understanding of business is very good, however, his ability to communicate with the technical members of his team is holding him back.

✗ He needs to continue to improve his technical knowledge through training and self study.

✗ He needs to improve his technical understanding of his job.

✗ He is not a technician but some basic technical knowledge is required in his role. He needs to work on his technical knowledge.

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✗ He needs to work on being able to think outside of the box. He should think beyond the manuals, and troubleshoot technical issues which are not documented.

✗ He is not technical enough for his role.

✗ He surprised us by not being more technical in nature considering his background.

✗ He should learn the technical concepts required for his position. Technical concepts sometimes seem to pass him by.

✗ He needs to focus more on understanding the trends and changes in the fast changing world marketplace.

✗ He needs to work on adapting better to new systems or technologies.

✗ He is continually searching for ways to improve.

✗ His professional growth seems to have halted.

✗ He has grown a lot since hiring, but he still has great room for further growth.

Related: Professionalism: Performance Review Examples (1 – 5)

See also: 2000+ Performance Review Phrases: The Complete List

Part 3
Time Management

Meets or Exceeds Expectations

✓ He performs his tasks with heart and always accomplishes them in due time.

✓ He is always responsible for his colleagues’ performance and effectiveness.

✓ He is an excellent member of our team. He always makes high quality products in time.

✓ He has the ability to manage his time and his team’s time well.

✓ He knows how to arrange his schedule to complete both the big and small duties each week.

✓ He always performs his tasks effectively.

✓ He knows how to manage his schedule appropriately to complete his assignments.

✓ He can accomplish his assignments efficiently with the tools provided.

✓ He is able work under high pressure.

✓ He always learns about the nature of projects and duties carefully. He divides his time suitably to complete his assignments.

✓ He shows his ability to manage various tasks and accomplish them on time.

✓ He asks his team take responsibility for their performances and goals.

✓ He is an excellent team member. The products he achieved are always planned in advance and good quality.

✓ He has the ability to control his time and his staff’s time.

✓ He uses his time effectively to perform the big and small duties which must be done every week.

✓ He divides his time logically to achieve his goals.

✓ He knows how to uses the equipment efficiently to manage his time.

Below Expectations

✗ He is a good employee but if he knew how to manage his time more suitably he would be more effective.

✗ He thinks that the tools provided to him are not necessary and he does not use them.

✗ He does not know how to use his time appropriately to complete his assignments.

✗ He does not know how to manage his time and he cannot satisfy deadlines of projects again and again.

✗ He should learn how to manage his time in a more effective way.

✗ He should make a work plan for each week. He spends too much time performing his assignments without a proper plan.

✗ He spends too much time on things such as email and Internet.

✗ He does not have the ability to work under pressure.

✗ He is trained how to use his time efficiently but he is still unable to manage it.

✗ He cannot complete his tasks because he manages his time ineffectively.

✗ He usually needs too much time than it takes to complete his duties.

✗ He takes too much time to perform his tasks. We advise him to make concrete plan for every week.

Part 4

Learn more:

How to Give Performance Feedback? Techniques and Examples (Positive, Negative, STAR Feedback)
How to Identify and Handle Employee Underperformance?
(5 Steps) Effective Performance Management: How to Coach Employees?

See also: 142 Employee Performance Evaluation Examples (Initiative, Flexibility, Proactiveness)


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