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Managing people / Performance review phrases for leadership: 24 examples by rating and by skill (2026)

Performance review phrases for leadership: 24 examples by rating and by skill (2026)

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Free. Not legal or HR advice.

Short answer

Performance review phrases for leadership should say what the person did for their team, with one real example each. The phrases below do this at three levels, matched to the rating.

Last checked: . Written and tested by Pro Skill Packs: how we test.

24 phrases you can copy

Twenty-four phrases for leadership: 12 by rating, and 12 more by skill. Each has a gap for a real example. Rewrite the wording to sound like you.

Jump to: By ratingDelegating and developing othersDecisions and directionHandling pressure and conflict

Exceeds what the role needs

  • Gives people clear goals and checks in regularly: for example, [THE TEAM GOAL].
  • Gives feedback that is specific and timely: for example, [THE OCCASION].
  • Holds regular one-to-ones that people value: for example, [WHAT TEAM MEMBERS SAID].
  • Deals with problems in the team early and directly: for example, [THE CASE].

Meets what the role needs

  • Sets goals with the team and reviews them: [THE GOALS].
  • Holds one-to-ones as planned: [HOW OFTEN].
  • Is approachable: team members bring problems to them: for example, [THE CASE].
  • Recognises good work in the team: for example, [THE CASE].

Below what the role needs

  • One-to-ones have been cancelled or skipped: [NUMBER] times in [PERIOD].
  • Feedback to team members has come late or not at all: for example, [THE CASE].
  • Team members have said they are unsure what is expected of them: for example, [WHAT WAS SAID].
  • Difficult conversations have been put off: for example, [THE MATTER].

More examples, by situation

Delegating and developing others

  • ExceedsHands over tasks with a clear goal and a date, then lets people do them: for example, [TASK AND WHO TOOK IT].
  • MeetsGives work to the right people and checks progress at agreed points: for example, [PROJECT].
  • BelowKeeps tasks that others could do, which leaves less time for planning: for example, [TASK]. I would like to agree what to hand over.
  • ExceedsHelped [NAME] take on [NEW RESPONSIBILITY] by [WHAT THEY DID TO SUPPORT THEM].

Decisions and direction

  • ExceedsMakes decisions on time and explains the reasons to the team: for example, [DECISION AND HOW IT WAS EXPLAINED].
  • MeetsDecides when needed and tells the team what was decided: for example, [DECISION].
  • BelowDecisions have sometimes come late, and the team waited for direction: for example, [DECISION AND THE DELAY].
  • BelowChanges in direction were not always explained, so the team was unsure why: for example, [CHANGE AND WHEN].

Handling pressure and conflict

  • ExceedsStays clear about priorities when the workload rises, and tells the team what can wait: for example, [BUSY PERIOD].
  • MeetsSpeaks to both sides when two team members disagree and agrees the next step: for example, [THE CASE].
  • BelowUnder pressure, instructions to the team have changed several times in a day: for example, [DATES AND WHAT CHANGED].
  • ExceedsRaised a risk to senior managers early, with options attached: for example, [THE RISK AND THE OPTIONS].

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The same text as this page, in one file, with the gaps ready to fill in.

How to use these

  1. Pick the phrase that matches what you saw.
  2. Replace every [BRACKET] with a real fact: a date, a number or the name of the piece of work.
  3. If you cannot think of an example, leave the phrase out.
  4. Read the finished review once as the person who will receive it.

What to avoid

  • Do not write "natural leader" or "lacks presence". Write what happened: "Held one-to-ones as planned: [HOW OFTEN]."
  • Judge how they lead, not who they are. Describe what the team could do because of it.
  • Do not mention a team member by name unless that person knows and is happy for you to.

The law in many places protects people from unfair treatment linked to things like age, disability, sex, race, religion or belief, sexual orientation, pregnancy and maternity. Do not mention these in a review, and do not guess at them.

Official pages. Not legal or HR advice. If a formal step, a warning, a pay dispute or a complaint is involved, stop and speak to HR first.

UK readers: the free Acas helpline is on its contact page. US readers: see the EEOC page and your employer's HR team.

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What the full kit adds

This page shows 12 of them. The kit has the rest, and the files you fill in.

The start page of the kit: Performance review phrases
$9, one price

Performance review phrases: what to write for every rating

297 plain phrases for a review, at three levels, with five outlines to fill in and wording for the hard parts. Each phrase has a gap for a real example.

What is in it

  • All 297 phrases: 9 areas at 3 levels each (this page shows 12 of them)
  • 5 review outlines in Word (strong, steady, struggling, new starter, self-review) and 3 finished examples
  • Wording for the hard parts: a rating lower than expected, no pay rise, an early talk about expectations
  • Words to avoid, with what to write instead, and a 16-point checklist before sending

$9, one price, no subscription. 30-day refund. Works with no AI.

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How do I write a performance review for someone who manages people?

Look at what their team did, not only what they did themselves. Use one real example for each point: how they set goals, how they gave feedback, and how they handled a hard moment. Ask the team for facts you can name.

What are good leadership skills to put in a review?

Clear goals, regular feedback, fair decisions, handing over work, and handling conflict. Choose the ones the role needs and give one example of each.

Is a leadership review different from other reviews?

It uses the same steps, but look at the effect on the team: how the person sets direction, develops people and handles conflict. Use real examples from the period.

Questions people ask

Do these suit people who do not manage anyone?

Some do. The leading-others area is written for people who lead a team or look after someone else's work. For others, use the teamwork or initiative areas.

How do I show a leadership gap without a label?

Count and name it, for example "One-to-ones have been cancelled or skipped: [NUMBER] times in [PERIOD]." Then say what would change it.

What do I do with the [BRACKETS]?

Replace each one with a real fact: a date, a number or the name of the piece of work. If you cannot think of an example, leave the phrase out.

How many phrases are in the full kit?

297, in nine areas at three levels each. This page shows only a few of them.

Is this legal or HR advice?

No. It is general wording. If a formal step, a warning, a pay dispute or a complaint is involved, stop and speak to HR first. In the UK, Acas explains the steps.

More

General wording, not legal or HR advice. For anything formal, speak to HR. In the UK, Acas explains the steps. Official pages read 5 October 2026.

Sources