What to say in a performance review as an employee

If we’re going to be honest, performance reviews feel like they’re a trip to the principal’s office and a first date all rolled into one. 

You feel unsure of what you should say, how it’s going to go, and whether you’re going to emerge with positive feedback.

You’ve imagined the conversation and rehearsed your responses to the supposed constructive feedback you’ll get, and even in your head, you’re trying not to sound like you Googled: ‘What to say in a performance review’ (even though you absolutely did). 

The good news for you: we know how you can have a great annual performance review, and we’re willing to share both our tips and a little bit of humor.  Bring that positive attitude, and let’s get you some help. 

First: What should you prepare for your performance review?

Employee performance reviews can be the backbone of your professional development if you know how to handle yourself during one and work with your manager to create a positive review. 

The biggest issue during these reviews tends to be bad communication skills. People who normally have no trouble speaking up for themselves amongst their team members suddenly don’t know how to promote themselves during a review meeting. 

Getting ideas on paper

We believe this happens because you place too much pressure on saying the right thing. To overcome this, spend some time making a list of what you would like to discuss during the meeting. Here are some ideas to get you going.

Personal contribution to the team

• How have you contributed to a positive team environment during the review period? Need proof? What about the Clappy Kudos, or the team congrats you were sent on Slack?
• How did you contribute to team performance? Always on top of your task in standup meetings? Use those as evidence of your contribution.
• What role do you play in your team? Are you the guy (or gal) that always has everyone’s birthdays sorted, or the one running surveys to find out what the team needs, or do you just love keeping up everyone’s spirits?
• What role did you play during team discussions about important tasks, projects, and outstanding deadlines?

Innovation, problem solving, and creativity

• Did you come up with any innovative ideas or creative solutions that made things easier for your team or earned the company extra revenue?
• Did you display good problem-solving skills during challenging work tasks or team projects?

Quality of work

• Can you confidently say you produced high-quality work? If so, why?  If you’re not confident about this, why?
• Did you meet all the performance targets set for you? Where did you excel, and where did you struggle?

Leadership skills

• Have you displayed leadership skills? I.e., Are you actively getting the best out of others by leading and guiding them?
• Have you taken any opportunities to coach or mentor quieter team members?

Communication skills

• What is your communication style, and how does it affect your team members, customers, and superiors?
• Have you received any constructive criticism about the clarity of your verbal or written communication?
• Can you deliver constructive feedback in a balanced, calm, and upbuilding way?

This is not an exhaustive list, but it’s a pretty good one to get the creative juices flowing. When you answer these questions, don’t bother spending too much time on them. Jot down keywords and notes for how you’ll prove your assertions. 

Now, if you want to get into your manager's head, and find out what he/she will be preparing, check this out 👉 75 effective Performance Review Phrases examples in 2025.

Example of a good performance review (a.k.a. not sounding awkward)

Performance review examples are helpful because they teach you what performance review phrases to use without sounding awkward. Most people have a hard time promoting themselves and what they’ve done during the review period. They feel perhaps they will be seen as arrogant or boastful.

If you’re in this space, think about this - the review process is specifically designed for you and your manager to discuss what went well, and what needs work. Not contributing because you’re worried about how it comes across will not help you have a good performance review. Here is an example of what a good review sounds like.

Good performance review

For the purposes of our discussion, we’ll concentrate on your side of the conversation, which can feel a little lopsided, but you’ll get the idea. 

When asked by your manager to discuss how you did this review period:

‘This review period, I’ve had some interesting ups and downs (signalling you’re giving balanced feedback). Taking on my new role as customer service manager has been good for my professional growth, but it was more challenging than I anticipated (opening the way for further input from your manager). 

The thing I’m most proud of during this review period is how I’ve created a collaborative environment (a positive way of putting forward achievements). This is something I wanted to implement for years, and my goal was to make a positive impact when I’m in a leadership position. 

I also wanted my team to be free to come up with innovative solutions, and to do this, I had to work on removing obstacles in their path. I implemented surveys in Slack immediately to find out what they need, and also daily standups to help them remove blockers. This created a positive team dynamic. 

The team's objectives were to reduce customer service bottlenecks by 50%. We worked on a few initiatives and reduced them by 75%. This has boosted everyone’s morale.’

Ok, like we said, you’ll get the idea. Use positive language, showcasing your accomplishments with facts, and also provide constructive feedback on any challenges you faced. 

But I had a rough year - now what?

We’re really sorry you didn’t have the greatest year, but before you start clearing out your desk and looking for other employment, take a deep breath. Let’s put things into perspective. Yes, this will be a difficult review meeting, but it doesn’t have to end badly. 

You still need to prepare

You may not want to think about the kind of year you’ve had, but we’re encouraging you to go through our list above and jot down your ideas anyway. Why? The chances are that you’re focused on one or two aspects of your role that didn’t go well, but have forgotten about other ways you contributed. 

The performance review process is about balance, and employee feedback should be as well. Dig deep to find the things that went well so that you can take a proactive approach in your review meeting. What does this look like?

Instead of waiting for your manager to bring up poor performance, or give constructive criticism about how you conduct team meetings, or any other thing you felt didn’t go well, get ahead of the game by providing balanced feedback. 

What should this sound like?

‘This review period has been especially challenging for me. I have not seen the kinds of progress that I greatly desired (acknowledge your ability to track progress and complete tasks). Some of the reasons for the situation are XXX (share the reasons you’ve identified - try not to justify, blame, or reason it away, but make an honest evaluation of the situation if you can).

On reflection, I have identified where I can improve immediately, by taking these actions XXX (shows that you have considered the situation and are willing to take responsibility for improvement). Some of these actions I can address on my own, and others I need help with. The ones I need help with are XXX (ask for resources, coaching, training, or managerial intervention).  

The main thing is to stay honest, balanced in your feedback, and be proactive in finding solutions. You’ll be okay. Everyone has at least one rough review in their career, so it’s not a deal breaker. 

Bringing it all together

A performance evaluation gathers specific feedback that helps you channel your efforts into the right things. Managers run performance review meetings because they are concerned with the team’s success, so this is a good opportunity for you to contribute to these discussions with a positive attitude. 

Prepare for the discussion by working through our list of questions, reading the examples of a positive review, and learning how to deal with a review when you’ve had a rough year. By doing this, you’ll be prepared, without overdoing it, and you’ll be able to practice active listening while your manager shares their performance review comments. 

We hope you have a fantastic review meeting, feel confident and motivated, and are ready to take on new skills and new challenges. And just think, you won’t have to Google ‘what to say in a performance review’ again, because you’ve got this one!