Xu Hướng 12/2022 # 23 Performance Evaluation Phrases To Use In A Review / 2023 # Top 19 View | Hoisinhvienqnam.edu.vn

Xu Hướng 12/2022 # 23 Performance Evaluation Phrases To Use In A Review / 2023 # Top 19 View

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Workplace performance evaluations provide employees with insight as to how they’re perceived, what they’re doing well and where they can improve. You can use a wide variety of phrases in your evaluations, and understanding which ones to use will help those on your team learn what’s expected of them and how to perform better in the future. In this article, we review some common performance review phrases and what to include in an employee evaluation.

Related: How to Prepare for a Performance Evaluation

Examples of employee performance evaluation phrases

You can use different words in your performance review to describe a team member’s contributions to the company. Here are some examples of employee performance evaluation phrases:

1. Attendance

Maintaining good attendance is an important part of employee performance. Here are some examples of phrases used in performance evaluations for various industries:

Maintained good attendance throughout the year

Respectful of their co-workers’ time by arriving at team meetings on time

Consistently arrived on time to company-wide meetings and training sessions

2. Communication

You might use these phrases in your review depending on how well an employee communicates:

Maintained good communication with team members and clients

Lacks leadership skills and the ability to effectively communicate when managing their team

Does not display active listening skills with customers

3. Productivity

The more productive your team is, the more work you’ll get done. Here are some phrases you might use in your evaluation that pertain to productivity:

Achieved steady growth in the number of sales this month

Displayed an innovative way of approaching the project

Avoided high-priority tasks and assignments

Effectively trained other staff members in the new company style guide

Successfully acquired new accounts on a consistent basis

Showed initiative in learning new technologies and software in the workplace

Collaborated effectively with others through project completion

4. Attitude and demeanor

It’s beneficial to have a positive attitude in the workplace. In regards to the way your team members conduct themselves, you can use phrases like these in your performance evaluation:

Maintained a positive attitude and demeanor despite unforeseen problems

Supported team members effectively and efficiently

Showed willingness to learn new skills and techniques in the workplace

Displays a productive attitude when problems arise

Lacked confidence in presenting ad campaign to relevant parties

Succumbs to stress quite frequently

Unwilling to work overtime hours

5. Time management

Good time management skills can have an impact on overall work performance. Here are some examples of time management performance evaluation phrases:

Utilized great time management skills when considering the project management plan

Shows up to work on time

Failed to meet project deadlines

Related: Time Management Skills: Definition and Examples

What to include in a performance evaluation

The purpose of a performance evaluation is to show your team members where they excel and where they can improve. In order to create an effective performance evaluation, take into consideration the following components:

1. Performance analysis

Every performance evaluation should include a section explaining how someone has met or failed company standards. The more descriptive the analysis, the better they will be able to understand it and use it to strengthen their place in the company.

2. Descriptive phrases

To help an employee benefit from a performance review, you should use descriptive language. The more specific, the better. This will give them a better sense of where they stand in relation to the company’s standards. Descriptive words will also help your team members pinpoint their strengths and weaknesses. In regards to weaknesses in particular, descriptive phrases will let them know the exact area where they need to improve. For example, if your evaluation includes the phrase, “failed to meet project deadlines”, they will know they need to work on their time management skills in the future. Refer to the phrases above when adding descriptive language to your review.

3. Strengths and weaknesses

Evaluations should include both strengths and weaknesses. The phrases you use should be either positive or negative to ensure clarity. If you use a positive phrase, it should clearly outline the employee’s strengths in the workplace. If you use a negative phrase, however, it will detail potential areas for improvement. It’s important to note that a fair review will help them keep their morale high. Though you should be honest in your critiques, you should do your best to balance any negative attributes with positive ones.

4. Employee potential

Along with descriptive performance analysis, an evaluation should include an area detailing an employee’s potential at the company. Helping them understand their potential can keep them motivated to rise above any poor critiques. This will also help them know what they need to do to meet the company’s standards and expectations.

5. Constructive feedback

It’s important to provide positive, constructive feedback that your team members can take into consideration. Detailing how they can improve, for example, is a great way to set them up for success. Detailing their strengths and weaknesses is not only beneficial for them individually, but it helps your team and company, as well. Make sure to maintain open communication with your employees and give them the opportunity to respond to your suggestions for improvement.

Related: Best Practices for Giving Constructive Feedback

In addition to an evaluation, you should also go over personal goals with your employee. Discuss what you’d both like to see them achieve in the future, and allow them the time to improve. Setting goals will give them something to work toward and hopefully grant them a better evaluation in the future.

Performance evaluation examples

Here are two examples of performance evaluations using descriptive phrases:

Positive performance review example

Kennedy exceeded expectations this year in her role as lead graphic designer. She utilized good communication skills when speaking with clients and her team. Kennedy works well under pressure and maintains a positive attitude when problems arise. She contributes innovative and creative ideas that surpass company expectations.

Negative performance review example

Though Anthony displays a passion and talent for reporting, his inability to work effectively as part of a team hinders his success. Unfortunately, he often fails to meet deadlines and lacks consideration for others. In the coming year, we’d like Anthony to display good time management skills and be an effective member of the reporting team.

Performance Appraisal Phrases: 200 Helpful Phrases For Employee Performance Reviews / 2023

These simple yet descriptive sentences help your employees understand what they’re doing well and what they still need to work on. But what are the best performance appraisal phrases?

The management experts at have put together a list of 100 extremely helpful phrases for employee performance reviews. We’ve organized them alphabetically by skill and then divided each skill into strengths and weaknesses. That way, you can quickly and easily find a phrase to fit your needs.

Effective Performance Appraisal Phrases



1) Always on time (or even early) for meetings and conferences.

2) Prompt and on time for the start of each workday.

3) Respects others by arriving at work and at meetings on time.

4) Adheres to the whenever possible.

5) Never been a no call, no show employee.

6) Achieved perfect attendance over X (weeks, months, years).

7) Inspires others to improve their attendance.

8) Does not deviate from the attendance policy outlined in our employee handbook.

9) Begins each day on time and ready to go.

10) Very reliable about being at work on time.


11) Does not meet company standards for attendance.

12) Is frequently late to work.

13) Often exceeds the maximum number of vacation days.

14) Has not met attendance goals set at previous performance review.

15) Disrespects others by regularly arriving late to meetings.

16) Frequently returns late from scheduled breaks.

17) Does not follow the attendance policy.

18) Unreliable about reporting to work on time.

19) Poor attendance frequently affects coworkers.

20) Does not hold others to the company’s high attendance standards.


21) Has a cheerful attitude that benefits her teammates.

22) Looks for the positive in every situation.

23) Quick with a smile and a joke to lighten the mood during stressful times.

24) Does not let difficult circumstances get him down.

25) Positive attitude helps others on her team keep their motivation high.

26) Always reports to work cheerful and ready to get to work.

27) Maintains a steady and positive attitude that inspires others.

28) Frequently has a smile for others.

29) Attitude reflects enjoyment of the job.

30) Builds an atmosphere of trust with others on the team.


31) Negative attitude in some situations has a tendency to cause problems.

32) Gets upset easily.

33) Needs to work on accepting constructive criticism.

34) Let’s non-work topics provoke her/him.

35) Too easily switches from positive to negative attitude.

36) Allows stress and pressure to get the better of him/her.

37) Erupts into anger over minor issues.

38) Displays of negative emotion affect others on the team.

39) Needs to bring poor attitude under control.

Customer Service

41) Excellent at customer service.

42) Deals easily with all types of customers.

43) Takes great pride in helping each and every customer.

44) Skillfully overcomes client objections.

45) Does not let a customer’s negative attitude get him/her down.

46) Handles difficult customer service situations very well.

47) Customer satisfaction rating: High

48) One of our best customer service team members.

49) Understands how to make a real difference in customer experience.

50) Stays calm and rational in the face of angry customers.


51) Does not listen well to customers.

52) Very effective on the phone, but does not handle face-to-face service well.

53) Does not seem to understand why customer service training is important.

54) Does not know how to deal with a difficult customer.

55) Has consistently low marks on customer satisfaction surveys.

56) Does not take pride in resolving customer complaints.

57) Too frequently passes the complaining customer on to someone else.

58) Needs to learn how to handle customer requests in a more efficient manner.

59) Does not listen to customers well.

60) Poor skills in handling face-to-face complaints.



61) One of our most dependable team members.

62) Very reliable in all situations.

63) Willing to do whatever it takes to get the job done.

64) Known for dependability and willingness to work hard.

65) A loyal and trustworthy employee.

66) Consistently demonstrates that he/she cares about his/her job.

67) Always performs at or above expectations.

68) Can always be counted on to complete tasks in a timely and accurate manner.

69) Ready to get the job done no matter how much work is involved.

70) Motivated to finish tasks and assignments on time.


71) Unwilling to work beyond scheduled hours.

72) Work results are inconsistent and frequently need to be reviewed.

73) Not a dependable employee.

74) Does not demonstrate a willingness to do what it takes to get the job done right.

75) Does not produce consistent results.

76) Content with leaving work for others to finish.

77) Work results are inconsistent.

78) Reliability is questionable.

79) Is not willing to help employees with their work.

80) Does not care what managers and coworkers think of him/her.



81) Accepts constructive criticism and works to improve.

82) Shows ability to come up with new solutions to common problems.

83) Is willing to change the way he/she works for the betterment of the team.

84) Shows initiative and flexibility when starting a new task.

85) Capable of handling a variety of assignments.

86) Able to identify new and more efficient methods.

87) Calm under pressure.

88) Willing to admit he/she is wrong.

89) Quick to adapt to alternate points of view.

90) Handles change well.


91) Tends to shy away from activities where the process is unknown.

92) Does not excel at projects that require a degree of flexibility.

93) Gets agitated when the plan changes.

94) Uninterested in new responsibilities.

95) Sticks to traditional methods even if a new approach is better.

96) Shuts down when expectations aren’t met.

97) Doesn’t look for new ways of working when things don’t go according to plan.

98) Unwilling to admit he/she is wrong.

99) Does not accept constructive criticism well.

100) Resistant to trying new techniques.

Interpersonal Skills

101) Has strong relationships with coworkers.

102) Is easy to get to know.

103) Actively converses with teammates and wants to hear about their lives.

104) Wants to get to know and understand other employees.

105) Finds it easy to connect with coworkers.

106) Makes people feel important.

107) Makes people feel appreciated.

108) Can work with a variety of personalities.

109) Relates well to those around him/her.

110) Connects easily with others.


111) Does not work well with others.

112) Strong, direct personality can turn people off.

113) Teammates do not enjoy working with him/her.

114) Seen as unapproachable by coworkers.

115) Gives an impression of superiority to teammates.

116) Strong personality frequently causes rifts with coworkers.

117) Displays superior attitude toward all.

118) Coworkers do not like being on his/her team.

119) Fails to recognize the needs of others.

120) Does not establish effective working relationships.



121) Always willing to help a coworker.

122) Makes team members feel comfortable in voicing their opinions and ideas.

123) Understands strengths of coworkers and delegates effectively.

124) Keeps team engaged and on track.

125) Shows appreciation for a job well done.

126) Motivates team members to work hard.

127) Promotes a culture of learning and understanding.

128) Actively listens and responds to what his/her coworkers say.

129) Excellent example for others to follow.

130) Backbone of his/her team.


131) Needs to improve in ability to talk to coworkers without being condescending.

132) Does not inspire teammates to work hard.

133) Does not plan for the future.

134) Does not treat other members of the team as equals.

135) Overanalyzes problems when a quick decision is necessary.

136) Unclear when assigning goals and activities.

137) Rarely gives recognition for a job well done.

138) Fails to keep confidential information.

139) Frequently derails team with unnecessary work.

140) Does not listen to team members.



141) Exceeded expectations on goals set during last performance review.

142) Takes initiative to understand what needs to be done.

143) Excels at developing strategies that deliver results.

144) Sets appropriate goals and strives to accomplish them.

145) Is consistently a top performer among teammates.

146) Clearly communicates drive and desire to others.

147) Always at the top of the performance-rating scale.

148) Puts high value on doing a good job.

149) Willing to assist others and help them do good work.

150) Wants to improve at everything he/she does.


151) Did not meet performance goal set at last performance review.

152) Does not take initiative unless prompted.

153) Is typically toward the bottom of performance ratings.

154) Does not reach out to go beyond what is expected.

155) Is not known to make significant contributions to the success of the team.

156) Is not able to clearly communicate goals to others.

157) Does not see the value in doing a good job.

158) Not proficient at developing successful strategies.

159) Is not concerned with improving his/her skills.

160) Lacks drive to improve.


161) Proven team player.

162) Encourages teammates to work together toward a common goal.

164) Promotes a team-centered workplace.

165) Is sensitive and considerate of coworkers’ feelings.

166) Shares ideas and techniques.

167) Builds strong relationships with others by (insert behavior here).

168) Willing to cooperate with coworkers.

169) Takes on more work to help the team excel.

170) Always looking for new ways to help the team.


171) Needs to improve teamwork skills.

172) Does not view workplace as a team environment.

173) Always wants to work alone on projects.

174) Coworkers are hesitant to ask him/her for help.

175) Does not work well with others during group projects.

176) Blames others when problems arise.

177) Is frequently insensitive to coworkers’ feelings.

178) Plays everything very close to the vest.

179) Does not share well with others.

180) Often a divisive element within the team.

Time Management


181) Respects the time of coworkers.

182) Uses time effectively to get the job done.

183) Keeps presentations on schedule.

184) Regularly meets all deadlines.

185) Works hard to stay organized and on time.

186) Driven to complete tasks on time.

187) Very reliable when it comes to time management.

188) Can always depend on him/her to manage time well.

189) Can identify what needs to be done first in order to save time.

190) Sensitive to the constraints of coworkers’ projects.


191) Frequently misses deadlines.

192) Is regularly late from break.

193) Does not have a strong concept of how long a task will take.

194) Meetings and presentations tend to exceed allotted time.

195) Takes up the valuable time of others with too much small talk.

196) Disregards the importance of being on time.

197) Does not show a desire to improve time-management techniques.

198) Unreliable in finishing tasks by allotted deadline.

199) Frequently exceeds mandatory due dates.

200) Does not manage time well.

Build Strong Relationships With Performance Appraisal Phrases And Sling

Periodic performance reviews are a powerful tool for improving the way your employees work. But more than that, a performance review done well forges a strong employee/employer relationship.

It’s that relationship that can motivate your team to do their best even during the most difficult project. That’s the recipe for success.

One of the best ways to build strong relationships is through good communication. The better you communicate with your employees the stronger your team will be. The Sling app can help.

We built the Sling suite of tools to:

Streamline communication

Simplify the scheduling process

Track labor costs

Build employee engagement

Organize work hours

Remove the difficulties in finding substitutes

Keep your team members on task throughout the day

Regardless of the industry, Sling can keep you and your team members organized and focused on the project at hand. That will translate to more positive performance reviews throughout the year.

And when you’re organized, everything runs more smoothly. Sling even helps with that.

The on-board artificial intelligence (A.I.) keeps track of time-off requests, work preferences, and other employee information. If you double-book an employee or schedule them for a time they can’t work, the Sling A.I. will notify you and prompt you to make the necessary change.

These are just a few of the benefits Sling can bring to your business.

Experience the myriad ways the Sling app can make your managerial job easier by signing up for a free trial today.

For more free resources to help you manage your business better, organize and schedule your team, and track and calculate labor costs, visit chúng tôi today.

100 Performance Review Phrases And Comments For 2022 Profit.co / 2023

100 Performance Review Phrases and Comments for 2021 – Download PDF Here

As a manager, it’s important never to be lost for words during a performance review.

Reviews can be a daunting task for everyone involved. Employees might feel like their behavior and personality are being put on trial. Meanwhile, managers might struggle to give feedback that addresses the areas in need of improvement while also balancing coming across as constructive and positive.

Overall, common performance review phrases might seem like a cookie-cutter approach to performance conversations. However, knowing what to say and how best to phrase your feedback can make a significant difference in how your employees react in the moment and in their future performance.

How to Use Performance Review Phrases

Using Generic Performance Review Comments: An Example

“Jane has used more than her allotted sick days in this review period”.

While this is a simple yes/no question, it doesn’t say much about the reason for Jane’s absence. After all, every manager knows there’s a stark difference between an employee that has to go to the hospital regularly and no-call-no-shows.

Performance Review Phrases for Specific Areas of Performance

Setting Your Performance Review Up for Success

For example, if you’re conducting a performance review where you want to emphasize your employee’s performance in a certain area, then you would start the meeting by using phrases like “successful”, “admirable”, “impressive”, or “achievement”.

This can be particularly useful in a situation where an employee has performed well in certain areas, but you need to discuss where they can improve in others. The “no sandwich” technique – in which you present a negative surrounded by two positives – can work brilliantly with this method, as it will help you to highlight their strengths and make them feel more confident that they can improve on their weaknesses.

Performance Review Phrases and Comments to Avoid

Cliché Phrases

Just as you don’t want to see candidates including “good team player” and “a clear communicator” on their resumé, using cliché phrases during your performance review tells your employee that you don’t care enough about their development to spend more than a few minutes preparing for their performance review meeting.

You should avoid using cliché phrases wherever possible because they don’t say anything about an employee’s performance. You might think that David is a good team player, but what, specifically, makes him a good team player? Does he collaborate well with the team, come up with good ideas, or does he have a great personality that helps keep everyone happy and upbeat?

Passive Voice

This is a trickier one to get in the habit of, particularly because you probably don’t realize that you’re using the passive voice in the first place. If you’re not sure what the passive voice is, here are some examples:

Active Voice: “David played football”

Passive Voice: “Football was played by David”

When you use the active voice, you’re saying that the person you’re talking about performed an action, and you’re centering the person. However, with the passive voice, you’re saying that the action was performed by that person, and you’re making the sentence about the action.

Here are some examples of active vs. passive voice in the quality of work performance review phrases:

Active Voice: “Lea saved the company $200,000 by identifying inefficiencies in the payroll system”

Passive Voice: “$200,000 was saved by Lea identifying inefficiencies in the payroll system”

To avoid the passive voice, you need to give feedback by centering your employee in the language that you use. In the first example, you’re clear that it’s Lea that directly saved the company money, but when you use the passive voice, you’re only suggesting that Lea had some contribution to the process.

By ensuring that you use the active voice, you’re conveying through your language that you recognize the importance of your employee to a specific action, and you’re giving them credit for that certain action happening in the workplace. In addition, you’re also communicating that they’re an active member of the team and not simply a cog that responds to workplace events.


No-one likes being compared to someone else, particularly in a manner in which they’re made to feel lesser or unimportant. While you might think that comparing your employee to a model team member or a coworker in a similar situation might be helpful, the results can harm not only productivity, but also morale, confidence, and mental health.

In the modern workplace, managers need to take care to promote individuality and understand that each of their team members will take different paths to achieve their goals and to complete tasks. You must also remember that you don’t understand everything that’s going on in your employees’ lives. One employee might be a high achiever, but they could be at risk of burnout, while another is slower to hand in work but has a higher rate of accuracy and attention to detail.

Comparing employees to their colleagues also breeds unhealthy competition in the workplace. While healthy competition can help to promote productivity and even collaboration, unfairly comparing one employee to another can create rifts in teams and even promote taking shortcuts on tasks to get ahead.

With that in mind, you need to be aware that negative performance review phrases – that is, phrases that are construed as solely negative by the employee – often feature these comparisons. Regardless of whether your intentions are good, you should take care to focus only on the employee whose performance you’re reviewing, and not mention the performance of their colleagues.

Top Performance Review Phrases and Comments for 2021

Now that you know what the best practices are for performance reviews and key things to avoid, the following examples will help you to better understand how to conduct an effective performance conversation with your employees.

If you want to grab the following examples and save them for later use, you can download our effective phrases for performance appraisals pdf here.


Recognizing an employee’s achievements is a proven way to help reduce employee turnover, particularly within the first six months of employment. Not only that, but 69% of employees say they’d work harder if they felt that they were more appreciated at work, meaning recognizing your employees’ achievements can help your team become more profitable and productive.

Positive Phrases

Needs Improvement Phrases


According to Gallup, 85% of employees are either not engaged or actively disengaged at work, which results in an estimated $7 trillion loss of productivity each year. However, recognizing an employee’s work through regular performance reviews can lead to employees being 4.6 times more likely to perform at their peak.

Positive Phrases

Needs Improvement Phrases

Teamwork and Collaboration

75% of employers rate teamwork as being extremely important in the workplace, particularly as research shows that strong workplace communities have the power to reduce employee turnover and improve internal communication. With that in mind, performance review phrases for teamwork are important to note, but as mentioned earlier, you have to be wary of comparing your employee to their coworkers.

Positive Phrases

Needs Improvement Phrases

Problem-solving and Creativity

Despite a 2010 survey finding that CEOs value creativity as the top marker for future success, only 35% of employees say that they can be creative multiple times throughout the year. Given that 75% of employees think that their creative potential is wasted at work, your performance reviews need to highlight your employees’ creative skills and celebrate where their creativity has helped to solve problems for the business.

Positive Phrases

Needs Improvement Phrases

Communication Skills

In a 2018 study, a lack of communication and miscommunication was attributed to increased levels of stress, project failure, poor company morale, lost sales, and missed performance goals. Having strong communication skills is often demanded by job descriptions, but it also needs to be reviewed regularly during the performance management process to keep teams working at peak efficiency.

Positive Phrases

Needs Improvement Phrases

Attitude and Behavior

A negative employee is more likely to be disengaged at work and is at a higher risk of quitting than someone with a more positive attitude. However, given that employees with bad attitudes can also drag the morale of the team down with them, you need to give employees feedback about how their attitude and behavior is affecting their work, colleagues, and even career development in your organization.

Positive Phrases

Needs Improvement Phrases


While the phrase “employees don’t quit their jobs, they quit their managers” is nearly a cliché, it’s also true – 79% of employees report leaving their job because of a lack of appreciation. Not every employee will be reviewed on their leadership skills, however if you’re looking to promote someone to a supervisory or management position and want to evaluate their skills before they move into a new position, then these skills should be discussed during performance reviews.

Positive Phrases

Needs Improvement Phrases

Improvement and Goal-setting

According to a psychological study from 1990, goal-setting has the potential to motivate employees towards a higher level of performance, as well as increase overall levels of effort at work. While every good performance review should include managers and employees working together to set goals, it’s helpful to give employees feedback on their attitude towards improvement and those goals to drive performance.

Positive Phrases

Needs Improvement Phrases

Organizational Skills

It’s estimated that office workers lose an average of 40% of their workday due to disorganization, which is why performance management reviews should address organizational skills if managers want to improve an employee’s productivity. While some organizational strategies will have to come from a managerial level, such as organizational apps or better internal processes, employees should also be encouraged to improve their own organizational skills through the performance management process.

Positive Phrases

Needs Improvement Phrases

Technical Skills

Many organizations rely on their employees having a physical competency with certain types of machinery or software. Not only do employees legally have to be trained and/or qualified to operate certain forms of machinery, but some optional qualifications and training provided for software and other practices can improve performance. While organizations that require technical skills should already be tracking these in performance reviews, it’s also a good idea to keep on top of optional training to help your employees perform at their best.

Positive Phrases

Needs Improvement Phrases

Performance Review Phrases for High Achievers

High performers might, at first, seem like the easiest performance management review you’ll conduct through this period. However, as mentioned above, you can’t always tell what’s going on with your employee behind the scenes. While someone who’s a high performer deserves praise for their achievements, there’s a fine line between praising their work and reinforcing negative behaviors like cronyism, arrogance, competitiveness, or even a work obsession that’s leading to burnout.

It can also be difficult to know what to say when you perceive that a high-achieving employee doesn’t have any weaknesses or anything they need to improve upon. Unfortunately, not every company has the capability for high-achieving employees to move upwards in their careers, and it can be difficult to set goals for them that don’t include something they’re already achieving.

As always, a performance review should be a conversation between you and your employee, so it’s important to have documentation of any areas that need improvement in case they don’t perceive their own weaknesses. You also need to make sure that you’re continuously challenging them, which is why it’s important to keep setting them new goals and milestones, even if your organization can’t move them upwards. Otherwise, you risk losing them to a new organization that promises that challenge.

Performance reviews with Profit.co

Profit.co’s performance management module allows HR administrators and managers to conduct customizable, detailed, and efficient performance reviews.

Profit.co supports two types of performance reviews- standard reviews, and affinity-based reviews.

Standard Reviews

Standard reviews- also called conversation and feedback reviews- allow HR administrators to customize a collection of open-ended questions answered by both managers and reviewed employees.

Affinity-Based Reviews

Affinity-based reviews are reliant on competency rating scales to help quantify employee skills and attributes.

Top Performance Review Phrases: In Summary

Managers need to keep in mind that all of their employees are individuals and have different beliefs, drives, and motivations. So, every performance conversation should be individualized to each employee to help them get the most out of their manager’s feedback. Managers need to avoid using meaningless cliché phrases and comparing their employees to their coworkers, as well as using the passive voice throughout the meeting and their performance reports.

In combination with those efforts, these performance review phrases will help you to elevate your performance conversations by ensuring that your employees get personalized and actionable feedback.

100 Performance Review Phrases and Comments for 2021 – Download PDF Here

Useful Phrases For Discussion And Debate In English / 2023

First of all I’d like to point out…

The main problem is…

The question of…

Speaking of…

What we have to decide is…

2. Enumeration of points

First of all, I’d like to say…

In addition to that…



Another example of this is..

First, second, third…


3. Expressing a personal opinion

It seems to me that…

I have the feeling that…

I feel that…

I’m absolutely convinced that…

You can take it from me that…

I think/don’t think that…

In my opinion,…

Well, if you ask me…

As I see it…

The way I see it, …

Personally, I believe/suppose/feel (that)…

I’m convinced that…

Expressing pros and cons

There are two sides to the question.

On the one hand…,on the other hand…

An argument for/ in favour of/ against if…

While admitting chúng tôi should not fornet that…

Some people think that…,others say that…

4. Expressing pros and cons

There are two sides to the question.

On the one hand…,on the other hand…

An argument for/ in favour of/ against if…

While admitting chúng tôi should not fornet that…

Some people think that…,others say that…

5. Expressing doubt

I’m not sure if…

I’m not convinced that…

I wonder if you realize that…

I doubt that.

I don’t agree with you about…

I can’t accept your view that…

I’m of a different opinion…

7. Expressing support

You’re quite right.

That’s a very important point.

You’ve got a good point there.

I couldn’t agree with you more.

You look the words right out of my mouth.

Giving reason

The reason for this is (that)…

I base my argument on…

I tell you all this because…

It would be more to the point if…

Come to the point.

That’s not the problem.

What we are discussing is…

…has nothing to do with my argument.

That’s not relevant.

Drawing conclusion and summing up

The obvious conclusion is…

Last but not least…

The only alternative (left) is…

The only possible solution/conclusion is…

Summing up, I’d like to say that…

In conclusion we can say that…

To cut a long story short,…

Just to give you the main points again,…

8. Keeping to the point 9. Filers in conversation (used only in speaking)


Ok/ All right, …

Well/ Well, anyway…

So/ So then,…

By the way,…

At any rate…Anyhow…

You know,…

What I mean is…

So…where was I saying? /where was I?

At the beginning of a sentence

I mean: This is, I mean, going to be challenging.

I guess: Well, I guess the problem is that I’m tired.

Kind of: This kind of makes sense

Adverbs such as “absolutely”, “actually”, “really”, “sure”, “seriously”: I mean, seriously, do you believe that?

In the middle of a sentence (usually)

Though: This is going to be hard, though. Right?: This is going to be easy, right?

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