- Performance Review Phrases for Job Knowledge Part 1
- Performance Review Phrases for Judgment Part 2
- Performance Review Phrases for Listening Skills Part 3
- Performance Review Examples: Additional Resources Part 4
Performance review is an important part of organizational development. The purpose of a performance review is to identify areas in which an employee can improve and to provide guidance on how those areas can be improved. In order to ensure accurate and timely feedback, it is important to have a clear understanding of the employee’s job duties, goals, and expectations. Additionally, performance review can help to create a positive work environment by reinforcing good performance and discouraging poor performance. When conducting a performance review, it is important to be impartial and fair.
In this article you will find performance review phrases for the following skills:
- Job Knowledge
Job knowledge is important in the workplace because it allows employees to be more efficient and effective. Employees with good job knowledge can identify problems early, and solve them before they become big problems. They can also make better decisions about how to spend their time and resources, which leads to improved performance. Employees who are familiar with their jobs can take the time to learn new tasks, make better decisions, and be more productive overall. Furthermore, having a strong understanding of one’s job can also lead to career growth opportunities.
Judgment is an important skill because it is the ability to make sound decisions in the face of uncertainty. Good judgment is essential for managing our time, making good choices, and determining whether something is worth doing. It can also be key in professional and personal relationships.
- Listening Skills
Listening skills are important because they allow people to understand and respond to others. Good listening skills can help people build relationships, understand others’ perspectives, and resolve conflicts. Additionally, listening skills can help people develop better communication and leadership abilities.
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)
Meets or Exceeds Expectations
✓ He is very studious. He is willing to study the knowledge needed for his job. He shares everything he knows with other team members.
✓ He always keeps himself updated about new information and knowledge in relation to his field of expertise.
✓ He shows a potentially excellent level knowledge about the job requirements and related skills.
✓ He is very knowledgeable about the products and special features of the company’s products.
✓ John is very hard-working. He does not mind studying anything relating to the job. He shares anything he knows with other colleagues.
✓ He always shares updated and new information and knowledge relating to specialist area in which he is working.
✓ He possesses the perfect knowledge and skills that are useful for the his job.
✓ He has a deep knowledge of the products and particular characteristics of the company’s products.
✓ He possesses appropriate the expertise to perform his job at a highly professional level.
✓ He takes the available opportunities to increase his knowledge of relevant job skills.
✓ He completes his assignments accurately and in a timely and efficient manner.
✓ He shares his knowledge with coworkers.
✓ He maintains an up-to-date level of professional and technical knowledge.
✓ He demonstrates his knowledge of his job on a daily basis.
✓ He always applies new knowledge to his work and keeps up with changes in his field.
✓ He is always the first to understand new rules, upgraded software and equipment and adjust to the changes.
✓ His skill set exceeds the requirements for the job.
✗ He cannot fulfill his duties due to his lack of necessary knowledge of the job.
✗ He is unable to perform even the simplest tasks. He cannot be let out of the sight of his supervisors.
✗ He is not as knowledgeable about the job and its requirements as we expected.
✗ He doesn’t know even the key fundamentals of the job. He always has to ask for other people’s instruction.
✗ He cannot complete his job because he does not have the needed job knowledge.
✗ He does not have ability to do even the easiest tasks and requires close supervision.
✗ He does not satisfy our expectations because he lacks the necessary job knowledge.
✗ He does not understand the core basics of the job. He always needs his colleagues’ help.
✗ He is continually turning in sub-par work and needs to improve his job knowledge.
✗ He repeatedly asks the same questions about his job duties. He does not retain the important information required to perform his job well.
✗ His skill set does not meet requirements for the job.
2000+ Performance Review Phrases: The Complete List See also: 150+ Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)
169 Performance Review Feedback Phrases for Leadership Skills and Management Style
Meets or Exceeds Expectations
✓ He knows how to apply appropriate knowledge and find information sources to make sound decisions.
✓ He is a fair decision-maker.
✓ He doesn’t let his viewpoint be clouded by doubt when faced with a problem.
✓ He can remain calm and cool-headed when dealing with problems.
✓ He can be very persuasive with his sound arguments.
✓ He is a fact-based decision maker.
✓ He maintains an objective judgment when determining immediate actions.
✓ He shows sound judgement when evaluating multiple opportunities.
✓ He comes to reasonable conclusions based on the information presented to him.
✓ He is fact-based, and refuses to accept emotional arguments when making a decision.
✓ He remains calm, especially under stress.
✓ He balances swift decision-making, with the ability to analyze the many angles to a problem.
✓ He is confident and persuasive when making big decisions.
✓ He consistently understands the core issues. His understanding of the issues enables him to solve problems at a remarkable pace.
✓ He makes confident decisions when presented with facts and data.
✓ He effectively prioritizes urgent matters over those that can wait.
✓ He effectively outlines the best case and worst case scenarios to aid decision-making.
✗ He is more of an emotion-based decision maker.
✗ He fails to make sound judgments.
✗ He doesn’t consult others for ideas and makes subjective judgments.
✗ He cannot handle pressure well and makes quick decisions that are normally not the best.
✗ He makes hasty decisions without first collecting the facts and data needed to make an informed decision.
✗ He consistently displays excessive hesitation when making a decision.
✗ He makes big decisions without the approval of all respective parties.
✗ He is unable to keep confidential information private.
✗ He approaches decisions with a one-track mindset.
✗ He commonly fails to consider all the facts before making a decision.
Meets or Exceeds Expectations
✓ He encourages others to voice their own opinions.
✓ He listens to opinions and ensures that staff feel that they are being listened to, and are free to express their opinions.
✓ He has mastered the skill of showing the employee he has understood their concerns and opinions.
✓ He tries to understand the employee’s point of view.
✓ He shows appropriate behavior and gestures, such as nodding or keeping eye contact to indicate attention and agreement.
✓ He patiently to listens to others’ opinions and waits until they finish speaking.
✓ He is an active and focused listener.
✓ He makes sure the team feels heard.
✓ He creates healthy dialogue to help the bring about the best solution.
✓ He listens with an open mind.
✓ He demonstrates a sincere appreciation for opposing viewpoints.
✓ He actively seeks feedback, even when it’s not in agreement with his own view.
✓ He asks insightful questions to understand the root cause of an issue.
✓ He empathizes with others who have opposing viewpoints.
✓ He follows instructions with care and attention.
✓ He is sincerely interested in what others have to say and listens fully before responding.
✓ He listens to, and promptly follows all directions.
✓ He is always an attentive and active listener.
✓ He encourages feedback from his customers. He listens to customers and works to resolve any problems.
✗ He does not pay attention when others are talking and frequently asks silly questions.
✗ He is easily distracted when listening to others.
✗ He interrupts others while they are speaking.
✗ He does not want to listen to others.
✗ He loses his temper easily when others give criticism.
✗ He interrupts others and changes their topics if he does not like them.
✗ He asks questions that show he is not actively listening to the conversation at hand.
✗ He Is easily distracted and doesn’t fully absorb other people’s points of view.
✗ He interrupts his peers.
✗ He constantly interjects into conversations.
✗ He dismisses other people’s ideas that he doesn’t agree with.
✗ He stops listening when presented with an opposing viewpoint.
✗ He is uninterested in what others have to say and interrupts others before they finish speaking.
✗ He does not listen to directions and repeatedly asks management to repeat themselves.
✗ He is an inattentive listener and rarely asks for clarification.
✗ He disregards customer feedback and interacts only when necessary.
More Performance Review Examples
Here you can find more performance review examples: click to open 2000+ Performance Review Phrases: The Complete List