100+ Performance Evaluation Comments for Attitude, Training Ability, Critical Thinking

Last Updated on August 22, 2026 by Status.net Editorial Team

Performance evaluation comments are a way to provide feedback to employees about their work performance. Evaluation comments can include suggestions for improvement, observations about how the employee performed in specific tasks, or congratulations on a job well done.

In this article you will find performance review examples for the following skills:

• Training Skills
  The performance review evaluates how well one learns new skills and information through training programs, and applies that new knowledge in the job.
• Attitude
  The performance review evaluates one’s attitude, work ethic, motivation, and engagement. It looks at aspects like enthusiasm, positivity, adaptability, and receptiveness to feedback.
• Critical Thinking
  The performance review evaluates the ability to analyze issues objectively, troubleshoot problems logically, challenge assumptions constructively, and evaluate options rationally.

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 (click to open 2000+ Performance Review Phrases: The Complete List)

Training Skills

Meets or Exceeds Expectations

✓ We are impressed with his willingness to give instructions.

✓ He is willing to help his staff find suitable training sessions.

✓ He does not mind taking part in on the job training. He is a valued team member with his enthusiasm.

✓ He encourages all the team members to join in the necessary training sessions.

✓ He is responsible and makes sure that all members take part in the requisite training sessions.

✓ He is able to learn concepts quickly and adopt them into his performance.

✓ He enthusiastically helps his fellow trainees learn complicated lessons in the training sessions by his “can-do” attitude.

✓ He always finds opportunities to take part in specialized training sessions.

Below Expectations

✗ He does not exchange class concepts to with colleagues though she still joins the training sessions.

✗ He does not require his staff to take part in the training sessions.

✗ He appears to think that the training sessions are not important so he does not concentrate on them.

✗ He should not joke in the training classes. He should concentrate on the content of training lessons.

✗ He should take part in more training opportunities and concentrate on them.

✗ He should prepare before coming to training sessions, This will help him understand all knowledge that trainers are imparting.

✗ He does not know how to apply the knowledge learned in training sessions into his performance.

✗ He declares that training sessions are not necessary despite the many new challenges he and his team are facing.

Related: Training Ability: Performance Review Examples (1 – 5)

Related: 2000+ Performance Review Phrases: The Complete List

Attitude

Meets or Exceeds Expectations

✓ He builds an atmosphere of trust within his team.

✓ His attitude is an asset to his management skills. He continually builds people up. He deals with difficult situations with incredible posture, and focuses on the positives.

✓ He refuses to be downhearted under incredible pressure. He stands firm and the situation does not affect his attitude. He has a unique mind-set that is highly appreciated.

✓ His attitude is always spot on.

✓ His cheerful attitude makes others feel good when he’s around.

✓ He accentuates the positives in most situations.

✓ He maintains a steady, positive attitude that helps. His employees feel everything is ok, even when it seemingly isn’t.

✓ He always has a positive attitude. He frequently has a smile on his face and you can tell he enjoys his job.

✓ He is cheerful person and people feel delighted to be around him. We are fortunate to have him on our team.

✓ He has an even demeanor through good times and bad, which helps others keep their “enthusiasm”, both positive and negative, in check.

✓ He has a soothing and calm personality. His attitude is one which should be emulated.

✓ He brings a level of enthusiasm to his job that few can. He is always one member of the team we go to when we need a lift.

✓ He is adept at maneuvering around any obstacles that are thrown at him. He finishes his work on time and with accuracy.

✓ He always smiles when he goes to work. He does not mind showing off his positive attitude to the team.

✓ He has never complained about his job or his colleagues.

✓ He always provides assistance when necessary, even beyond his normal fixed duty hours or at weekends.

✓ He begins each day revitalized and ready for any challenges he may face.

✓ He encourages his colleagues at work. He easily builds an atmosphere of trust within his team.

✓ His attitude is a valuable facet of his management skills. He continuously strengthens the connections between among his subordinates. He resolves difficult situations in an amazing manner.

✓ He is firm, determined and confident. His attitude to work is not diminished in any situation. His strong-mindedness is very much appreciated.

✓ He can deal with internal pressure excellently. He maintains the right attitude towards external relationships.

✓ Bill is such as cheerful person that everyone feels good with him around.

✓ He usually focuses his attention on the positives when dealing with problems.

✓ He has a positive attitude and he is willing to share his thoughts about relevant matters.

✓ He congratulates staff on jobs well done. He maintains a good and comfortable environment for his team.

✓ His positive attitude in his management role is his most important and effective skill. He is cooperative with others and tries to connect everybody together. He maintains an incredible posture and focuses on the positives when solving problems.

✓ He is always enthusiastic and helps motivate other team members.

✓ He is very level-headed and handles stressful situations with ease.

✓ He is quick to congratulate coworkers and builds trust within his team.

Below Expectations

✗ His choice of language can be inappropriate. His level of voice is also inappropriate at times.

✗ He has a tendency to trigger problems between his coworkers.

✗ He excessively tries to talk about non-work related topics. He should keep his conversations work related.

✗ He has a tendency to be irked over minor things. His volatile nature makes his coworkers uneasy.

✗ He should concentrate more on the positive sides of his duties and his team.

✗ He has a tendency to be disruptive after difficult decisions have been announced.

✗ He fails to maintain his normally positive attitude in stressful situations and often resorts to inappropriate tone and language.

✗ His talents are very valuable to the company; nevertheless, his attitude to work is somewhat lacking.

✗ His demeanor can be unapproachable and this negatively impacts the morale of his team.

✗ He needs to control his temper and attitude, he needs to learn not to react too strongly towards negative situations.

✗ He can be the cause of conflicts between his coworkers.

✗ He has an overly sensitive and pessimistic personality. He is easily upset by problems or difficult situations. He should try to think more positively, focus on the good and avoid being overly concerned with his perceived negatives.

✗ He often has troubles with his coworkers when they work together. He is easily angered and argumentative with his colleagues.

✗ His argumentative attitude in conversations his colleagues can make them angry. He is clearly aware of this but he has made no attempt to change his demeanor when talking about non-work related topics. It is highly recommended that he improves his attitude.

✗ He is somewhat pessimistic and his moods affect other employees.

✗ He is careless and unmotivated, which ultimately slows the team down.

✗ He does not handle stressful situations well.

✗ He complains about coworkers too often. His complaints build resentment within his team.

✗ He is not approachable and is tough to work with.

✗ He continually talks negatively about projects or tasks assigned to him.

✗ He always has a negative attitude towards his work.

✗ His attitude is poor in general impacts his work.

✗ He talks negatively about other team members.

✗ He needs to focus on the positive aspects of his job and his team.

✗ He is constantly disrespects his manager.

✗ He often isolates himself and does not take constructive criticism well.

Click to open 2000+ Performance Review Phrases: The Complete List

Critical Thinking

Meets or Exceeds Expectations

✓ He uses sharp ideas and critical thinking ability to solve issues quickly.

✓ He decides the most appropriate solution to an issue by considering the pros and cons of it very cautiously.

✓ He responds to any issue very quickly. He always finds solutions for problems on time.

✓ He has strong reasoning and critical-thinking skills that help him handle problems well.

✓ He is careful and always thoroughly considers everything before he submitting any idea.

✓ He always thinks twice before he meets any problem. He rarely faces difficulty when he is faced with extreme situations.

✓ He uses an arsenal of creative strategies to proactively solve a wide range of problems.

✓ He consistently generates outstanding solutions to the most demanding problems.

✓ He focuses on solutions to problems not the symptoms.

✓ He has powerful analytical skills that he applies to every stage of the problem-solving process.

✓ He establishes workable, prioritized, and highly effective problem-solving plans for each problem.

✓ He varies his problem-solving style to meet the nature and demands of the problem itself.

✓ He approaches all problems with confidence and the expectation that he will generate solid and innovative solutions.

✓ He actively seeks out problems that require the most creative thinking.

✓ He quickly analyzes the pros and cons of any solution before deciding what is the most effective way to resolve a problem.

✓ He can find timely solution to any problem quickly and effectively.

Below Expectations

✗ He never considers potential changes in circumstances when making decisions.

✗ He rarely thoroughly thinks decisions through.

✗ He does not have the ability to implement a reasonable solution to an issue.

✗ His suggestions are never unique.

✗ He has a tendency to make decision without thinking through its potential consequences.

✗ He makes decisions hastily without thinking.

✗ He never considers the possible consequences of his decisions.

✗ He never thinks twice before making any decision.

✗ He often does not consider the situations that may occur while during performing his duties.

✗ His decision making process is too hurried.

✗ He employs problem-solving techniques that end up generating even more problems.

✗ He creates more problems than he solves.

✗ He overlooks or underestimates problems until they become major issues.

✗ He analyzes minor issues and lets larger problems fester and grow

✗ He decides on the solution before properly analyzing it.

✗ He comes up with solutions that are incorrect, insufficient, and invalid.

✗ He doesn’t analyze the situation and the potential affect of his solutions carefully before making a final decision.

✗ He is unable to find the most effective solutions for problems because his ideas are always mediocre.

Related: Critical Thinking: Performance Review Examples (1 – 5)

Performance Review Phrases for Learning Ability and Ability to Learn

Learning ability describes how quickly and effectively someone absorbs new information, tools, or procedures. It differs from critical thinking in that it focuses on the speed and retention of new learning rather than how someone reasons through a problem. It is one of the more predictive traits on a review, since employees who learn quickly tend to adapt well as roles and systems change.

Comments Recognizing Strong Learning Ability in Employees

• “Picked up the new inventory system within a single training session and was helping coworkers troubleshoot it by the following week.”
• “Retains instructions well and rarely needs to be shown a process more than once.”
• “Actively seeks out additional resources to deepen understanding beyond what was covered in formal training.”
• “Applies newly learned skills to related tasks without needing to be told the connection exists.”
• “Shows a strong ability to transfer knowledge from one project to a completely different context.”

Comments for Employees Who Struggle to Absorb New Training

• “Needs repeated demonstrations before a new process becomes second nature; would benefit from written step-by-step references.”
• “Tends to revert to old habits under pressure, even after training on the updated procedure.”
• “Progress has been slower than expected on the new software rollout; recommend pairing with a mentor for hands-on practice.”
• “Understands concepts when explained one-on-one but has difficulty applying them independently afterward.”
• “Would benefit from breaking new material into smaller segments rather than covering an entire process in a single session.”

Evaluation Comments for OJT, Internship, and Student Trainee Programs

Evaluating an on-the-job trainee (OJT) or intern calls for a different tone than reviewing a full-time employee. Most trainees are still building basic workplace habits, so the comments you write should balance encouragement with honest, specific direction. A good OJT evaluation gives the school or training coordinator a clear picture of the student’s readiness, and it gives the trainee something they can actually use to improve.

Immediate supervisors are usually the ones filling out these forms, often for accounting offices, hotels, restaurants, clinics, schools, and transport companies. The comments below can be adapted to any of those settings.

Positive Comments for OJT Students and Interns Who Excel

• “[Name] adapted quickly to our office procedures and needed very little supervision by the second week of the placement.”
• “Shows genuine enthusiasm for learning and consistently asks thoughtful questions about how tasks connect to the bigger picture.”
• “Completed every assigned task on time and asked for additional work once the initial workload was finished.”
• “Built strong working relationships with staff and customers despite being new to the environment.”
• “Takes correction well and applies feedback immediately, without needing to be reminded twice.”
• “Demonstrated reliability and punctuality throughout the training period, arriving prepared each day.”
• “Handled a demanding shift with composure and asked for guidance only when genuinely needed.”
• “Showed initiative by identifying a small process improvement in the filing system during the third week.”

These comments work well as a foundation, but the details matter most. Naming a specific task, date, or outcome turns a generic compliment into a credible, useful evaluation.

Comments and Suggested Improvements for OJT Trainees

Most students are still learning how to receive feedback gracefully, so framing improvement areas as next steps rather than shortcomings tends to land better and produce real change.

• “Would benefit from asking clarifying questions before starting a task rather than guessing at the instructions.”
• “Time management improved over the course of the placement, though double-checking deadlines earlier in the week would help avoid last-minute rushes.”
• “Encouraged to speak up more during team briefings; has good ideas but tends to stay silent unless asked directly.”
• “Would gain confidence with more hands-on practice using the point-of-sale system before the next placement.”
• “Needs additional guidance on maintaining a professional tone in written communication with clients.”
• “Recommend continued practice with basic bookkeeping entries, as accuracy dipped when volume increased.”
• “Suggest pairing with a senior staff member for the first week of any future placement to build familiarity faster.”

General Impressions and Overall Remarks on the OJT Evaluation Form

Most OJT forms include a final “general impression” or “overall remarks” field. This is the summary line the school coordinator or hiring manager will read first, so it should capture the trainee’s trajectory across the whole placement rather than a single incident.

• “Overall, [Name] progressed steadily from needing constant direction to working independently on routine tasks. A promising addition to any team.”
• “[Name] entered the program with limited experience but closed strong, showing real growth in confidence and technical accuracy.”
• “A dependable trainee who met every attendance and task requirement. Would recommend for a permanent role if one becomes available.”
• “Performance was inconsistent early on but stabilized after the midpoint review. Continued mentorship would help sustain the improvement.”
• “Overall satisfactory performance. Attitude and effort were strong throughout, even when technical skills still needed development.”

Tailoring OJT Comments to the Trainee’s Specific Placement

Generic phrases only go so far once the details of the role matter. A few adjustments by field:

• Accounting or finance office: reference accuracy in data entry, comfort with reconciliation tasks, and confidentiality with sensitive records.
• Hotel and restaurant services: reference guest interaction, composure under rush periods, and grooming and presentation standards.
• Healthcare or clinic settings: reference attentiveness to patient comfort, adherence to protocol, and communication with clinical staff.
• Driving or logistics roles: reference route familiarity, adherence to safety procedures, and vehicle handling under supervision.

Whichever field applies, anchor the comment to something you personally observed. Coordinators reviewing dozens of forms can usually tell the difference between a templated remark and one grounded in real observation.

Comments for Evaluating Trainers, Facilitators, and Training Programs

A separate but closely related need is evaluating the person delivering the training, rather than the person receiving it. Whether it is a peer trainer onboarding a new hire, a facilitator running a workshop, or an outside consultant leading a rollout session, the comments here focus on delivery, clarity, and engagement.

Feedback Comments for Trainers and Training Facilitators

• “Explained complex procedures in a way that was easy to follow, even for participants with no prior background.”
• “Kept the session interactive by checking for understanding rather than simply reading through slides.”
• “Managed a full agenda within the allotted time without rushing through the material.”
• “Created a comfortable environment where participants felt able to ask questions without hesitation.”
• “Demonstrated strong command of the subject matter and answered technical questions with confidence.”
• “Would benefit from slowing the pace during the more technical segments, as several participants fell behind.”
• “Handouts and reference materials were well organized, though a follow-up summary email would reinforce retention.”
• “Showed strong emotional intelligence in reading the room and adjusting tone when participants seemed disengaged.”

Comments for Evaluating the Training Program’s Effectiveness

When the evaluation form asks for feedback on the program itself rather than an individual trainer, the comments should speak to structure, relevance, and outcomes.

• “The content was directly applicable to daily tasks, and several techniques were already in use within a week of the training.”
• “Would recommend extending the session length, as several topics felt rushed near the end.”
• “The pacing worked well for a mixed-experience group, though a separate advanced track might serve senior staff better.”
• “Materials were current and relevant. Suggest adding a short refresher session a month after the initial training to reinforce the concepts.”
• “The hands-on practice portion was the most valuable part of the program and should be expanded in future sessions.”

Comments for New Employee Onboarding and Cross-Training Progress

Comments on a brand-new hire’s early training differ from OJT feedback in one important way: the goal is full integration into a permanent role, not a short-term placement. Reviewers should note both technical ramp-up and how well the new hire is settling into team dynamics.

• “Completed onboarding training ahead of schedule and was contributing to live projects within the first two weeks.”
• “Adjusted well to the team’s workflow and proactively reached out to colleagues when unsure of a process.”
• “Cross-trained successfully on the front-desk system and can now cover shifts without additional supervision.”
• “Mandatory compliance training was completed on time, though a refresher on the reporting procedure would help solidify the details.”
• “Still building familiarity with internal tools; performance is expected to improve as exposure increases over the next quarter.”
• “Demonstrated strong effort in cross-training for the second role, though the transition period took longer than typical for the team.”

How to Write Fair, Specific Performance Evaluation Comments

Vague comments frustrate employees and rarely hold up if a decision about pay, promotion, or a performance improvement plan is questioned later. The comments that hold up best are the ones tied to something observable.

A Simple Structure for Writing Training and Attitude Comments

A dependable format for any evaluation comment follows three parts:

• The behavior: what the person actually did, described specifically enough that someone unfamiliar with the situation could picture it.
• The impact: what resulted from that behavior, whether it helped the team, slowed a project, or affected a customer.
• The next step: what should happen going forward, whether that is more of the same or a specific area to work on.

For example: “When the shipment error was discovered on Tuesday, [Name] flagged it to the supervisor within the hour rather than waiting until the end of shift (behavior). This gave the team enough time to correct the order before the customer noticed (impact). Continuing to raise issues this quickly will keep building trust with the team (next step).”

Common Mistakes That Weaken Performance Evaluation Comments

• Relying on personality labels instead of behavior. Writing “has a bad attitude” tells the reader almost nothing useful. Describing what was said or done in a specific meeting gives the comment weight and gives the employee something concrete to address.
• Writing comments only at review time. Comments built from months-old memory tend to skew toward whatever happened most recently. Keeping brief notes throughout the review period makes the final write-up far more accurate.
• Using the same phrase for every employee. Copy-pasted comments are easy to spot and can undermine trust in the whole evaluation process. A quick edit to reference something specific to that person takes little extra time.
• Overloading a single comment with every issue at once. A comment that lists five unrelated shortcomings in one paragraph is hard to act on. Prioritizing the one or two points that matter most gets better results.
• Skipping the positive alongside the constructive. Even a review focused on improvement areas should acknowledge what the person is doing well. This keeps the feedback balanced and easier to accept.

Frequently Asked Questions

What is the difference between an OJT evaluation and a regular employee performance review?

An OJT or internship evaluation focuses on foundational workplace skills, such as punctuality, willingness to learn, and basic task execution, since the trainee is usually new to professional environments. A regular employee performance review looks at sustained job performance, growth against specific role expectations, and contribution over a longer period.

How do I write a general impression comment for a trainee’s evaluation form?

Summarize the trainee’s overall trajectory across the placement rather than a single event. Mention how they started, how they progressed, and whether you would recommend them for a similar role in the future. Keep it to two or three sentences so it reads as a clear takeaway rather than a repeat of the detailed comments above it.

What should I include in comments and suggestions for an OJT student who needs improvement?

Frame the suggestion as a specific, achievable next step rather than a general criticism. Instead of saying a student “needs to improve communication,” specify what that looks like, such as asking clarifying questions before starting a task or speaking up during team briefings.

How is learning ability different from critical thinking on a performance review?

Learning ability measures how quickly someone absorbs new information, tools, or procedures and how well they retain it. Critical thinking measures how someone reasons through problems, weighs options, and makes decisions. An employee can learn new material quickly while still needing development in how they apply judgment to ambiguous situations, so the two traits are worth evaluating separately.

How do I write comments for evaluating a trainer or facilitator instead of a trainee?

Focus on delivery rather than content mastery alone: clarity of explanation, pacing, ability to answer questions, and how well the trainer engaged the group. Noting a specific moment, such as how the trainer handled a difficult question or adjusted pace when the group seemed lost, makes the feedback far more useful than a general rating.

What should I write when a trainee’s performance was inconsistent throughout the review period?

Describe the pattern honestly rather than averaging it into a vague middle-ground comment. Note when performance was strong, when it dipped, and what seemed to cause the difference, whether that was workload, unfamiliarity with a task, or a specific event. This gives whoever reads the evaluation next an accurate picture rather than a flattened one.

How do I write comments on my own performance appraisal for training and development?

Use the same behavior-impact-next step structure you would use for evaluating someone else. Name a specific training you completed or skill you built, describe how you applied it on the job, and note what you would like to develop next. Being specific and modest in tone tends to read as more credible than broad self-praise.

How often should OJT or intern evaluations be completed during a placement?

Many programs require a midpoint and final evaluation, which allows the supervisor to flag concerns early enough for the trainee to adjust before the placement ends. Even when only a final evaluation is required, keeping brief informal notes throughout the placement makes that final write-up far more accurate.