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Effective performance reviews are key to employee engagement and can provide valuable feedback on skills and goals important to your business’ success. In this article, we discuss what a performance review is, common skills assessed during a performance review and examples of performance review phrases.
What is a performance review?
A performance review, also called a “performance evaluation” or “performance appraisal,” is an assessment where supervisors review an employee’s work performance. During the review, a supervisor identifies the employee’s strengths and weaknesses, sets goals and offers feedback for future performance. Many organizations conduct reviews annually while others have them quarterly, monthly or even weekly.
Performance reviews may help employers:
Give feedback to employees on their current performance and make organization expectations clear
Identify strengths and weaknesses of individual employees and teams as a whole
Help team members develop as employees and people
Allocate promotions or pay raises appropriately
Explain individual and organizational goals
Use it as a goal-setting opportunity
Effective performance review phrases
Many performance reviews are categorized by skills and goals with phrases that correlate to each category. The 12 common skills usually incorporated into performance reviews are listed below along with effective phrases for each skill
The phrases you use in a performance review impact its overall effectiveness. An effective review should discuss an employee’s strengths and areas of improvement in a way that is constructive and motivating. Depending on what skills or goals you are evaluating, here is a list of common performance review phrases for each review skill:
Creativity is essential in the workplace for creative thinking and problem-solving. When you are giving a performance review, you may consider using phrases similar to these:
1. “Applies creative thinking to implement a vision for the company”2. “Continuously suggests new ideas in meetings and on projects”3. “Shows initiative with developing new ways of thinking to improve projects or company performance”
It is important that employees adapt to change and accept and comply with new processes. Here are some phrases that may apply to an employee’s adaptability:
3. “Willingly adjusts their schedule to be available when needed”4. “Quickly adapts to changes in the performance of required duties”5. “Responds well to change in various situations”
Communicating effectively with supervisors, colleagues and clients is essential throughout various industries. Here are phrases that you may use when you give your performance review:
6. “Effectively communicates with colleagues, supervisors, partners and customers”7. “Clearly communicates ideas and thoughts in team meetings and conferences”8. “Is a constructive communicator and is capable of discussing difficult issues effectively and to the point”
Employees should strive to be accountable for their work, own up to the mistakes they make and do their best to fix them as best they can. This saves time and displays an employee’s integrity. Here are some phrases that you may apply to a positive review of an individual’s accountability.
9. “Takes ownership in the company’s success and accepts responsibility for oneself and contribution as a team member”10. Admits mistakes and errors and informs others when unable to keep a commitment”
Attendance and reliability are important factors in evaluating individual performance because consistent attendance and punctuality are requirements at most workplaces. While considering your employee’s attendance and punctuality performance, you may write down these sample phrases:
11. “Exceeds expectations in arriving on time for work, including meetings and conferences”12. “Has good attendance and doesn’t violate the standard attendance policy”13. “He begins each day fully refreshed and prepared for any challenges”
It is essential that employees remain productive during work hours to contribute to the company’s goals. Productivity is also a good indicator of an employee’s engagement. Here are some phrases that you may consider when you give a performance review:
14. “Positively contributes to the overall performance of the company through consistent and high-quality work”15. “Continuously strives to improve profits, productivity and performance targets”16. “Shows strong time-management and organizational skills”
Providing effective feedback on performance reviews includes mentioning employee achievements. Here are some phrases that may help you recognize your employee’s achievements during their performance reviews:
17. “Sets well-thought-out goals and continuously strives to achieve them”18. “Improved xx by xx%”19. “Made an effective system to streamline xx work processes by doing xx”
Cooperation is important to evaluate because an employee should be willing to cooperate with their co-workers to make sure team-based projects and daily tasks are completed in a timely manner. When each person relies on input from others to complete a task, the workflow continues at a steady pace which can only be achieved through cooperation. Try considering these phrases when you give a performance review:
20. “Displays a cooperative spirit by performing xx task to contribute to xx project”21. “Promotes cooperation well to ensure colleagues work as a team to meet deadlines”
Coaching is the process of assisting employees to improve performance. Employees should be coachable so that they can perform at an appropriate level for their job role. Here are phrases that assess coaching and training ability:
22. “Accepts coaching in various job duties and applies training to improve xx ability”23. “Asks for more training when xx processes aren’t clear or understood”
Employees typically have an opportunity for improvement. It is important to give them specific feedback regarding those areas so they can develop a plan to improve their performance. These phrases identify common areas of improvement:
24. “Struggles to effectively overcome new challenges and find solutions to new issues”25. “Should work on developing and maintaining professional relationships”26. “Tends to focus more on what can’t be done instead of what can be done”
Good interpersonal skills combine multiple skills that are often prerequisites for many jobs. Here are some effective phrases tо use when you giving a performance review оn interpersonal skills:
27. “Works effectively within a team environment to achieve specific tasks or projects”28. “Develops constructive working relationships with internal and external stakeholders”29. “Is an effective team player as demonstrated by their willingness to help out and contribute as required”
Problem solving defines a problem to determine its cause, identifying possible solutions and choosing the correct solution. Here are problem-solving phrases that will make your employee aware of their abilities:
30. Displays the capability to independently solve complex problems”31. Breaks a problem down before analyzing it in a more detailed manner”32. Knows how to collaborate with others effectively to find solutions to problems”
100 Useful Performance Review Phrases
Employee performance reviews are key to offering helpful feedback to managers and employees.
But not knowing what to say or write can make the process downright painful — especially when you’re on a deadline.
If you do annual performance reviews, it’s important to get it right. This is key to boosting employee engagement.
In this post, we’ll share 100 of the most useful performance review phrases you can use during your next round of employee reviews.
If you’re a manager, these are great ways to communicate with your reports. If you’re an employee, these can work equally well for your self-evaluation.
That being said, let’s jump right in.
Why Worry About Phrasing for Your Performance Review?
Many of today’s performance reviews aren’t nearly as effective as they could be. Let me explain.
Fast Company reports that 74% of younger workers walk out of performance reviews unsure of what their managers actually think of their performance. Think about that!
This mirrors the fact that, according to our own research, 79% of employees don’t think their organization’s review process is all that good to begin with.
No matter how good your performance reviews are, you could almost certainly do better.
Effective Performance Review Phrases for Your Next performance Review
If you want more inspiration, these performance review examples are based off the book Effective Phrases for Performance Appraisals.
When you include these in your performance reviews, you’ll communicate positive and constructive feedback more clearly — which is exactly the kind of useful communication employees need.
Keep in mind that these are starter phrases and you should be specific when you’re writing any feedback for reviews.
READ MORE: 10 EXAMPLE PARAGRAPHS FOR PERFORMANCE REVIEWS
Performance Review Phrases Examples about Achievement
Creating a positive work environment and fostering positive attitudes start with acknowledging the achievements of your peers and subordinates. The following phrases could help with that:
Achieves optimal levels of performance and accomplishment with / for …
Provides strong evidence of [specific accomplishment]
Excels at developing programs / strategies that have delivered X results
Improved production by X% through [specific task]
Exceeded the original goal of X by X% through [specific task]
Performance Review Phrases Examples about
Administration
Whether you have a proper team or a one-person department whose job description entails looking after the administrative tasks, use the following phrases to evaluate their performance:
Continuously examines administrative effectiveness and seeks better procedures such as [tasks]
Develops successful administrative strategies such as [task] that led to [results]
Establishes effective systems for information retrieval through [task]
Improves administrative support systems through [task]
Keeps documents organized via [task] to avoid duplicate information
FREE DOWNLOAD: THE MANAGER’S HANDBOOK FOR EFFECTIVE PERFORMANCE MANAGEMENT
Performance Review Phrases Examples about
Coaching
The ability to coach and guide others says a lot about a leader. Here are some phrases that could potentially help you review that quality:
Shows a sincere interest in employees and the solutions to their problems
Lends support and guidance to employees by [task]
Uses sound coaching techniques to solve disciplinary problems
Provides continuous coaching
Is highly respected by employees for sharing concerns, problems, and opportunities
DOWNLOAD NOW: 3 HIGHLY EFFECTIVE TEMPLATES FOR PERFORMANCE REVIEWS
Performance Review Phrases Examples about
The ability to clearly communicate is a management skill that’s a must for every employee along the chain.
In reality, this is an umbrella term that includes oral, written, non-verbal, and listening skills.
Here are some useful phrases that could help you express your feedback regarding this area:
Effectively communicates expectations
Excels in facilitating group discussions
Keeps meetings action-oriented by task
Effectively communicates upward, downward, and laterally
Enforces company policies and values without creating negative reactions
Performance Review Phrases Examples about
Are your employees getting along and cooperating on projects? Is everyone being a model team player?
Use these phrases to report on these qualities:
Encourages collaboration with the team
Shares ideas and techniques
Builds strong relationships with others by [task]
Displays a harmonious and cooperative spirit by [task]
Gladly shares expertise
Performance Review Phrases Examples about
Creativity
Establishing a culture of out-of-box thinking can go a long way in ensuring business success – regardless of your industry.
Use these phrases to evaluate the creative-mindset of your employee/manager:
Seeks creative alternatives such as [examples] that drove [results]
Clever and imaginative when confronted with obstacles
Is continuously experimenting to drive [results]
Initiates and executes creative ideas such as [example]
Seeks new ideas and approaches
Performance Review Phrases Examples about Delegating
Are your managers doing a good enough job at delegating tasks and dividing the load? These phrases could help:
Empowers employees with the authority and resources to achieve X results
Helps employees gain visibility through [task]
Encourages employees to solve their own problems
Delegates to match personal strengths
Delegates with clearly defined responsibility and authority
READ MORE: THE BEGINNER’S GUIDE TO GREAT LEADERSHIP
Performance Review Phrases Examples about
Improvement
If your teams/individuals aren’t showing any improvement — whether in terms of hitting a KPI or how they interact with each other — you should be concerned.
Consider using these phrases to evaluate this area:
Develops continuous improvement methods
Conceives of totally new strategies
Continues to grow and improve
Devises improved means of accomplishing results
Is continuously planning for improvement
Performance Review Phrases Examples about
Innovation
Innovation, whether in terms of business strategies or coming up with a new product, is important if you want to keep your business relevant.
Here are some performance review phrases you can use to gauge the quality of innovative thinking in your employees:
Develops innovative strategies such as [example] …
Seeks innovative solutions
Fosters a curiosity for innovative possibilities
Promotes innovation by [example]
Performance Review Phrases Examples about
Interpersonal Skills
How are your employees working together as a team? Would you say that you are satisfied with the level of dependability in your workplace?
You can express your feedback through the following phrases:
Recognizes the needs of others and reaches out to lend a helping hand
Establishes effective working relationships
Generates synergy
Builds on mutual dependence and understanding
Promotes the company culture among peers
Performance Review Phrases Examples about
Learning Ability
The ability to learn new skills and grasp complex concepts is a necessary quality for successful teams.
To find out where you stand in this department, consider throwing in the following phrases to your reviews:
Displays an ability to learn rapidly and adapt quickly to changing situations
Shares learning experiences with peers
Promotes a learning culture
Committed to continuously learning through [example]
Responds quickly to new instructions, situations, methods, and procedures
Performance Review Phrases Examples about
Being able to manage a team is more than just giving pep talks and delegating tasks. It involves a whole lot of other things as well, such as supporting your team, making difficult discussions, and offering both positive and negative feedback.
Employees can use the following phrases to evaluate the management capabilities of their supervisors:
Provides team with support through [example]
Collaborates with individual team members to establish a development path
Holds employees accountable for their own results
Provides team with the resources needed to attain results
Provides support during periods of organizational change
READ MORE: THE SMART GUIDE TO PERFORMANCE REVIEWS
Planning
How good are your teams at planning ahead and looking at the big pictures?
Make sure that you evaluate this area properly by using the following phrases:
Develops workable action plans
Creates flexible plans to meet changing opportunities
Effectively puts plans into action
Excels in developing strategic alternatives
Formulates strategies, tactics, and action plans to drive X results
Potential
Managers need to realize the hidden potential of their subordinates and give credit where it’s due.
Here are a few phrases that could help you discover that potential in your company’s next performance review:
Is capable of distinguished performance in a higher-level position
Has reached the level for promotional consideration
Can handle bigger projects and assignments
Is enhancing growth potential through additional education and training
Problem-Solving
Not every employee is a problem-solver. It requires a combination of creative thinking, a proactive mindset, and the ability to remain calm under pressure.
You can use these performance review phrases to rate the problem-solving skills of your employees:
Displays a practical approach to solving problems
Develops creative solutions
Turns problems into opportunities
Effectively solves problems rather than symptoms
Is skilled in proposing optional solutions
READ MORE: 50 SELF-EVALUATION PHRASES FOR YOUR NEXT PERFORMANCE REVIEW
Performance Review Phrases Examples about
Productivity
At the end of the day, employee productivity is what REALLY impacts your bottom line. To make sure that everyone’s meeting the expectations, use these phrases to evaluate their performance:
Exceeds normal output standards
Continuously produces more than expected
Is an important contributor to the successes of the department
Makes a substantial contribution to the continued operation and growth of the organization
Consistently exceeds performance goals
READ MORE: 12 WAYS TECHNOLOGY CAN INCREASE PRODUCTIVITY
Performance Review Phrases Examples about Project Management
These apply mostly to supervisors who lead projects. But a few can also be used for evaluating the performance of certain employees who step up:
Completed X project with X results
Sets realistic timetables to keep projects on target
Is transparent with a project’s progress
Makes effective use of all available resources when given a project
Clearly establishes project goals and objectives
READ MORE: 10 WAYS TO MEET YOUR GOAL WITH EFFECTIVE TIME MANAGEMENT
Performance Review Phrases Examples about
Supervisory Skills
These apply only to managers and supervisors — not subordinates:
Gives consistent recognition to employees
Maintains a work situation which stimulates the growth of individual employees
Makes certain that employees have a clear understanding of their responsibilities
Is readily available for support to employees
Recognizes and deals with signs of employee burnout
DID YOU KNOW: ONLY 22% OF EMPLOYEES BELIEVE THEY ARE VERY TRANSPARENT, COMPARED WITH 40% OF MANAGERS?
Performance Review Phrases Examples about
Time is the most crucial resource for any professional.
Are your employees making full use of this immensely important resource? Use the following phrases to find out:
Consistently meets all deadlines
Prepares meeting agendas that are concise and time-saving
Keeps meetings on schedule
Respects the time of others
Makes effective use of discretionary time
Performance Review Phrases Examples about
Vision
Last, but not least, are your managers and their subordinates passionate enough towards achieving your company’s vision?
Use the following phrases to find out:
Excels in living the organization’s values
Promotes strong support of the company’s mission and vision
Is able to turn visions into actual action plans
Demonstrates an ability to transfer vision into execution
Excels in contributing to the company’s goals
Conclusion
These words mean nothing unless you attach specific examples and data to them.
Now you have the template and phrases to get started, it’s time to reevaluate your performance review process and make sure it’s truly effective.
When review cycles have a 12-month lag, it’s easy for managers to focus on what’s fresh in their minds.
But this brushes aside any positive or negative behavior that has gone unaddressed.
Lisa Mullen, Manager of Corporate Human Resources at Halogen Software, believes that the review process should be a year-round activity.
“Managers should take the opportunity to discuss and record milestones, accomplishments, successes, and challenges as they occur, when the details are fresh.”
Globoforce highlights the importance of crowdsourcing feedback:
80% of employees see crowdsourced feedback as more accurate
80% of peer-reviewed employees get a better understanding of their strengths and weaknesses
Employees want to be evaluated by people other than their direct managers, and multiple viewpoints allow you to get a better understanding of an employee’s performance.
That’s why you should use a tool like TINYpulse to keep a pulse on your employees and get comprehensive feedback from their peers, collaborators, and external stakeholders on an ongoing basis.
If you’re not sure what performance review process works for you, ask your employees!
Cindy from Wheelhouse DMG shares how she uses TINYpulse to crowdsource ideas to design their performance review process, which became a huge success for the company.
“And, the feedback we collected afterwards, after reviews were done, is ‘This is so much easier, much better lift,’ and the whole process felt better for everybody.”
—Cindy Larson, Director of People and Operations at Wheelhouse DMG
100 Performance Review Phrases And Comments For 2022 Profit.co
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.
Comparisons
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.
Achievements
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
Productivity
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
Leadership
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
What Are Some Good Skills To Put On A Resume? See 50+ Examples
In a second, you’ll see a list of the most universal skills to put on a resume. And you’ll be tempted to just copy-paste it into yours. Don’t. If you want your resume to land great interviews, your skills section has to fit the job opening like a glove AND differentiate you from the competition.
Spend 5 more minutes reading this article and you’ll learn:
Why you must absolutely nail your resume skills to get hired.
How to detect what skills employers look for and how to list them on your resume.
What job skills to put on a resume to land an interview.
50+ examples of skills for resumes.
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13 Top Skills to Include in your Resume
Some important soft and hard skills to include in the resume:
Problem solving
Adaptability
Time management
Organization
Oral communication
Leadership
Teamwork
Customer service
Computer skills
Sales and marketing
Reporting
Budgeting
That list above? Solid. But, again, it’s not about spraying random skills over your resume and hoping for the best. If you want results, show recruiters actual relevant skills. Read on to learn how to make the most of your abilities on your resume.
1. Soft Skills VS Hard Skills. What’s the difference?
‘Hard skills’ are transferable skills that can be acquired through practice, repetition, and education. Some examples are writing, reading, and coding. Hard skills are important because they increase a person’s productivity, efficiency and satisfaction in the workplace.
‘Soft skills’, on the other hand, are skills tied with a person’s personality and are not easily transferable. Soft skills enable people to perform well in their environment. Some examples are: social skills, communication skills, and adaptability.
Problem-solving
Adaptability
Time management
Organization
Oral communication
Collaboration
Written communication
Negotiation
Conflict resolution
According to an iCIMS study, these are the top soft skills for fresh graduates:
Adaptability
Oral communication
Problem-solving
Collaboration
Written communication
Computer skills (e.g. HTML, Java, Analytics, MS Office)
Data analysis (e.g. data mining, data crunching, database management)
Marketing (e.g. SEO, SEM, CRO, CMS)
Project management (e.g. SCRUM, PRINCE2)
Mobile and Web Development (e.g. iOS, Android)
Accounting
Languages
Driving licenses
Touch typing
Writing and editing
Machinery operation
Most skills on the hard skills list are job-specific. However, some are also transferable. For example, knowledge of foreign languages is a good skill that may come in handy in various professional contexts. So are project management and MS Office skills.
In this day and age, a huge portion of hard skills can be labeled as technical skills. This is reflected in the findings of a recent LinkedIn survey, where the top hard skills were identified as:
Cloud and Distributed Computing
Statistical Analysis and Data Mining
Middleware and Integration Software
Web Architecture and Development Framework
UI Design
Software Revision Control Systems
Data Presentation
SEO/SEM Marketing
Mobile Development
Network and Information Security
Expert Hint: Do NOT put obsolete skills on your resume. dBase or Lotus Symphony will not impress anybody. They’ll only make you look like you’re a tech-dinosaur.
Top 10 Personal Qualities Employers are Looking For
Professionalism
Drive
Enthusiasm
Confidence
Creativity
Transparency
Perseverance
Honesty
Strong work ethic
Open-mindedness
2. The Most Important Thing You Need to Know About Listing Skills on a Resume
The strength of your resume depends on your professional and personal skills.
But-
If you can easily find a list of top ten skills that employers want, so can the other 250+ candidates.
You must be smarter.
It’s not about putting any skills in the skills section of a resume.
And it’s not about listing only the top skills either (so forget mindless copy-pasting.)
It’s about tailoring your entire resume and including key skills that are relevant to the position.
In other words-
You must know how to cherry-pick and present the skills that will:
Get you past the ATS screening.
Draw the recruiter’s attention for longer than 7 seconds.
Land you the interview.
Get you the job.
And this is exactly what you will learn in the following sections.
3. How to Identify the *Right* Skills
There’s only one rule: make your resume relevant in each and every way.
Don’t limit your skills to a resume skills list. Sprinkle your entire resume with key skills and qualities relevant to the position.
1. Start by identifying the skills employers look for
First off, you need to find the right job offer-one that matches your professional interests and experience level.
The ad below is for a personal banker.
Delivers exceptional customer experience by acting with a customer first attitude
Ability to make personal connections, engage customers and always be courteous and professional in a team environment and proactively collaborates with others to help customers
Exudes confidence with clients when sharing product knowledge and solutions
Partnering with your branch team and Specialists to connect them to experts who can help with specialized financial needs
Strong desire and ability to influence, educate and connect customers to technology
Professional, thorough and organized with strong follow-up skills
Excellent interpersonal communication skills
Engage and partner with team members and other LOBs to offer most appropriate products
Ability to learn products, services and procedures quickly and accurately; delivers solutions that make our One Chase products work together
Now-
The phrases in highlights are what the ATS (Applicant Tracking System) will look for on your resume.
2. Describe your professional skills in terms of achievements
The next step is to blend your professional skills into your resume experience section.
Do it in an expert way.
How?
Use the resume keywords you see in the job ad. Don’t paraphrase them too much-ATSs are smart, but not smart enough.
And remember-
Your goal is not just to get through the ATS scan, but to wow the recruiter with your achievements. That’s why you must justify your skills with numbers.
Learn this simple equation by heart:
Skills + Numbers = Achievements
Here’s an example to illustrate what I mean:
Delivered exceptional customer experience by displaying a customer first attitude. Consistently scored 90% and above in customer satisfaction surveys.
Made personal connections with 50+ customers to help them with specialized financial needs and partnered with the branch team to better identify cross-sale opportunities. Over 80% of referred prospects converted into clients.
Gained expert knowledge of 20+ banking products and solutions in the first 3 months.
Educated 50+ customers about the bank’s technological solutions, e.g. online banking apps for stock exchange tracking and trading, and VIOP transactions. 70% became regular users
3. Go through your job description and the job ad again
Here’s the thing:
Your job description is full of job-related skills and keywords. But you can still give your best skills more prominence.
Create a dedicated resume skills section.
If you extract the essence from the job description above, you’ll end up with the following list of skills:
Customer service
Rapport-building
Communication
Collaboration/teamwork
Problem-solving/analytical skills
Sales
Product knowledge
Mentoring/teaching
Tech-savvy
These are the best skills to put on a resume for a personal banker.
Why?
They’re relevant to the position you’re applying for. They are your best skills. And they’re exactly what employers look for.
Now-
Revisit the job posting to make sure you didn’t miss any important skills the employer expects.
Double-check if you’re using the right skills and experience keywords.
After all, collaboration and teamwork are synonyms. But if the job posting calls this skill teamwork, stick to it.
Remember: the ATS is smart. But not too smart.
If the list of skills on your resume seems longish (more than 10 bullets), you can split it into two categories: soft skills list and hard skills list.
You’ll find more information on different types of skills for a resume in the last section.
Expert Hint: Employers start to pay more attention to candidates’ soft skills than hard skills. Mainly because soft skills cannot be easily taught. It’s part of the so-called hiring for attitude approach.
4. Include additional skills for extra value
At this point, your job description and skills sections are brimming with job-related skills.
Which doesn’t mean there isn’t room for more.
Consult the list of top ten skills for a resume at the top of the page. See if there are any you could put on your resume.
Let’s assume you’d benefit from adding such skills as adaptability and organization.
Remember:
It’s best to place your key skills throughout your entire resume.
So-
How about tuning up your resume summary a bit? See this example:
Adaptable and well-organized personal banker with 10+ years of experience. Eager to take on new professional challenges at JP Morgan Chase. Thanks to excellent communication and follow-up skills diversified the client portfolio by adding 20+ high net-worth individuals. Increased the branch revenue by 30% in Q4 2018.
Mind you-
The skills you put on a resume can’t be random or just there.
You only have one or two pages, six seconds of the recruiter’s attention, and 250+ candidates to beat-there’s simply no room for anything accidental.
5. What if there’s no job posting?
To send your application documents without a job offer, follow the same procedure.
Identifying desirable key skills is crucial. Always.
The only thing that changes is where you look for those skills.
Here’s a couple of ideas:
1. Take a long hard look at yourself, and come up with a master list of your professional skills.
For one thing, you’ll see what you can offer the employer. For another, it will be easier to judge if you’re a good fit for the position.
2. Find job offers for similar positions from other employers.
It’s likely other employers have the same expectations about the strengths candidates put on their resumes.
3. Look up other job offers from your employer of choice.
Get to know what they expect from candidates. Note all the skills they find desirable.
4. Visit the company’s website.
Learn its values and culture. Watch out for keywords to describe your core qualifications, key professional and personal skills.
5. Check out related LinkedIn profiles.
Look at the people who already work in the company and those who hold similar positions elsewhere. Pay attention to the job skills they list on their profiles.
6. Pepper your resume with all the skills you’ve learned about.
Use them to prepare your resume objective or resume summary, resume profile, job description, key skills list, and other resume sections.
The ResumeLab builder is more than looks. Get specific content to boost your chances of getting the job. Add job descriptions, bullet points, and skills. Easy. Improve your resume in our resume builder now.
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3. What to Omit
By now you realize only the relevant skills count. And you know how to list these skills on your resume.
But there’s more to it.
When your resume is filled with skills and qualities sought after by the employer, and your key skills section has 20+ items-
It’s time to separate the wheat from the chaff.
There’s one problem, though.
The task may seem impossible when every skill feels relevant.
Here’s what to do.
Once you’re done-
Get rid of all the skills you only have a basic grasp of.
Why?
Have you heard of the so-called presenter’s paradox?
In short:
Listing low-ranking skills does NOT add any value to your resume.
More than that-
So if you feel like some of your technical skills or computer skills are basic, keep them to yourself.
It takes value from it.
Let your resume highlight your best professional side.
Expert Hint: ” Do cover letters matter?” We’ve asked over 200 recruiters, hiring managers, and HR professionals, and they told us that 83% of the time a great cover letter can help you get the interview even if your resume isn’t good enough.
Double your impact with a matching resume and cover letter combo. Use our cover letter builder and make your application documents pop out.
Key Points
CREATE YOUR COVER LETTER NOW When listing job skills on your resume, remember:
The skills you put on a resume are important for the ATS and recruiters alike.
You must always tailor your resume skills to a particular job offer.
If you’re sending a general application to a company, your skills must also be relevant.
Your resume should only list your top skills. Leave out the ones you only have a basic grasp of.
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