66 team building activities to bring your team together (and have fun!)

teamwork task list

Team building activities can make all the difference when it comes to job satisfaction , employee engagement and organizational success . But even with the best intentions, it’s not sufficient to simply bring a group of people together. Effective team building activities can help your group feel more connected and able to collaborate more effectively .

But how do you choose the right activity, and where do you get started when trying to encourage team bonding or alignement? We're here to help with this collection of simple and effective team building activities!

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Building a highly effective team takes effort , consideration, and the deployment of a thoughtful group process . Remember that teams are composed of relationships between people and all relationships need care and attention. The team-building activities below are a great place to start!

That said, some employees may bristle or cringe at the mention of team building activities, and with good reason. Done badly, team building at work can be frustrating , unproductive, or a waste of time for all involved . 

We’ve put together a collection of proven team-building activities, games, and exercises that cover everything from communication and collaboration to alignment and vision . 

Whether you’re working in a small team or as part of a large organization, taking the time to develop your team and enable everyone in your group to do their best work is time well spent. Let’s take a look!

What are team building activities? 

Team building is an activity or process designed to help build connections between members of a team, create lasting bonds, and enable better teamwork and working practices.

Team building activities might include running team games and activities, holding group discussions, hosting away days, or simply doing things together as a team. They key is that the exercise is designed to bring your team together in a fun and engaging way.

teamwork task list

What is the main purpose of a team building activity? 

The main purpose of any team-building activity is on improving some aspects of how a team works together while bringing everyone together in a shared experience .

This might include working on communication, collaboration, alignment, team values, motivation, and anything else that can enable a group to work together more effectively. It might also include resolving conflicts, sharing skills, or simply bringing your group together in a shared experience.

Broadly speaking, any team building effort should be designed to help bring team members closer or find ways to first define and then move towards your shared goals as a group .

As Forbes notes , team building is “most important investment you can make for your people.” On this point, it’s worth noting that team building doesn’t just happen during the activity and so being purposeful your choice of exercise is important.

The best team building activities hold space for building connections in a way that spills over into day-to-day work and creates lasting bonds. It’s not enough to throw your team into an escape room or scavenger hunt without first thinking about why or how this will benefit your team!

After you’ve chosen some engaging team building activities, it’s time to design a complete process that will engage your team while achieving your desired outcomes.

SessionLab makes it easy to build a complete team building agenda in minutes . Start by dragging and dropping blocks, add activity timings and adjust your session flow to create an effective session.

teamwork task list

What are the main types of team building activities?

Team building activities are games and exercises that help a group collaborate on a shared goal, discuss important issues constructively, share in a fun experience or find better ways of working together.

These activities can take forms – from quick and funny games you use in your regular meeting, or the may be part of a larger process or team development workshop.

Being purposeful and knowing the objective of your session means you can choose an activity accordingly. Sometimes, your team will come together because they have problems to solve, or you might just want to have fun and celebrate your wins. Pick the right activity for the right time to ensure your team is onboard and ready to engage!

Here are the main categories of team building activity that you might want to use with your team. We’ve made it easy to get started with the right activity for your team by including the length of each game, how many participants can play and how hard it is to run alongside clear instructions.

Team building activities for employees

Starting the team building process can be difficult, especially if you’re working with a new team who don’t yet know each other well. The activities in this section are focused on helping teams and employees get to know each other better and start to develop bonds and trust.

Even if your team has been around a while, learning more about one another and building deeper bonds is useful for both team cohesion and group happiness. These are also great activities to use when trying to improve employee engagement and company culture – any organization is only as strong as the bonds between its people!

Try these team building games for work to encourage conversation and break the ice – especially if you’re working with a remote team who might not be in the office together.

3 Question Mingle

Conversation is often the best starting point when it comes to team building, but without structure, it can be difficult for groups to get moving. In 3 Question Mingle, each team member writes three questions on sticky notes and then has a one minute meeting with another person. They each ask another one question and then trade those post-its. Invite the group to move around the room asking questions in pairs and swapping questions afterwards. 

Not only does this team building activity help an entire team get to know each other, but it also invites the group to ask the questions they want to ask. By combining structure with self direction, you can get your team building workshop off to the right start! Bonus points for adding those sticky notes to a memory wall for later reflection!

3 Question Mingle   #hyperisland   #team   #get-to-know   An activity to support a group to get to know each other through a set of questions that they create themselves. The activity gets participants moving around and meeting each other one-on-one. It’s useful in the early stages of team development and/or for groups to reconnect with each other after a period of time apart.

9 Dimensions Team Building Activity

Building better team relationships and improving group dynamics often means sharing something about ourselves and finding space to discuss and be honest. In this team building exercise, give each team member a set of red, green, yellow and blue dots alongside the 9 dimensions you’ll be looking at. Each participant puts a dot on each dimension based on whether they believe they’re crushing it or need to do more work. 

By sharing some of their 9 dimensions, your team gets to surface things they’re proud of, as well as those that need work. You’ll explore what your group is aligned on in the debriefing section and then move forward together as a team.

9 Dimensions Team Building Activity   #icebreaker   #teambuilding   #team   #remote-friendly   9 Dimensions is a powerful activity designed to build relationships and trust among team members. There are 2 variations of this icebreaker. The first version is for teams who want to get to know each other better. The second version is for teams who want to explore how they are working together as a team.

Awareness Circle

Getting to know people is easier for some members of a group than it is for others. While extroverts can start chatting to new team members with ease, introverts may find it more difficult to bond with their team and create meaningful team bonds.

In this activity, you’ll encourage a group to get to know each other without speaking and show that everyone in a team has a connection. Another great takeaway from this activity is to take note of the diversity (or lack thereof) in the room and consider this as a point for future team development. 

Awareness Circle   #teampedia   #team   #icebreaker   #opening   This activity helps participants to get-to-know each other without saying a word.

Break the Ice with The Four Quadrants Activity

Sometimes pictures are better than words when it comes to helping a team get to know one another. Creative games like this one can also be especially effective at helping introverts or distanced teams share with the group.

Start by handing out sheets of paper and inviting each participant to draw a 2×2 grid and pose four questions to the group. Each team member draws their answer in one of the grid squares and once the time limit is up, invite the group to share. If you’re looking for a fun game that encourages creative thinking while being visual and memorable, look no further! 

Break the Ice with The Four Quadrants Activity   #team   #icebreaker   #get-to-know   #teambuilding   The Four Quadrants is a tried and true team building activity to break the ice with a group or team. It is EASY to prep for and set up. It can be MODIFIED to work with any group and/or topic (just change the questions). It is FUN, COLORFUL and works every time!

Just One Lie

Not all team building games need to reinvent the wheel. Particularly with new teams or groups that aren’t used to team building, keeping it simple with a tried and tested method can be your best bet.

Just One Lie is adapted from the well-known icebreaker two truths and a lie, though encourages participants to mingle and share lots of facts about themselves with one another – great for breaking the ice and getting to know one another too!

Just One Lie   #icebreaker   #energiser   #team   #get-to-know   This method is adapted from the well-known icebreaker ‘Two Truths And A Lie’  to create an activity that you could return to throughout a meeting.

Both groups and individuals go through many twists, turns and changes throughout their life. At its best, team building not only helps create better teams but allows time for reflection and deeper sharing between participants.

With Life Map, encourage your group to draw or create a collage of their life story they can then share with the team. This kind of deeper getting to know your exercise can really help bring a team together and allow for meaningful self-reflection too! 

Life map   #team   #teampedia   #icebreaker   #get-to-know   With this activity the participants get to know each other on a deeper level.

Personal Presentation

Team building is all about building trust and openness between teammates. Sharing personal experiences and enlarging the social aspects of the group with presentations not only allows everyone to get to know each other but also encourages team development skills too.

For this team building method, ask each participant to prepare a presentation including three things that have shaped who they are as a person. Encourage creative thinking by asking teams to use simple drawings and words to visualize their presentation too.

Personal Presentations   #hyperisland   #team   A simple exercise in which each participant prepares a personal presentation of him/herself sharing several important experiences, events, people or stories that contributed to shaping him or her as an individual. The purpose of personal presentations is to support each participant in getting to know each other as individuals and to build trust and openness in a group by enlarging the social arena.

Passions Tic Tac Toe

Helping employees get to know each other more deeply and connect beyond the scope of their job roles is a great space to explore with a team building exercise. In this activity, your entire team fills in a 3×3 grid with a passion or core value in each of the boxes. Then, ask your group to mingle and compare passions.

When someone finds a match, they each sign for the other person in that square of the grid. Declare your first winner as the person who gets three passions in a row. This team building exercise works well for remote workers and is a great way for your entire team to get to know each other a little better.

Passions Tic Tac Toe   #get-to-know   #values   #icebreaker   #thiagi   This simple game that explores the concepts from these two quotations: “Passion is energy. Feel the power that comes from focusing on what excites you”. —Oprah Winfrey. “Getting to know someone else involves curiosity about where they have come from, who they are.” —Penelope Lively, novelist

Quick team building activities

Team building doesn’t have to take all day. While running dedicated team workshops like a team canvas workshop can have a profound effect on team dynamics, you can also run team building exercises in as little as 5-10 minutes.

In this section, we’ll share some effective yet quick team building activities you might use to warm-up your group or inject some team building into the start of a meeting or event.

Best and Worst

Teambuilding activities are often at their most effective when you ignite the passions of everyone in a group and bring up talking points that enable people to share something of themselves with the team.

Best and Worst asks each participant to ask one question about the best and worst thing they want to learn from the group. For example, “What’s the best recipe you know?” or “What’s the worst injury you’ve ever had?” After putting all the questions in a hat and choosing a random pair, invite the group to share their answers and related stories.

Best and Worst   #teampedia   #get-to-know   #opening   #icebreaker   #team   This activity could easily break the ice at the beginning of a workshop, enabling participants to get to know each other in a fast process.

Group Order

Supporting the get-to-know process at the start of a session or with a new team can be as simple as asking participants to group themselves together based on what they know about each other and inviting them to find out what they don’t.

This activity requires nothing more than getting your group together in a room and asking them to line themselves up in an order based on a criterion such as distance from home to the workplace, birth date in the calendar year or number of different countries visited. You’ll be surprised at how easy it is to get people talking and sharing when in pursuit of a common goal.

Group Order   #get-to-know   #energiser   #icebreaker   #thiagi   #team   This is an energizing activity that helps members of a group get to know each other, network, and recognize what they have in common.

Happiness Exercise

Good teams know how to appreciate one another and share joyful, happy experiences. When a new team is getting to know each other, using an exercise that encourages the sharing of positive stories and experiences not only allows people to connect but also builds a positive atmosphere in the room.

You might also use this team building activity at work or with a more established team. If your team has been going through a challenging period, it can be transformational to share things that make everyone happy and defuse stress or tension as a team.

Happiness exercise   #teambuilding   #icebreaker   #warm up   #remote-friendly   This exercise is a simple application of the principles of Appreciative Inquiry.

Name Juggling

Working with new teams means having new names to learn. Team building starts with getting to know everyone, but how can we make this more fun and dynamic than simple introductions?

In this get to know you game, start by having everyone stand in a circle and introduce themselves by name. Introduce a ball and have people state someone’s name before throwing the ball to that person. That person thanks the person who passed the ball by name before then passing the ball on to someone else. Once people get comfortable, spice things up by introducing more balls and trying to keep them in the air!

Name Juggling   #teampedia   #icebreaker   #energiser   #get-to-know   #team   Name Juggling is another variation of a try-to-learn-everyone’s-name but the game guarantees high energy level as well as some strategic thinking.

Finding you have things in common with other team members is one of the cornerstones of effective teamwork and communication. While conversation games or other team building activities might ask for an in-depth approach, Open Fist helps teams bond with a simple, effective activity.

Sharing little known facts about ourselves can help teams be more cohesive and by limiting the number of shared facts to the amount of fingers on a hand, this quick team building activity can fit into an agenda with ease.

Open Fist   #get-to-know   #icebreaker   #thiagi   #team   Teams work better when they find things in common. Stronger teams reduce turnover, increase pleasant interactions, and improve productivity.

Cross the Circle

Finding common ground and shared experiences across a diverse group is what team building is all about. In this playful team building activity, participants are encouraged to cross the circle in response to questions posed by a person in the middle.

For example, “Cross through the circle if you have worked here more than 5 years.” or “Cross through the circle if you can play an instrument.” After each stage, a new person gets to pose a question and your team gets to know one another and their commonalities in a simple, effective way.

Cross the Circle   #teambuilding   #get-to-know   #energiser   #team   #thiagi   This activity provides a playful way for participants to find commonalities among themselves.

This fast-paced exercise is fun but gently challenging game that helps create focus and presence in a group. Get started by getting your team into a circle and ask them to move a clap around the room quickly by having two members clap at the same time.

By asking your group to synchronize and move quickly, sync claps is a fun way to energize the room and help your group feel more connected.

Sync Claps   #hyperisland   #energiser   This circle exercise is simple, but challenging and very effective for generating focus and alignment in a group. Participants stand in a circle and send a clap around the circle. Each clap involves two members of the group clapping their hands at the same time. The group tries to move the clap around the circle faster and faster with as much synchronization as possible. The exercise gets even more challenging when the “double clap” is introduced and the clap can change direction.

Fun team building activities

In an increasingly stressful environment of deadlines and meetings, it’s worth remembering the value of joy, play and simply have fun as a team.

Injecting fun and laughter into your team building event is effective on many levels. We often recommend starting a session with one of these activities, as they can help set a more relaxed and personable tone in an instant.

We’ve also found that some of the more memorable moments of our sessions have come out of these kinds of activities. It’s lovely to have something funny to reference in future meetings too!

Bringing team members out of their shells and loosening them up with a funny game can also help prevent existing hierarchies or team structures from affecting the team building session. 

You can also use these funny team building activities to kick off your session, or when the energy levels drop and you need to get your team re-engaged for the team workshop ahead. Let’s take a look.

Having fun and energizing your team is a great way to kick off your team building event. Bang is a simple and effective game that encourages quick reactions and fun – perfect for both new and established teams to play together! 

Start by electing a sheriff and having the rest of the group stand in a circle around them. The sheriff spins around and points at one person in the circle and says “bang!” That person then crouches as quickly as possible. The two people on either side of the person crouching must quickly point at each other and shout the other’s name. Whoever does not react quickly enough is eliminated. Try using this one at the beginning of a team building event to really loosen up the group!

Bang   #hyperisland   #energiser   Bang is a group game, played in a circle, where participants must react quickly or face elimination. One person stands in the middle of the circle as “the sheriff”, pointing at other players who must quickly crouch while those on either side of them quickly “draw”. A good activity to generate laughter in a group. It can also help with name-learning for groups getting to know each other.


Creating a secret handshake was something many of us did as kids. This team building activity taps into that same sense of creativity and also encourages team members to get to know each other while sharing and building on their handshake in pairs. By moving between pairs and teaching others the steps of your handshake, this also helps create group closeness and cohesion. We love team building activities or office games that encourage people to bring a little of themselves to the table and Build-a-Shake is a great example of that!  

Build-a-Shake   #teampedia   #energiser   #get-to-know   #opening   #team   How to introduce yourself in a fun, creative way? Build a handshake!

Simple tasks that require team focus, cohesion, and awareness are great for any group working on team building. In Count Up, a team has to come together and count up to twenty with their eyes closed and without any other communication. People cannot say more than one number at a time, and if two people speak at the same time, the group must start over. 

Though it seems simple, this team building exercise can really demonstrate the power of effective teamwork and is a great opener for a team building workshop. 

Count Up   #hyperisland   #team   #energiser   #remote-friendly   In this short exercise, a group must count up to a certain number, taking turns in a random order, with no two people speaking at the same time. The task is simple, however, it takes focus, calm and awareness to succeed. The exercise is effective to generate calm and focused collective energy in a group.

Follow the Leader

When performing online team building, simple activities are often the best strategy in ensuring participation and removing frustration. Follow the Leader is a great team building energiser suitable for online and offline teams.

In virtual settings, put Zoom into gallery view and invite people to perform an action in the frame of their screen that other participants have to follow. Being a little silly is encouraged and this team building exercise often results in laughter and energy as a result! 

Follow the Follower   #zoom   #virtual   #physical   #teambuilding   #connection   #energiser   #opening   #remote-friendly   #ericamarxcoaching   One person is designated as the leader.  Others copy exactly how the leader moves.  The leader calls on a new person to be the leader, and so on. Follow the follower variation is when the leading gets passed to the entire group and no single person is leading.

Portrait Gallery

Creative team building activities are great for breaking the ice or energising a team via play. In Portrait Gallery, you and your team will collaboratively create portraits of everyone in the group and have a fun, electric set of portraits to display afterward.

Start by splitting your group into two teams. Team B will draw portraits of Team A, though every 10-15 seconds, they’ll pass their current drawing to the next person to continue. By the end of this team building game, you’ll have a set of eclectic portraits for everyone in the group and have broken the ice significantly too! 

Portrait Gallery   #hyperisland   #team   #icebreaker   The Portrait Gallery is an energetic and fun icebreaker game that gets participants interacting by having the group collaboratively draw portraits of each member. The activity builds a sense of group because it results with each participant having a portrait drawn of him/herself by the other members of the group together. It also has a very colourful visual outcome: the set of portraits which can be posted in the space.

Fun team building games are a great way to start any group development process, and they’re even better if they energize the team too! Snowball is a great activity for getting people out of their seats and moving around while also breaking the ice. 

Start by asking a question relevant to your group and ask each participant to write an answer on a piece of paper. Once that’s done, invite everyone to crumple their paper and come to the centre of the room to have a snowball fight! After a few minutes, ask everyone to keep a snowball and find the person who wrote the answer. Not only does this team building exercise invite energy into the room, but it encourages people to get to know each other too.

Snowball   #get-to-know   #opening   #energiser   #teambuilding   #team   This is a great activity to get people up and moving around in a playful way while still learning about each other. It can be related to any topic and be played at any time during the group’s life.

Celebrity Party

You’ve likely played the game where you stick the name of a random celebrity on your head while then asking questions to help you guess who it is. (Or at least seen a film where someone else does it!) It’s simple, but it absolutely works when you want to break the ice or just generate some laughter and conversation.

This classic team building game is a great way to warm up large groups, encouraging mingling and have fun too. Ask participants to be creative, keep it light and not to give hints and you have all the makings of an effective team building exercise.

Celebrity Party   #teampedia   #icebreaker   #communication   #diversity   #team   #action   Great activity to help people warm up in a new environment.

Non-verbal improv

Whether you’re working with remote teams or co-located groups, having fun when you get together should never be undervalued. We love simple games that are also ways to begin conversations about how we’d like to work together more effectively.

This improv game is easy to touch and is a great way to build team connections while raising some smiles. Start by preparing some actions on post-it notes, such as drinking a glass of water or eating pasta. Next, invite participants to mime the action without speaking. Include more difficult and amusing scenarios to challenge the group and create some funny opportunities for team connection!

Non-verbal improv   #improv game   #energiser   #fun   #remote-friendly   An improv game where participants must use non-verbal communication and actions to communicate a phrase or an idea to other players. A fun game that’s a great way to open a discussion on better communication!

Rock, Paper, Scissors (Tournament)

Encouraging team members to play and have fun is an often overlooked aspect of building better teams. Play is an inherently human activity, and by doing this as a team, we can start to see ourselves as more than just a group of people who work together.

In this version of Rock, Paper, Scissors, large groups pair off until only two players remain for a final showdown. We love that losing players become fans of the winners and cheer them on. This is a quick and easy team game that can build excitement and get the group ready for deeper team building activities to come!

Rock, Paper, Scissors (Tournament)   #energiser   #warm up   #remote-friendly   This is a fun and loud energiser based on the well-known “Rock, Paper, Scissor” game – with a twist: the losing players become the fan of the winners as the winner advances to the next round. This goes on until a final showdown with two large cheering crowds! It can be played with adults of all levels as well as kids and it always works! 

Fun team building activities often ask the group to let go of their inhibitions and find space to be playful and silly. This game from Hyper Island encourages the group to perform some loud, exuberant moves to emulate our favourite historical raiders – the Vikings.

You might use this activity during a longer workshop or meeting to energize a group and create a memorable moment with your team. For bonus points, have a group photographer capture those moments and put them on a history wall for reflection later!

The Viking   #hyperisland   #energiser   In this group game, players stand in a circle and perform a series of loud physical moves, passing from one person to the next. When a player hesitates or makes a mistake, he or she is eliminated and the game continues. The game generates laughter and playfulness in the group.

Wink Murder

We love team building exercises that include space for friendly competition and laughter. Wink murder is a variation on a classic party game that asks every team member to try and catch the wink assassin, whose job it is to eliminate the other players by winking at them without being caught.

We especially like the fact this game makes team members to use creative thinking while playing. Run multiple rounds with extra rules such as adding an accomplice to spice things up and have even more fun!

Wink Murder   #icebreaker   #energizer   #group game   #team   #teambuilding   A fun energizer where one player must try and eliminate the rest of the team by winking – all without being caught.

teamwork task list

Corporate team building activities

Running team building games in the office can be a great way to finish up the week, onboard new team members or just boost employee engagement.

While all of the activities in this post are suitable for the office, the team building games in this section are especially effective in a corporate environment where some team members may need some coaxing or you want to gently introduce important topics.

Try these activities if you want to add an opportunity for your team to bond during a corporate training session, all-hands or other office event.

Appreciations Exercise

Office trivia can be fun, but you know what’s better? Taking a moment to appreciate each team member and uplift everyone in the group.

This method is designed to help everyone in a group receive appreciative feedback on their strengths from others. Start by sitting the group in a circle and having each participant write their name on a piece of paper and pass it to the person on their left. Each person writes down what they have most valued about the person whose name is on the sheet before passing it along.

At the end, share these appreciations and celebrate everyone in the group! You might even include this activity during a happy hour to truly celebrate one another!

Appreciations Exercise   #team   #appreciation   #self esteem   #remote-friendly   When you hear about your strengths from others and acknowledge them to yourself, this builds your motivation and self-confidence. If you do this at the end of a workshop, you go away feeling good about yourself and your colleagues too.

Cover Story

Bringing an activity that encourages creative thinking and imagination can be an effective method for getting team mates involved at your next corporate event. In this game, small groups create a magazine cover with your team on it and add headlines and taglines that show the best possible version of your team.

By defining the ideal future state for the organization your group can see what actions they might take today while also creating a fun and useful artefact for the team. Use as many sheets of paper as you need!

Cover Story   #gamestorming   #idea generation   #organizational development   #vision   #strategy   Cover Story is a game about pure imagination. The purpose is to think expansively around an ideal future state for the organization; it’s an exercise in visioning. The object of the game is to suspend all disbelief and envision a future state that is so stellar that it landed your organization on the cover of a well-known magazine

Coat of Arms

Even established teams have more to learn about one another. A corporate team building activity is a great time to encourage groups to go deeper and share who they are as a team.

In Coat of Arms, each team member begins by drawing a personal coat of arms and then sharing it with a partner. The partner interprets the coat of arms and then presents it to the rest of the group. This kind of getting to know you activity taps into group creativity and is a fun way of helping your team bond. 

Coat of Arms   #teambuilding   #opening   #icebreaker   #team   #get-to-know   #thiagi   Coat of Arms exercise provides a way for participants to introduce themselves and their colleagues, particularly for groups who think they already know each other very well. Almost invariably participants discover something about their colleagues of which they previously had no idea. Occasionally this revelation has an immediate and direct application to another participant’s current project or challenge.Because this activity forces people to use drawings rather than words, it is particularly useful as a dual-purpose introductory exercise in training sessions that deal with such topics as innovation, creativity, and problem-solving.

My Favourite Manager

Leaders and managers can be a deciding factor in creating a great company culture and employee happiness. In this game, get started by bringing your team together to discuss their favourite and least favourite managers.

This corporate team building activity is great at creating a safe space to discuss management styles and create empathy between teams. You’ll often find team members can shift their perspective, learn something about how they relate to their leaders and have fun too!

My Favourite Manager   #management   #leadership   #thiagi   #teamwork   #remote-friendly   Participants work individually, assuming the roles of three different people and brainstorming their perceptions of three most favourite managers and three least favourite managers. Later, they work with a partner (and still later, in teams) to prepare a list of dos and don’t-s for improving employees’ perception of a manager’s style.

Who are you? The Pirate Ship exercise

Explore team roles and responsibilities in a lighthearted manner is a great way to spend time during an office event.

In this simple but powerful team building exercise, share the image of the crew of a pirate ship. Next, invite participants to reflect on who they most identify with on the ship. Who is the captain? Who is looking out for land or maintaining the deck? By reflecting together around a fun premise, you can encourage meaningful discussions with your grop.

Who are you? The pirate ship exercise (dinámica del barco pirata)   #team alignment   #team   #remote-friendly   #teamwork   #warm up   #icebreaker   This an easy but powerful exercise to open a meeting or session and get participants to reflect on their attitudes or feelings about a topic, in the organization, team, or in the project.

History Map

Building effective teams is often a process of ideation, reflection and iteration over time. Sometimes, it’s easy to lose sight of just how much a team or organization has grown. With this corporate team building activity, invite your group to reflect and build on their collective experience with a memory wall that collects moments over a fixed period of time.

It’s a great way of reinforcing major takeaways, celebrating the highlights and creating a sense of closure and progress. By also encouraging the creation of a shared visual resource, History Map also enables creativity and a sense of fun that can provide the perfect end to a project or working session. 

History Map   #hyperisland   #team   #review   #remote-friendly   The main purpose of this activity is to remind and reflect on what group members or participants have been through and to create a collective experience and shared story. Every individual will gain a shared idea of what the group has been through together. Use this exercise at the end of a project or program as a way to reinforce learnings, celebrate highlights and create closure.

Birds of a Feather

It’s not uncommon for teams to naturally form sub-groups with common characteristics. This exercise effectively shows how consciously creating more diverse groups can make teams more resilient and productive.

Get started by giving each team member an index card with a single letter on it. Then ask people to form a group of five people as quickly as possible without any further instructions. Next, ask the groups to form the longest word possible from their cards. It will quickly become apparent that the best way to win the game is with a team that has diverse cards.

This simple game is a great introduction to a wider conversation about diversity or inclusion. As always, debrief learnings and invite deeper conversation in the group to make this activity a success.

Birds of a Feather   #teamwork   #diversity   #team   #creativity   #thiagi   Participants naturally want to form groups with common characteristics. This exercise illustrates how diverse groups have access to more resources and provide a greater variety of solutions. Each person is given an index card with a letter on it, and then asked to form a group of five people. Participants assume that they should get into groups with others who have the same letter. However, when the facilitator asks them to form the longest word possible with the letter cards, they realize that it would have been more beneficial to have created a diverse group.

Corporate meetings can sometimes be heavy going, but they don’t need to be. In this fun teambuilding game, encourage your group to loosen up while working together to solve a puzzle that involves their bodies!

Start by getting your team members into groups of 7-12 people. Ask each group to stand in a circle, close their eyes and then link hands with two other people in the circle. Next, ask each group to work to untangle the human knot they have created without breaking the chain. This is a really fun game that requires clear communication, collaboration and a little flexibility too!

Human Knot   A physical-participation disentanglement puzzle that helps a group learn how to work together (self-organize) and can be used to illustrate the difference between self-organization and command-control management or simply as a get-to-know-you icebreaker. Standing in a circle, group members reach across to connect hands with different people. The group then tries to unravel the “human knot” by unthreading their bodies without letting go of each other people’s hands. As a management-awareness game to illustrate required change in behavior and leadership on a management level (e.g., illustrate the change from ‘task-oriented’ management towards ‘goal/value-oriented’ management).

Team building activities for small groups

Team work doesn’t always come naturally, and effective team collaboration needs attention, reflection and work in order to happen. It’s not enough to just assume your team members will be able to work together efficiently: all teams can benefit from a strategic and well-thought approach to how they communicate and collaborate.

Whether you’re having a team away day or using methods expressly designed to improve collaboration and communication in small groups, you’ll find inspiration in the activities here!

These team building games are helpful whether you’re trying to solve miscommunication or collaboration issues, or just want to strengthen your company culture or communication skills in small groups.

Conflict Responses

It’s important to remember that every team is made up of individuals and sometimes, conflicts or disagreements can arise. While its regular working practice to disagree, our responses to conflict and how we deal with them when they arise are in our control and can be improved.

In this exercise, reflect on previous conflicts as a team and collectively create a set of guidelines to use in the future. Resolving issues effectively is a massive part of team collaboration, and by including all team members in this process you can get more meaningful results too.

Conflict Responses   #hyperisland   #team   #issue resolution   A workshop for a team to reflect on past conflicts, and use them to generate guidelines for effective conflict handling. The workshop uses the Thomas-Killman model of conflict responses to frame a reflective discussion. Use it to open up a discussion around conflict with a team.

Heard, Seen, Respected

Team empathy is a vital ingredient of good team work though whatever the size of your organization, it can sometimes be difficult to walk in the shoes of others and see things from other perspectives.

Heard, Seen, Respected is a team building activity designed to help participants practice deeper empathy for colleagues and build the kinds of bonds and working practices that can improve team collaboration. By inviting participants to notice patterns in the stories shared and find common takeaways, it’s a great way to get everyone involved on the same page and improve communication skills too.

Heard, Seen, Respected (HSR)   #issue analysis   #empathy   #communication   #liberating structures   #remote-friendly   You can foster the empathetic capacity of participants to “walk in the shoes” of others. Many situations do not have immediate answers or clear resolutions. Recognizing these situations and responding with empathy can improve the “cultural climate” and build trust among group members. HSR helps individuals learn to respond in ways that do not overpromise or overcontrol. It helps members of a group notice unwanted patterns and work together on shifting to more productive interactions. Participants experience the practice of more compassion and the benefits it engenders.

Myers-Briggs Team Reflection

One potential obstacle to effective team collaboration is when members of the group don’t fully understand one another. Team building activities for work that encourage participants to not only try and understand their colleagues but themselves can be especially helpful when helping a team be more cohesive.

In this activity, invite your group to first take a version of the Myers-Briggs personality test. Start by asking each team member to reflect on their own personality type before then moving towards small group discussion. 

When using this activity, it’s important to correctly frame the usage of the Myers-Briggs Type Indicator (MBTI) framework: This can be a useful framework to understand different communication preferences between people, but team members should not be labeled or put into boxes based on their self-reported preferences. 

Myers-Briggs Team Reflection   #team   #hyperisland   A workshop to explore personal traits and interpersonal relations using the Myers-Briggs personalities model. Use this tool to go deeper with your team to understand more about yourselves and each other on personal and professional levels.

Strength Building exercise

Exercises for team building come in many varieties. In this activity, the emphasis is on the team championing one another and increasing confidence, self esteem and mutual trust.

Start by asking team members to share an event where they accomplished something that made them feel good about themselves. The rest of the team chimes in to suggest two to three strengths they must have exhibited in order to achieve the accomplishment. Team collaboration often means helping others on the team achieve their best, and this activity helps the group uplift one another meaningfully and effectively.

Strength Building exercise   #team   #appreciation   #self esteem   #remote-friendly   People develop confidence and self esteem as they discover that their achievements and skills are valuable. This is an exercise for team building and for increasing self esteem and mutual trust.

Strength Envelopes

All members of a team have unique strengths, capabilities and working preferences. When working as a group, you can improve engagement and group workflow by having each participant utilize their strengths and do work that interests them the most.

With this team building activity, ask participants to write their name on an envelope and invite other members of their team to spend a few minutes writing down strength statements for that person. Place these in the envelope and pass them along so at the end of the session, each person has a set full of strengths they can use as the basis for reflection. 

Strength Envelopes   #appreciation   #self-awareness   #feedback   #team   #thiagi   #teambuilding   #action   This activity helps working teams to discover and share individual strengths and to increase their engagement by structuring their jobs around these strengths. Suitable for people who work together (for example, members of an intact work team) organized into playgroups of 5 to 9 members.

Team of Two

Whether you work in a small startup or a multinational organisation, the reality is that a large part of your working day will be spent working in pairs and interacting on a one-to-one basis. Whether in-person, over email or on video chat, finding ways to work together more effectively is vital for effective teams.

Try this team building exercise to help empower your groups toward more effective communication skills and have more meaningful interpersonal relationships at work. As a member of a remote team, I’ve found this method to be personally useful time and time again.

Team of Two   #communication   #active listening   #issue analysis   #conflict resolution   #issue resolution   #remote-friendly   #team   Much of the business of an organisation takes place between pairs of people. These interactions can be positive and developing or frustrating and destructive. You can improve them using simple methods, providing people are willing to listen to each other. “Team of two” will work between secretaries and managers, managers and directors, consultants and clients or engineers working on a job together. It will even work between life partners.

What I Need From You (WINFY)

Some of the best team building activities focus on helping your group improve their teamwork skills and communicate and collaborate better as a team. A sometimes overlooked part of working as a team is clearly articulating what you need from other people and knowing how to ask for it.

What I Need From You is a team building method designed to help team members better articulate their core needs and be transparent with the group. This leads to a more cohesive team that works together with integrity and understanding.

What I Need From You (WINFY)   #issue analysis   #liberating structures   #team   #communication   #remote-friendly   People working in different functions and disciplines can quickly improve how they ask each other for what they need to be successful. You can mend misunderstandings or dissolve prejudices developed over time by demystifying what group members need in order to achieve common goals. Since participants articulate core needs to others and each person involved in the exchange is given the chance to respond, you boost clarity, integrity, and transparency while promoting cohesion and coordination across silos: you can put Humpty Dumpty back together again!

Team building games for problem solving

Teams often come together to solve collective problems as a group . Whether these are large projects or simply finding better ways to work together on a day-to-day basis, solving problems is something all teams should do – in or out of a conference room!

Improving problem solving skills with a game that asks for communication, collaboration and creative thinking is a wonderful way to bring everyone together. We love using these kinds of team building exercises to bring large groups together to solve a fun, simple problem.

By engaging team members in this way, they not only have fun, but they learn how to work together more effectively and reflect on how they can take that learning back to their day work.

In this section, we’ll look at team building exercises you can use to encourage creative thinking, build problem solving skills and teamwork in an experiential way!

Blind Square – Rope Game

Nothing energizes a team workshop like a seemingly simple problem that also gets everyone moving and engaged. In this team problem solving game, start by tying a length of rope into a circle and invite the participants to plan how to make the rope into a perfect square while blindfolded.

After planning time, team members is blindfolded and has ten minutes to form a perfect square. By debriefing afterwards, your group will find communication, planning and attention to detail are all important aspects of creative problem solving – all while having fun too!

Blind Square – Rope game   #teamwork   #communication   #teambuilding   #team   #energiser   #thiagi   #outdoor   This is an activity that I use in almost every teambuilding session I run–because it delivers results every time. I can take no credit for its invention since it has existed from long before my time, in various forms and with a variety of names (such as Blind Polygon). The activity can be frontloaded to focus on particular issues by changing a few parameters or altering the instructions.

Crocodile River

We love team building activities that challenge the group to work together in inventive ways and also help energize a workshop setting. Crocodile River is a team problem solving exercise that challenges team members to support one another physically as they look to move across a wide outdoor space and reach the finish line together.

By changing the setting and inviting problem solving and strategic thinking to solve a challenge, your group not only stretches their problem solving muscles but also works on team communication, leadership and cooperation. As with any more abstract team building game, be sure to debrief afterward for best results!

Crocodile River   #hyperisland   #team   #outdoor   A team-building activity in which a group is challenged to physically support one another in an endeavour to move from one end of a space to another. It requires working together creatively and strategically in order to solve a practical, physical problem. It tends to emphasize group communication, cooperation, leadership and membership, patience and problem-solving.

Classic team building games like Egg Drop offer tried and tested ways to encourage teams to solve problems together while improving the way they communicate. This game often generates a bunch of laughter and creative thinking too – how can we save this poor egg!

In this team problem solving activity, invite small groups to build a freestanding structure that can support the dropping of an egg from seven feet. Include some caveats and challenges to make it more difficult and encourage an even greater degree of team collaboration. Just make sure you bring a mop for afterwards!

Egg drop   #teampedia   #collaboration   #teamwork   #icebreaker   #team   This fun activity could be used as an icebreaker for people who have just met but it can be framed as a method that shows and fosters team communication, collaboration and strategic thinking as well.

Helium Stick

Bringing team members together with problem solving activities that also encourages play can perform multiple functions. Not only do you encourage teamwork and the building of various team skills but you can have fun and promote laughter too.

Helium Stick is an example of a simple team building game that does double duty by encouraging fun, physical activity while introducing and exploring some core team building concepts. Ask the group to lower a long pole to the ground while keeping all of their fingers in contact with the pole at all times – more difficult than it first appears!

Helium Stick   #teampedia   #team   #teamwork   #icebreaker   #energiser   A great and simple activity for fostering teamwork and problem solving with no setup beforehand.

Lego Challenge

Creating something is often the purpose of bringing your team members together. Tap into the engaging process of co-creation and collaboration with this team building game using LEGO.

Building on the concept of LEGO Serious Play, this exercise is a great way of encouraging play, out-of-the-box thinking and creative approaches to existing problems. Additionally, each team member has a secret assignment which increases the challenge and encourages finding inventive ways to cooperate effectively and achieve both personal and team goals. 

LEGO Challenge   #hyperisland   #team   A team-building activity in which groups must work together to build a structure out of LEGO, but each individual has a secret “assignment” which makes the collaborative process more challenging. It emphasizes group communication, leadership dynamics, conflict, cooperation, patience and problem solving strategy.

Marshmallow Challenge with Debriefing 

Real-life challenges are often time-sensitive and need to be considered thoughtfully and pragmatically. Team building activities for work are especially effective when they help create this same sense of urgency while encouraging team work.

In just eighteen minutes, groups must build the tallest free-standing structure out of materials including: spaghetti, tape, string, and one marshmallow, placing this last item on top. In this version of the team building game, there’s a debriefing section which encourages reflection on the roles of everyone in the team. 

Marshmallow challenge with debriefing   #teamwork   #team   #leadership   #collaboration   In eighteen minutes, teams must build the tallest free-standing structure out of 20 sticks of spaghetti, one yard of tape, one yard of string, and one marshmallow. The marshmallow needs to be on top. The Marshmallow Challenge was developed by Tom Wujec, who has done the activity with hundreds of groups around the world. Visit the Marshmallow Challenge website for more information. This version has an extra debriefing question added with sample questions focusing on roles within the team.

Getting outside and doing fun, physical activity can be a great way to bond teams and mix up a normal working routine. In this team problem solving game, participants are asked to work to make holes in a grid of string and rope that can safely and effectively accommodate everyone in the group getting through at once. Team members are not allowed to touch the string or rope and with diverse groups, the difficulty this presents makes for an interesting problem solving challenge for teams to solve. 

Spider web   #team   #teampedia   #warm up   #outdoor   #physical   This is an active team building game and requires participants to move about a lot and so can be also used as an energiser.

Stress Balls

At one point or another, most teams will be asked to perform effectively under pressure, whether that’s generated by internal or external stressors. By using team building games that help participants work together and communicate effectively even under difficult circumstances you can prepare your team members for almost anything!

Stress Balls is a fun game to help start exploring team resilience and problem solving under pressure, and it’s easy to run with large groups too! Start by simply passing a single ball around the room before adding more complex rules to help team members learn a valuable lesson about communication and teamwork!

Stress Balls   #energiser   #communication   #teamwork   #team   #thiagi   #action   #icebreaker   Understanding the importance of communication and teamwork is an important requirement for high performance teams of knowledge workers. This exercise is an effective energizer that requires communication and teamwork. Ask participants to form a circle and throw a ball around to simulate the movement of a message. Change different variables such as speed, quantity, and complexity to create a mess.

Scavenger Hunt

Activities that encourage groups to use teamwork and communication to achieve their goals are great ways to build team spirit. A classic scavenger hunt is a wonderful way to bring large groups together and have fun doing something a bit different!

Be sure to use office trivia, inside jokes or aspects of your company culture to inform this fun team building activity. You’ll find it much more effective if it’s tailored to your group. Bonus points if you can mix in activities that speak to the various departments or skillsets in the group during your scavenger hunt!

In the virtual-friendly version below, you’ll also find rules to help you run this activity with a remote team.

Virtual scavenger hunt   #energiser   #teambuilding   #remote-friendly   A fun team-building energiser that encourages groups to recreate the scavenger hunt experience in a fully remote environment! 


Team bonding activities

Mutual trust is a vital ingredient for any group of people working together, though it doesn’t always emerge organically. Taking the opportunity to build team bonds and create trust creates benefits for team connection, happiness and your company culture too!

While many of the fun team building activities above will bring your team together in some way, these methods are designed to expressly create better team bonds and build trust.

When working on improving team trust, we recommend being open about the goals of the exercise and encouraging the group to be honest . Being intentional during these activities can really help bring the group together!

Trust Battery

Great teamwork isn’t just about bringing a group of people together into the same space. Without honesty, openness, and trust, your team can’t collaborate effectively and can lead to frustration or frazzled relationships.

Trust Battery is a team building activity designed to help all members of your group reflect on their trust levels and rebuild those batteries with lower levels. By encouraging all members of a team to meaningfully reflect, you can enable better team collaboration and help your team feel closer and more cohesive too.

Trust Battery   #leadership   #teamwork   #team   #remote-friendly   This self-assessment activity allows you and your team members to reflect on the ‘trust battery’ they individually have towards each person on the team, and encourages focus on actions that can charge the depleted trust batteries.

Telling Our Stories

Everyone has a story to tell, though without a framework or guiding principles, surfacing those stories in a way that makes everyone feel safe and head can be tricky – especially for new teams. Team building activities that combine self reflection, sharing and structure are great for helping people to get to know each other deeply and build better bonds.

In Telling Our Stories, invite participants to reflect on childhood, young adulthood and today while answering questions on colored post-it notes. By sharing from the full gamut of our experiences, your team can get to know one another meaningfully and create trust too. 

Telling Our Stories   #hyperisland   #team   #teambuilding   To work effectively together team members need to build relations, show trust, and be open with each other. This method supports those things through a process of structured storytelling. Team members answer questions related to their childhood, young adulthood, and now; then weave them into a story to share with the rest of their team.

Better Connections

Great teamwork and collaboration is all about building stronger relationships and connections and this often means taking the time to see each other as more than just our job title. Once we get a fuller picture of who we are outside the office, everyone can feel more seen and understood. This is one of the cornerstones of team bonding and trust!

Encourage people who know each other the least to pair up and create space for meaningful reflection too – your team culture will thank you for it! It’s also a great way to improve communication skills and break down silos.

Better Connections   #interpersonal relationships   #teambuilding   #team   #connection   #thiagi   #get-to-know   We build a stronger relationship with people when we see them as human beings with whom we share similarities in terms of family and life situations. It is very difficult to form strong relationships with people about whom we know very little.We feel more connected to “full” people. For example, take John, the accountant. If I think of John as an accountant, I might put him into a box of what I think I know about accountants. I might not feel connected to accountants and will treat him accordingly. But when I think of John as a keen mountain climber and outdoor adventurer with two children, one of whom is graduating from university next month, then John becomes human to me, and I can feel connected to him.

Feedback: Current Strongest Impression

Giving and receiving feedback is a great team building activity that sees benefits long after your session. When we find ways to be more open with one another and say what we really think, the results can be transformative for any group.

This activity is a great one to bring to any event where you want to improve team bonding, as it creates a safe and simple way to start practicing more honest feedback. The next time you think about how to improve the way your team works together, think about whether you have a good feedback culture. The trust that good, open feedback can create is a fundamental part of any high performing team!

Feedback: Current Strongest Impression   #hyperisland   #skills   #feedback   Regular, effective feedback is one of the most important ingredients in building constructive relationships and thriving teams. Openness creates trust and trust creates more openness. Feedback exercises aim to support groups to build trust and openness and for individuals to gain self-awareness and insight. Feedback exercises should always be conducted with thoughtfulness and high awareness of group dynamics. This is a good first feedback exercise. It supports individuals to try out giving and receiving a very basic form of feedback in a safe way.

When a team doesn’t trust one another, the atmosphere and culture of a team suffers. Creating space to align and create a shared understanding of what trust means to your team is a great way to build team bonds and improve the way you all work together.

Start this activity by bringing together a set of trust cards containing characteristics, behaviours, attitudes, habits, values, and beliefs associated with trust in the workplace. Next, ask participants to create their own trust cards and move towards creating three core trust cards for your team.

By co-creating the output together, this team building activity is great for ensuring buy-in and creating long-lasting trust.

Trust   #thiagi   #issue analysis   #trust   One of the most important concepts in the workplace is trust. It affects performance, informal and formal relations, atmosphere of the workplace etc. With this activitiy you cn discover what one thinks about trust.

Translated Rant

Team building workshops are a great place to give your team room to have fun, vent and be honest with one another. Creating space for honesty while also building communication skills is the goal of this fun team building activity!

Split your group into pairs and have one person rant about a pet peeve for 60 seconds. Next, have the other person translate this rant while focusing on what the person really cares about. This kind of deep listening activity is fundamental to creating team trust, and sharing some of our annoyances in the group is great for building bonds too!

Translated Rant   #active listening   #emotions   #values   #trust   #conflict   #introductions   #opening   #connection   One person rants for 60 seconds. The second person translates their rant into what they care about and value.

teamwork task list

Team building exercises for purpose and alignment

Even the best teams can have differences of opinion and approach. While different viewpoints and perspectives are useful in many situations, it’s also vital that everyone is aligned on team purpose and vision.

Aligning on how the team will work together is an important part of helping the team be happy, productive and pulling in the same direction.

In this section, we’ll look at team work activities to help improve team alignment and get everyone working towards the same purpose. Let’s get started!

Alignment & Autonomy

Activities that help improve each member of your team work more effectively and feel empowered to operate autonomously can be great for improving employee happiness and productivity. If we feel aligned on the core purpose and goals of our team while also being given the space to work in the way that is right for us, we can boost employee engagement and job satisfaction too! 

In Alignment & Autonomy, invite participants to reflect on times when they felt aligned and autonomous versus non-aligned and non-autonomous. By sharing, reflecting, and then ideating on solutions, your whole group can move forward together.

Alignment & Autonomy   #team   #team alignment   #team effectiveness   #hyperisland   A workshop to support teams to reflect on and ultimately increase their alignment with purpose/goals and team member autonomy. Inspired by Peter Smith’s model of personal responsibility. Use this workshop to strengthen a culture of personal responsibility and build your team’s ability to adapt quickly and navigate change.

Engineering Your Team OS

When seeking to improve teamwork, it can be useful to think of your team as a system with complex, interlocking parts which may need a gradual refresh and redesign. This kind of abstraction can help prevent discussions from becoming too personal or difficult and ensure that your team alignment efforts are a success.

In this activity, your team designs an ideal working system by making aspirational statements and then methodically chooses a single statement to work towards ahead of the next meeting. By making positive changes incrementally, your team can achieve alignment and better working practices in a meaningful and sustainable manner. 

Engineering Your Team OS   #team   #hyperisland   This is designed to work as a standalone workshop or as a companion to the Team Self-Assessment tool . Using reflections and insights on your working process, your team will ‘update’ its operating system by making deliberate choices about how to work together. The goal is gradual development, not a radical shift. You will design an ideal-state for your team and slowly work towards that.

Generative Relationships STAR

Better working relationships start with shared reflection and the discovery and discussion of existing working patterns. This team alignment activity invites participants to assess their team along four vertices: Separateness, Tuning, Action and Reason and jointly shape next steps and future actions.

By including the whole team in the alignment process from start to finish, you can get meaningful buy-in and see real results! We love using this on an online whiteboard too. It can be a great way to help remote workers consider their inter-personal relationships!

Generative Relationships STAR   #team   #liberating structures   #teamwork   You can help a group of people understand how they work together and identify changes that they can make to improve group performance. All members of the group diagnose current relationship patterns and decide how to follow up with action steps together, without intermediaries. The STAR compass tool helps group members understand what makes their relationships more or less generative. The compass used in the initial diagnosis can also be used later to evaluate progress in developing relationships that are more generative.

Team Canvas Session

Team alignment isn’t always straightforward. The more large, complex or multi-discipline your team is, the trickier it can be to help the group mesh and understand their roles and responsibilities to the team and each other.

In Team Canvas Session, you and your team create a shared visual resource for understanding and articulating your goals, values and roles of your team. It can be used for general alignment, for onboarding new team members and even for defining the structure and purpose of a brand new team – simply recreate or download the team canvas and get started today!

Team Canvas Session   #team alignment   #teamwork   #conflict resolution   #feedback   #teambuilding   #team   #issue resolution   #remote-friendly   The Team Canvas is Business Model Canvas for teamwork. It is an effective technique to facilitate getting teams aligned about their goals, values and purposes, and help team members find their role on the team.

Team Self Assessment

All groups need to go through a period of reflection and self-assessment in order to grow. But without structure or a guiding framework, these discussions can become bogged down or unproductive. With this reflective team building activity, you can enable a thoughtful and thorough team self-assessment along six guiding dimensions.

Start with individual reflection before bringing everyone back together to debrief and see what you’re aligned on and what needs more work. By then narrowing these down to the most important elements, you can align and enable better co-working practices quickly and efficiently!

Team Self-Assessment   #team   #hyperisland   #remote-friendly   This is a structured process designed for teams to explore the way they work together. The tight structure supports team members to be open and honest in their assessment. After reflecting as individuals, the team builds a collective map which can serve as the basis for further discussions and actions. The assessment is based around 6 dimensions. Each one encouraging the team to reflect and analyse a different and crucial element of their behaviour.

Letter from the Future

Without a cohesive shared vision, teams can become unproductive or harbor frustration on team direction. By spending time with visioning activities, you can help everyone push in the same direction while still utilizing their unique talents.

In Letter from the Future, invite your team to imagine all the changes that might impact them in the next 5 years and write a letter back from that point. Ask your team to cover what’s been accomplished in those five years, and what kind of challenges and obstacles were overcome to make this happen. Remember to remind teams that good letters have a beginning, middle, and end and that they should read clearly – this will help during the sharing and debriefing section of this method!

Letter from the Future   #strategy   #vision   #thiagi   #team   #teamwork   Teams that fail to develop a shared vision of what they are all about and what they need to do suffer later on when team members start implementing the common mandate based on individual assumptions. To help teams get started on the right foot, here is a process for creating a shared vision.

Team Purpose & Culture

Defining your team’s purpose and culture is an integral part of team building. By clearly articulating why your team exists and how you will all work together to fulfill that purpose, you can align and bring focus to all the work you do. This team values and vision activity aims to create a shared visual resource that your team can refer to in the future.

It also uses wisdom from other successful organizations to help enable meaningful conversation and move from individual purpose statements to a single one for the whole team. If you’re looking for a complete process that can guide your team values and vision efforts, this method from Hyper Island is worth a try!

Team Purpose & Culture   #team   #hyperisland   #culture   #remote-friendly   This is an essential process designed to help teams define their purpose (why they exist) and their culture (how they work together to achieve that purpose). Defining these two things will help any team to be more focused and aligned. With support of tangible examples from other companies, the team members work as individuals and a group to codify the way they work together. The goal is a visual manifestation of both the purpose and culture that can be put up in the team’s work space.

Checkout and recap activities for your team building workshop

The process of team building and enabling a group to work together more effectively can be involved and exhaustive.

As with any group process or workshop, taking the time to reflect, recap and check out can ensure the lasting impact of what was covered in the session.

You’ll often find that finding time to close team building activities creates space for further employee engagement and reflection. Getting team members involved in choosing the next activity or coming up with a theme for the next round of office trivia!

In this section, we’ll take a look at some great team building activities for closing a session and for recapping the main learning points. Let’s dive in!

Check-in / Check-out

Ensuring everyone in a group is present, focused and committed to the work of a session is a vital ingredient in making a team building session a success. With this workshop method from Hyper Island, you can not only start and end your session the right way, but you can help everyone in your group be seen, heard and understood by the rest of the team.

This is especially useful with a remote team, where ensuring clear connection between team members who don’t share a physical office is especially important.

This activity also helps encourage reflection and brings the workshop to an effective close – be sure to give it a try!

Check-in / Check-out   #team   #opening   #closing   #hyperisland   #remote-friendly   Either checking-in or checking-out is a simple way for a team to open or close a process, symbolically and in a collaborative way. Checking-in/out invites each member in a group to be present, seen and heard, and to express a reflection or a feeling. Checking-in emphasizes presence, focus and group commitment; checking-out emphasizes reflection and symbolic closure.

The trip back from a team building event is a great place to share feedback and appreciate one another. Don’t have a bus? No worries! Create a few rows of chairs and simulate the experience for this reflective closing activity.

Once you’ve gotten the chairs of the bus set-up, ask participants to speak the person next to them and share: what they like about the other person, what they appreciate and what about the other person makes them happy. Speak for just 45 seconds each and then ask the group to switch seats.

Bus Trip   #feedback   #communication   #appreciation   #closing   #thiagi   #team   This is one of my favourite feedback games. I use Bus Trip at the end of a training session or a meeting, and I use it all the time. The game creates a massive amount of energy with lots of smiles, laughs, and sometimes even a teardrop or two.

One Breath Feedback

In particularly large teams, it can be tempting to forgo the closing activity or individual feedback steps just because it will take so long and it can be hard to maintain energy and interest. One Breath Feedback solves this problem by giving each participant the space of a single breath to check out and reflect on the session. By ensuring that everyone has room to speak and be heard while also placing a time limit on the reflection, you can cap off a team building workshop effectively and intelligently.

One breath feedback   #closing   #feedback   #action   This is a feedback round in just one breath that excels in maintaining attention: each participants is able to speak during just one breath … for most people that’s around 20 to 25 seconds … unless of course you’ve been a deep sea diver in which case you’ll be able to do it for longer.

Team building workshop templates

Building better teams often starts with designing an effective group process. Whether this takes the form of a workshop or meeting, you’ll want a balance of activities, ice breakers and reflective methods in order to help your group align and grow together.    

In this next section, we’ll take a look at some example processes with a complete workshop template you can use to get started. Let’s take a look.

Team development day for a new team

Helping new teams to bond and find a shared purpose and value system is often best achieved with a well designed group process. Try the team development day template when working with a brand new team or one which has seen large growth and is in need of development.

Here, you’ll find a complete one-day group process full of team building activities that can take a group from getting to know each other all the way through to defining their needs and making commitments. 

Team Development Day for a New Team
Emotional Culture Workshop

Good teams are empathetic and in touch with their emotions. Using the emotional culture deck , this workshop can be run in under 3 hours and helps your team define and improve working relationships and the emotional culture of your team.

Taking the time to articulate and define these items ensures that everyone in your group is seen, understood and valued, and that you have a shared language for moving forward.

Team Dynamics Workshop

Cohesive teams that work well together are those with an understanding about what makes a team and how it functions.

Support your team building activities with this half-day workshop template and guide your group through a process of understanding and building on the dynamics of working together. 

Team Dynamics Workshop Template

Team building sessions made easy

Designing an effective team building workshop means creating a balanced agenda of activities and group discussions while also keeping everything on time.

With SessionLab, you drag, drop and reorder blocks to build your agenda in minutes.

Your session timing adjusts automatically as you make changes and when you’re done, you can share a beautiful printout with your colleagues and participants.

Explore how teams use SessionLab to collaboratively design effective workshops and meetings or watch this five minute video to see the planner in action!

teamwork task list

Over to you

Enabling better teamwork and building stronger, more cohesive teams isn’t easy. Whether you’re running a team building day, team workshop, or simply adding some team building activities to your meetings, we hope that some of the methods above can help you and your group come together and do better work. 

Got a team workshop to plan? Check out our complete guide to workshop planning to make the process a breeze. Want to start creating your agenda quickly? Use a meeting or workshop template to save time designing or get inspiration.

Which of these team building activities is your favourite? Is there anything missing from the list above? Let us know in the comments! We’d love to hear about how we can all improve our team building efforts.

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Hey there, Thank you so much for sharing this interesting stuff ! I will share these ideas with my HR Departments. And I am sure this blog will be very interesting for me. Keep posting your ideas!

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All the training techniques have been well thought pit, planned and illustrated with tangible objectives which in itself is incredible to say the least. Have learnt so much which O shall incorporate and refine in my Workshops…Than you Team Session Lab

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cycle of workshop planning steps

Going from a mere idea to a workshop that delivers results for your clients can feel like a daunting task. In this piece, we will shine a light on all the work behind the scenes and help you learn how to plan a workshop from start to finish. On a good day, facilitation can feel like effortless magic, but that is mostly the result of backstage work, foresight, and a lot of careful planning. Read on to learn a step-by-step approach to breaking the process of planning a workshop into small, manageable chunks.  The flow starts with the first meeting with a client to define the purposes of a workshop.…

teamwork task list

How does learning work? A clever 9-year-old once told me: “I know I am learning something new when I am surprised.” The science of adult learning tells us that, in order to learn new skills (which, unsurprisingly, is harder for adults to do than kids) grown-ups need to first get into a specific headspace.  In a business, this approach is often employed in a training session where employees learn new skills or work on professional development. But how do you ensure your training is effective? In this guide, we'll explore how to create an effective training session plan and run engaging training sessions. As team leader, project manager, or consultant,…

teamwork task list

Effective online tools are a necessity for smooth and engaging virtual workshops and meetings. But how do you choose the right ones? Do you sometimes feel that the good old pen and paper or MS Office toolkit and email leaves you struggling to stay on top of managing and delivering your workshop? Fortunately, there are plenty of online tools to make your life easier when you need to facilitate a meeting and lead workshops. In this post, we’ll share our favorite online tools you can use to make your job as a facilitator easier. In fact, there are plenty of free online workshop tools and meeting facilitation software you can…

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  • 11 Benefits of teamwork in the workplac ...

11 Benefits of teamwork in the workplace (with examples)

Team Asana contributor image

Teamwork is one of the most important tools when it comes to organizational efficiency. Though we can all agree that teamwork is important, not everyone realizes just how impactful it is in the workplace. Teamwork in the workplace is when a group of individuals work together toward a collective goal in an efficient manner. When multiple people work together toward a common goal, your business can flourish. 

We’ve rounded up 11 top benefits of teamwork in the workplace, with examples throughout to help you better understand just how important teamwork is. Ready to work on teamwork? Let’s dive in.

What is teamwork?

Teamwork is the process of working collaboratively with a group of people to achieve a specific goal. It involves the combined efforts of individual members who bring their unique knowledge and skills to the table. Effective teamwork in the workplace relies on key components such as active listening and open communication, and ensures each person's input contributes towards reaching the team's goals.

Why is teamwork important?

Teamwork in the workplace is important because it supports an organization's operational efficiency. Strong team dynamics enable individual members to divide complex projects into manageable tasks, which enhance productivity and enable an organization to function more effectively. Moreover, successful teamwork creates a supportive network that can significantly enhance job satisfaction and employee morale.

Benefits of teamwork in the workplace

1. teamwork cultivates effective communication.

Effective teamwork in the workplace starts with solid communication . In order to work together—whether when ideating or working on a new project—you need to communicate to create cohesion and clear goals.

Teamwork cultivates effective communication

Communication starts by building camaraderie and team synergy . A great way to do this is by organizing team building activities. This could be a quick icebreaker at the beginning of a meeting or a whole day spent solving fictional problems with teammates. 

A successful team that demonstrates clear communication is more efficient and productive. Not to mention it creates an enjoyable work environment. 

Communication example: Daniella and Kabir are working on a project task together. Kabir is confused when reviewing the project notes so he messages Daniella to ask for help. They hop on a quick call and work through the problem together. By working as a team, they effectively communicated and were able to complete the task the same day. 

Tip: Take communication one step further by keeping tasks and collaboration in a shared digital space. That way, everyone can stay on the same page, no matter where they are.

 2. Teamwork improves brainstorming

Brainstorming is a powerful method that helps teams think outside of the box. It involves individuals working together by communicating ideas for a number of initiatives. These could include projects, processes, products, and services. 

Good teamwork means your team communicates and feels comfortable sharing their thoughts and ideas. Without teamwork, your brainstorming sessions could suffer, and, in turn, so could your team’s quality and performance. 

Ultimately, the success of brainstorming sessions relies on solid teamwork in the workplace. By investing time to foster trust and open communication, every individual’s potential can be maximized, benefiting the whole team. You can do this by connecting in a one on one setting regularly and encouraging team members to share their insights. 

Brainstorming example: Kat needs to come up with three design ideas for a new landing page. Instead of ideating by herself, she asks the team to join in on a brainstorming session. Since there are many team members sharing ideas, Kat receives more than enough ideas to get started. 

Tip: Check out 29 brainstorming techniques to help spark creativity within your team. 

3. Teamwork encourages a common goal

Having a common goal in mind is essential when it comes to prioritizing projects and new initiatives. With multiple team members working on individual tasks, a project goal helps keep deliverables aligned and ensures objectives are met. 

There are a number of ways you can communicate a goal in a way that both encourages teamwork in the workplace and promotes collaboration. These include:

Business case : A business case is a document that details the value of a project or initiative. This ensures each team member has the same starting point before diving into a project.

Team meeting: Meetings are a great way to get your team in one place to communicate expectations and work together. Having an initial meeting—as well as a post mortem meeting once the project is over—can help determine deliverables and ensure objectives were met. 

Timeline software : Timeline tools can help your team visualize the work you need to complete and how you’ll hit your project goals. Clarifying task due dates and dependencies unlocks teamwork and allows team members to thrive. 

Goal-oriented example: Kat is leading a meeting on a new process that’s being put into place. Kabir asks what the purpose of the process is. Kat explains that they’ll be adding a new tool to their scheduling process to automate some of the team’s work, like tedious and time consuming tasks. Now, the team understands the underlying goal.

Tip: Align tasks to goals using goal-setting software that helps you achieve progress and keeps team members on the right track every step of the way.

4. Teamwork in the workplace improves problem solving skills

Problems can be difficult to solve on your own. That’s why working together as a team can offer quicker and often more effective solutions. 

Teamwork improves problem solving skills

Not only does this help create an efficient process for problem solving, but using teamwork creates shared goals.

Problem solving example: Project manager Kat finds out there is an issue with image implementation that’s postponing the project launch date. Instead of trying to solve it alone, she enlists her team in a brainstorming session to come up with solutions. Because she asked her team for help, she was able to co-create a solution in just an hour, as opposed to what could have taken days by herself. 

Tip: Practice problem solving as a group by using team building activites to motivate your team members to feel confident in their solutions. 

5. Teamwork helps build trust

Trust in the workplace is something that is built over time. It takes transparent communication, one-on-one sessions, and support to build that trust with team members. 

A team that trusts each other feels comfortable communicating ideas, collaborating in the workplace , and growing individual strength. Not just that, but they also feel a sense of belonging within the group. 

The absence of teamwork in the workplace can lead to a breakdown in trust. This can result in team members feeling isolated and turning competitive, focusing on individual achievements over team success, which can undermine both morale and performance. 

Trust example: Ray has a task that’s overdue. His manager, Kabir, offers to sit down with him and offer support. Afterward, Ray feels relieved and has the confidence to complete the task. Next time he has an issue, he knows he can reach out to Kabir for support. 

Tip: Building teamwork in the workplace goes beyond the daily tasks; it's about connecting with your team members on a personal level. Figuring out what makes them unique is a great way to build trust over time. 

6. Teamwork improves company culture

Most companies strive for a good organizational culture , but it’s not as easy as having chats at the water cooler or a monthly pizza party. Company culture involves making your team members feel heard and empowered to do their best work while offering them work-life balance and an overall enjoyable work environment. 

To build culture, encourage camaraderie and teamwork in the workplace. Spending time with one another can help build this bond and, in turn, improve working relationships and the culture around the (virtual) office. 

Culture example: Kabir’s team has a huddle every Monday where they share what they did over the weekend and any upcoming projects for the week. Since they get to talk about both personal and work-related topics, the team enjoys their Monday meeting. In fact, communication and overall culture have improved since the team began meeting on Mondays. 

Tip: Build shared values by giving team members the opportunity to share the values they think are important. 

7. Teamwork creates efficiency

From communicating effectively to improving company culture, teamwork drives many benefits, including creating team efficiency . An efficient team works together to quickly manage problems and daily tasks. As a result, efficient teams use resources more effectively and reach their deliverables faster. When it comes to organizational growth, few strategies are as impactful as cultivating streamlined efficiency through teamwork in the workplace. Such cohesion is instrumental in fostering innovative solutions while maintaining consistent quality.

Efficiency example: There’s a new project on the horizon for Ray and his team. Ray’s first instinct was to ask Kat, his senior specialist, to tackle it since she’s the best fit to handle the task. After analyzing the difficulty of the project, he decides to have his entire team tackle it together. To his surprise, they completed the project in just half the initial timeline.

Tip: To encourage efficiency across projects, align your team using one work management tool. That way, everyone can clearly see the goals you’re working towards, the timeline for that work, and who's responsible for what.

8. Teamwork increases employee engagement

A little known secret to fostering long-term happiness and engagement is to nurture teamwork in the workplace. When team members feel part of a supportive group, they're more likely to be content and involved, which naturally boosts their work satisfaction over time. 

To increase employee engagement, encourage teamwork inside and outside of work. Schedule time for your team to connect about more than just work. Your team will feel more open when working in a group, which leads to a higher retention rate. 

Engagement example: Kat’s team has been working hard on a top priority project. Unfortunately, issues arose and now they have to stay late to finish the project before the weekend. Kat knows that she needs to do something to keep the team’s spirits and energy up. She decides to start the evening with a team building activity. This immediately engages the team and gets everyone excited to put their heads together and finish the project off strong.

Tip: Make your virtual meetings more engaging by starting them off with a quick ice breaker question to lighten up the mood. 

9. Teamwork motivates high performing teams

Accountability is a powerful motivator, and teamwork in the workplace is a surefire way to instill this sense of responsibility. It spurs team members not just to meet expectations, but to exceed them and willingly contribute their best ideas to the group's endeavors. The higher performing each team member is, the higher performing your overall team will be, meaning you can create high quality work more efficiently. Not only is a high performing team good for your company, but it also helps job satisfaction, as doing well will motivate individuals to continue growing their skillset.

High performing example: It’s team review time and Kat gets a shoutout at all hands for implementing a new process to increase productivity. Kabir, a new team member, feels empowered to work hard and will receive a superb review next quarter. 

Tip: High performing teams are usually made up of individuals who seek motivation from within, otherwise known as intrinsic motivation . 

10. Teamwork in the workplace develops individual strengths

Teamwork isn’t just about team success—it also supports individual development as well. Team members who grow their individual knowledge can then share that with others during future projects. 

Teamwork develops individual strengths

The result: Individual team members grow their own strengths as well as the strengths of the team. These could include your ability to problem solve, effectively communicate , and combat procrastination—all of which are important skill sets to develop in the workplace. 

Individual strengths teamwork example: Kabir is new to the team and working on his first task. He’s a little stuck so he reaches out to a team member for help. Kat shares her tips on how she works on a similar task. She even shares a tool that Kabir didn’t know about. This helps him complete the task more efficiently.

Tip: If a team member can complete a task just as well as you could, delegate it without intervening. This allows your team members to grow their individual strengths and skills. 

11. Teamwork improves decision making skills

While problem solving and decision making sound similar, decision making skills are all encompassing. To be good at decision making, you need the confidence to make quick decisions based on the knowledge you’ve gathered in your role. 

Teamwork in the workplace is invaluable for improving decision-making abilities. It creates an environment where team members are encouraged to tackle questions and make decisions promptly, which is essential for real-time problem-solving.

Decision making teamwork example: Kabir is leading his first team meeting for a new project. As he’s explaining the upcoming timeline and deliverables, an executive asks who will be working on the project. Kabir is quick to answer confidently, as he’s already brainstormed with his team on who will tackle what. 

Tip: Encourage teamwork in the workplace by inviting team members to actively participate in important meetings, such as by presenting their solutions. This gets them used to explaining their thought process in front of other team members. 

How to improve teamwork in the workplace

Improving teamwork in the workplace is about fostering an environment that values the contributions of all team members and encourages collaborative efforts towards shared goals . It involves enhancing teamwork skills across the board. Here are seven steps you can take to foster great teamwork.

Clarify roles and responsibilities. Assign clear goals based on desired outcomes, allowing employees to understand their objectives. For instance, a designer might be tasked with improving user experience, as measured by customer feedback, rather than just completing a set number of designs.

Establish outcome-based expectations. Shift the focus from processes to results, which urges team members to think strategically about accomplishing their objectives. For example, this method could lead a sales team to prioritize closing deals that align with long-term business strategy over merely hitting short-term numbers.

Set standards of excellence. Define what high-quality work looks like for each position and establish performance benchmarks. A customer service rep, for example, would aim for swift resolution times and high satisfaction ratings, setting a clear target to strive towards.

Provide time for self-reflection. Allocate time for individuals to assess their strengths and passions. A software engineer might discover their knack for algorithm optimization, steering them towards new learning opportunities.

Align strengths with tasks. Give individual team members roles that capitalize on their strongest skills. When a marketing analyst with a talent for data visualization is tasked with creating campaign performance reports, their skill set directly enhances the value of the work produced.

Foster an atmosphere of trust and openness. Cultivate an environment that values teamwork in the workplace through sharing and open communication between colleagues. By establishing regular "open floor" meetings, team members can freely exchange innovative ideas and feedback, bolstering team performance.

Encourage continuous improvement. Establish a routine of constructive feedback, supporting personal and professional growth. This approach might involve quarterly performance discussions that not only review past achievements but also set actionable objectives for skills and career development.

Teamwork in the workplace FAQ

What are the benefits of working in teams .

Working in teams is beneficial because it allows for the division of difficult tasks, making complex projects more manageable and enabling solutions that leverage diverse skill sets. Teamwork in the workplace fosters a collaborative environment where each person contributes different perspectives, which can lead to more innovative solutions and shared success.

How do you demonstrate teamwork skills at work? 

Demonstrating teamwork skills at work involves actively listening to colleagues, contributing ideas, and showing reliability. Being part of a team means collaborating effectively, whether in person or virtually, and supporting others in achieving shared goals. Teamwork in the workplace is about being adaptable, communicative, and committed to the team’s success.

What makes a good team? 

A good team operates with a strong sense of unity and shared purpose. Its members possess complementary skills, and there's a balance of roles that ensures all necessary tasks are handled efficiently. Strong teamwork in the workplace embraces open communication, respects each other's contributions, and is focused on achieving collective goals.

Why is teamwork important in business? 

Teamwork is important in business because it brings together different viewpoints and improves problem-solving capabilities. It fosters efficiency and productivity, as tasks are completed faster with collaborative effort. The importance of teamwork in the workplace is also evident in driving innovation, as employees are encouraged to brainstorm and contribute ideas in a supportive setting. Plus, when teamwork is strong, it can lead to improved employee morale and job satisfaction.

Drive teamwork through communication

Teamwork is a valuable tool to use in the workplace that comes with a multitude of benefits. From building trust to encouraging problem solving skills, teamwork brings your team together and creates clear communication. 

If you want to encourage teamwork in the workplace, try work management software. Make working on common goals easier and keep communication streamlined.

Performance review phrases for employee evaluation (with examples)

performance review phrases

The purpose of employee performance reviews is to evaluate an employee’s work performance, provide feedback on strengths and areas for improvement, set goals for future development, and foster communication and alignment between employees and management regarding expectations and objectives. The important thing is to communicate feedback in a way that is objective as possible and easy for employees and managers to understand . This list of performance review phrases will help you conduct evaluations fairly and effectively .


Performance review comments example

Phrases for employee strengths and weaknesses, performance review career goals examples.


  • Collaboration performance review comments
  • Teamwork performance review comments
  • Professionalism and Commitment phrases
  • Attendance performance review comments
  • Productivity and Quality of Work phrases
  • Adaptability performance review comments
  • Communication Skills/Interpersonal skills phrases
  • Innovation and Creativity performance review comments
  • Accountability performance review comments
  • Customer Focus and Customer Satisfaction phrases
  • Decision making and problem solving phrases
  • Dependability and Reliability performance review comments
  • Integrity performance review comments
  • Flexibility performance review comments
  • Leadership and Management performance review comments
  • Initiative performance review comments
  • Job knowledge performance review comments
  • Planning and Organization performance review comments
  • Time Management performance review comments
  • Attitude performance review comments

Performance review closing comments

  • Do performance reviews with software ✅

There are many different types of employee performance reviews , using a variety of performance management tools such as a 9-box grid . Another type of review employs 360 degree feedback which is a common feature of continuous performance management .

The way the phrases listed in this article could be used are demonstrated in the performance review comment example below:

During an annual employee performance review , a manager might provide a comment such as “John consistently demonstrates exceptional problem-solving skills, effectively resolving complex challenges.” This comment serves as an example of John’s strength in problem-solving and can be used to highlight his positive contributions and areas of expertise within the team. Additionally, it can serve as a basis for discussing specific accomplishments and areas for further development during the performance review discussion.

Employee strengths and weaknesses can be gauged in a performance review through objective metrics, self-assessment, manager evaluation, 360-degree feedback, performance appraisal forms, behavioral interviews, and skill assessments. These methods provide a comprehensive understanding of an employee’s performance, helping to identify areas of excellence and areas needing improvement.

When phrasing employee strengths and weaknesses during a performance review, it’s important to be specific, objective, and constructive. Here are some tips:

  • Be Specific: Use concrete examples and evidence to support your assessments rather than generalizations.
  • Focus on Behaviors: Describe observable behaviors and actions rather than making assumptions about personality traits.
  • Use Positive Language: Frame strengths positively to acknowledge achievements and motivate further development. For weaknesses, use constructive language that emphasizes opportunities for improvement.
  • Provide Context: Consider the employee’s role, responsibilities, and the organization’s goals when evaluating strengths and weaknesses.
  • Offer Support: For weaknesses, suggest strategies for improvement and offer resources or training opportunities to help the employee develop.
  • Balance: Recognize that every employee has strengths and weaknesses, and aim to provide a balanced assessment that acknowledges both.
  • Remove bias: Removing bias from reviews involves objectively evaluating employees’ performance based on measurable criteria and avoiding subjective judgments or preconceived notions.

Take a look at the following examples on how employee strengths and weaknesses can be phrased during a performance review cycle.

Performance review strength

Example Phrases for addressing employee strengths:

  • “Sarah consistently demonstrates strong leadership skills by effectively guiding her team to achieve project milestones ahead of schedule.”
  • “Tom’s exceptional communication skills foster a positive team dynamic and enhance collaboration across departments.”
  • “Lisa’s attention to detail ensures accuracy and precision in all her work, contributing to the high quality of deliverables.”

Performance review weakness

Example Phrases for addressing employee weaknesses:

  • “While John excels in technical skills, he could benefit from improving his time management to meet project deadlines more consistently.”
  • “While Rachel demonstrates creativity in problem-solving, she occasionally struggles with accepting feedback and incorporating it into her work.”
  • “David’s excellent interpersonal skills could be further enhanced by actively seeking out opportunities to mentor junior team members.”

Now that you know how to conduct performance reviews and phrase feedback in a way that is useful to employees and managers, read through the examples below to find the phrases you need for all situations.

Although performance reviews can be stressful for managers and employees alike, they provide an excellent opportunity to connect with employees and understand their career aspirations . By engaging in these discussions, managers can gain valuable insights into employees’ goals and preferences, helping to align organizational objectives with individual development paths . This proactive approach fosters a supportive and collaborative work environment, ultimately benefiting both employees and the organization as a whole.

Performance review phrases collaboration

Giving employees feedback on collaboration is crucial. It helps improve teamwork, resolves conflicts, and builds trust. Feedback also guides continuous learning and ensures everyone is working towards the same goals.

Use these phrases to give employees constructive performance review feedback on collaboration.

Meets or Exceeds Expectations

  • Demonstrates assistance to coworkers with tasks, even if outside direct responsibility.
  • Consistently aids coworkers facing task difficulties.
  • Effectively promotes cooperation to ensure team productivity and meet deadlines.
  • Displays willingness to offer assistance.
  • Receives constructive criticism positively.
  • Ensures assignments are followed through and followed up with.
  • Volunteers to aid other teams in meeting their goals.
  • Readily shares information and resources with colleagues.
  • Strives to understand diverse perspectives and find common ground.
  • Recognizes and credits others’ contributions.
  • Facilitates constructive conflict resolution by considering all sides.
  • Treats all colleagues equally regardless of role or level.
  • Keeps others informed of progress for collaborative input.
  • Demonstrates flexibility in reaching mutually beneficial agreements.
  • Respects others’ time by communicating delays and being punctual.
  • Supports team decisions even when differing from personal viewpoints.
  • Assists in the integration of new coworkers and their role understanding.
  • Identifies opportunities for effective coworker collaboration.
  • Promotes unity around shared goals.
  • Considers multiple viewpoints when evaluating alternatives.
  • Facilitates cooperation across departments and organizational boundaries.
  • Aids in orienting newcomers to workplace norms and policies.
  • Takes initiative to maintain positive working relationships.
  • Shows active interest in coworkers’ work and offers assistance.
  • Expresses appreciation for contributions to team success.
  • Maintains an open mind and reevaluates assumptions.
  • Acknowledges personal limitations and involves others as needed.
  • Prioritizes team needs over personal preferences.
  • Shares credit and deflects praise onto coworkers.
  • Makes an effort to connect with coworkers beyond work responsibilities.
  • Advocates for the team’s interests when interacting with other groups.
  • Helps foster an environment conducive to cooperation and mutual support.
  • Brings out the best in coworkers through respect, support, and positivity.
  • Integrates cooperation and collaboration into regular work approach.

Below Expectations

  • Demonstrates unwillingness to collaborate and prefers solitary work.
  • Unwilling to assist coworkers, even upon request.
  • Professional in work but hesitant to offer advice to others.
  • Demonstrates reluctance to work with others.
  • Least likely to offer assistance when needed.
  • Adapts to new tasks effectively but fails to communicate with and train others.
  • Withholds information and resources rather than sharing.
  • Dismisses others’ viewpoints without consideration.
  • Takes credit for joint work without acknowledging contributions.
  • Tends to argue rather than seek consensus.
  • Fails to make an effort to understand perspectives different from own.
  • Shows favoritism towards certain coworkers.
  • Keeps teammates uninformed about progress and plans.
  • Unwilling to compromise on issues important to others.
  • Misses deadlines without communicating delays appropriately.
  • Undermines group decisions that don’t align with preferences.
  • Fails to help new coworkers or ensure they understand their roles.
  • Fails to identify ways for coworkers to work together effectively.
  • Allows disagreements to divide the team rather than unite them.
  • Considers only personal perspective rather than multiple viewpoints.
  • Fails to facilitate cooperation between departments.
  • Fails to help orient newcomers or introduce workplace standards.
  • Does little to build positive relationships with coworkers.
  • Uninterested in others’ work and does not offer assistance.
  • Fails to acknowledge others’ contributions to success.
  • Closedminded and does not rethink assumptions.
  • Takes on too much personally rather than involving others.
  • Prioritizes selfinterests over team needs.
  • Takes credit for self and does not recognize others.
  • Detached from coworkers outside of work responsibilities.
  • Does not represent team interests to other groups.
  • Fosters an individualistic rather than cooperative culture.
  • Fails to bring out the best in coworkers.
  • Cooperation is not a regular part of work approach.

performance review software

Performance review teamwork phrases

During a performance review cooperation and teamwork are among the most important qualities that need to be evaluated. Check out these performance review comments on teamwork and choose the ones to ask employees during your next evaluation period.

Performance review phrases for teamwork

Meets expectations

  • Shows a high level of team spirit, readily cooperating with team members to get the job done.
  • Respects every team member.
  • Works well with others.
  • Always helps out to achieve the goals of the group.
  • Has a great willingness to help fellow teammates.
  • Is a good team member, very cooperative and helpful in times of need.
  • Actively participates in team discussions and shares workload.
  • Respects different opinions and encourages open dialogue.
  • Maintains harmonious relationships and resolves conflicts constructively.
  • Acknowledges contributions of others and praises the success of teammates.
  • Shares knowledge and resources willingly to help teammates succeed.
  • Maintains transparency and keeps teammates informed of progress and issues.
  • Respects deadlines of other departments and coordinates effectively.
  • Respects commitments to teammates and delivers on assigned responsibilities.
  • Maintains a collaborative approach and shares credit for team achievements.
  • Seeks feedback to improve and respects feedback from other team members.
  • Motivates teammates during difficult periods and boosts team morale.
  • Respects team norms and establishes a cooperative working environment.
  • Values different skills and backgrounds that teammates bring to projects.
  • Is flexible and willing to take on additional responsibilities as required.
  • Respects team boundaries and does not overstep limits of other roles.
  • Is respectful towards teammates and uses polite, considerate language.
  • Supports team decisions respectfully.

Below expectations

  • Does not have a good relationship with team members and sometimes refuses to accept their opinion.
  • Is not consistent in supporting teammates.
  • Does not understand how to share tasks with others.
  • Is more suitable to an individual-focused environment than a group-work environment.
  • Does not know how to cooperate with colleagues in the team to achieve targets.
  • Is reluctant to share work and seeks individual recognition over team achievements.
  • Argues with teammates and does not respect different opinions and views.
  • Fails to keep teammates informed of progress and roadblocks in a timely manner.
  • Takes credit for team successes but blames others for failures or mistakes.
  • Lacks flexibility and is unwilling to help teammates facing workload issues.
  • Plays politics within the team and fails to establish trust and cooperation.
  • Does not respect team norms and creates disruptions through unprofessional conduct.
  • Fails to value different skills and backgrounds of teammates.
  • Does not acknowledge efforts of others and is reluctant to praise teammates.
  • Argues with feedback and disrespects suggestions from other team members.
  • Discusses team matters outside inappropriately and damages confidentiality.
  • Lacks commitment to team goals and allows personal needs to hamper collaboration.
  • Is inflexible and unwilling to take on additional responsibilities as required.
  • Fails to establish rapport with teammates and comes across as arrogant.
  • Lacks initiative in resolving conflicts constructively and damages team harmony.

Performance review phrases professionalism

Professionalism isn’t just a quality; it’s also an attitude. A professional attitude can make working together much easier. Because of this, professionalism may also be evaluated during a review. In addition to phrases to evaluate professionalism in the workplace, this list also contains commitment performance review phrases.

Meets or exceeds expectations

  • Demonstrates self-motivation and strives to complete all tasks on time.
  • Exhibits perfectionism, persisting until achieving excellent results.
  • Displays significant interest in the job, constantly generating new ideas.
  • Possesses a high level of professional knowledge in the field.
  • Takes initiative and continuously seeks ways to improve work.
  • Maintains a positive attitude even during challenging times.
  • Takes pride in work and aims for high-quality outcomes.
  • Stays updated with ongoing learning in the field.
  • Approaches problems with care, diligence, and a solutions-oriented mindset.
  • Consistently delivers work exceeding role expectations.
  • Demonstrates passion for the profession and enthusiasm for work.
  • Represents the organization professionally in all interactions.
  • Pays meticulous attention to detail and rectifies errors.
  • Assumes responsibility for work and refrains from making excuses.
  • Manages time effectively to meet all deadlines.
  • Proactively seeks to improve processes and find efficiencies.
  • Maintains professional composure under pressure.
  • Dedicates efforts to serving organizational goals and priorities.
  • Exhibits high organization, ensuring well-documented work.
  • Proactively anticipates problems and develops solutions.
  • Takes on additional responsibilities voluntarily.
  • Willing to work extra hours when needed to complete tasks.
  • Maintains a high-quality portfolio of work achievements.
  • Seeks feedback to enhance skills and performance.
  • Sets an example of excellence motivating high performance.
  • Demonstrates leadership and mentors less experienced colleagues.
  • Displays full commitment to the organization’s success.
  • Pursues continuous expansion of expertise in the field.
  • Fails to fulfill required duties.
  • Takes excessive breaks and shows reluctance in duties.
  • Often attempts to leave the workplace early.
  • Shows little genuine interest in the job.
  • Punctuality and appearance are lacking.
  • Misses deadlines and avoids responsibility.
  • Produces sloppy work not meeting quality standards.
  • Makes excuses for errors or problems.
  • Resists feedback and lacks initiative.
  • Knowledge in the field is outdated or insufficient.
  • Represents the organization unprofessionally.
  • Fails to anticipate issues, leaving problems for others.
  • Avoids extra responsibilities and passes work to others.
  • Unwilling to work additional hours when necessary.
  • Ineffective in documenting or organizing work.
  • Demonstrates lack of dedication to organizational goals.
  • Disorganized, losing or misfiling important documents.
  • Displays a negative attitude impacting others.
  • Lacks punctuality, missing meetings or appointments.
  • Portfolio lacks substance and accomplishments.
  • Closed to feedback and unwilling to improve.
  • Shows lack of passion for the profession or field.
  • Fails to set a positive example for others.

Performance review phrases attendance

Recognizing employees for their punctuality and consistent attendance is crucial. Positive phrases may include highlighting their on-time arrivals, reliability in meeting deadlines, and adherence to company policies. This acknowledgment fosters a culture of reliability and contributes to a smooth workflow.

Attendance and punctuality performance review sample

Here’s a sample performance review comment addressing attendance and punctuality:

“Jane consistently maintains excellent attendance and punctuality, setting a reliable example for the team. Her consistent presence ensures that team meetings start promptly and deadlines are met without delay. Jane’s dedication to punctuality greatly contributes to the smooth operation of our department.”

Employee performance review phrases attendance

  • Performance is always reliable, following the work schedule well.
  • Manages the schedule efficiently, fully completing all assigned tasks for the week.
  • Sets a standard with perfect attendance.
  • Exemplifies an ideal employee, arriving and leaving on time, and taking breaks as scheduled.
  • Arrives fully prepared to tackle responsibilities every day.
  • Demonstrates reliability with no attendance concerns.
  • Punctual for work and meetings.
  • Always arrives prepared for work.
  • Notifies managers well in advance of planned time off.
  • Makes arrangements for coverage during absences.
  • Present and engaged during scheduled working hours.
  • Arrives early to prepare and stays late to complete work.
  • Adheres strictly to scheduled start and end times daily.
  • Always ready to start work promptly.
  • Schedules personal appointments outside working hours.
  • Coordinates schedules with coworkers to avoid disruptions.
  • Exemplifies attendance standards.
  • Ensures task coverage during absences with contingency plans.
  • Always on time for shifts, meetings, and deadlines.
  • Impeccable attendance and punctuality year after year.
  • Committed to being present and productive during work hours.
  • Optimizes schedule for productivity and availability.
  • Takes initiative to swap shifts as needed.
  • Reliable in unpredictable or emergency situations.
  • Attendance sets a motivating standard.
  • Communicates availability and schedule clearly.
  • Exemplary attendance record with no issues.
  • Demonstrates inconsistent attitude negatively affecting the team.
  • Follows appropriate schedule but often returns late from off-site activities, impacting coworkers.
  • Fails to meet punctuality standards.
  • Does not respond to communications promptly.
  • Frequently late for work, not adhering to attendance policy.
  • Takes unapproved time off or exceeds allotted leave.
  • Frequent absences or lateness without advance notice.
  • Leaves early or takes extended breaks without permission.
  • Unpredictable schedule disrupts coworkers’ work.
  • Fails to make arrangements during absences, causing workload pile-up.
  • Misses deadlines and appointments due to poor time management.
  • Regularly late to meetings and appointments.
  • Tardiness and absenteeism set negative example.
  • Frequently unavailable during scheduled hours.
  • Takes unscheduled days off with short notice.
  • Requires excessive supervision and follow-up due to inconsistent schedule.
  • Fails to adhere to attendance and punctuality policies.
  • Unpredictable whereabouts and availability.
  • Inconsistent response to communications.
  • Inconsistent schedule disrupts operations.
  • Attendance record shows repeated issues.

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Performance review comments quality of work

Providing employees with feedback about productivity and quality of work is essential for their professional growth and contribution to organizational goals. By using performance review phrases tailored to productivity and quality of work, managers can offer specific guidance and set clear expectations, fostering a culture of continuous improvement and excellence in the workplace.

Productivity and quality of work performance review examples

  • Detail-oriented approach ensures consistently high-quality work.
  • Maintains a high level of accuracy consistently.
  • Upholds a good standard of productive work.
  • Takes on new responsibilities independently.
  • Demonstrates a strong grasp of job responsibilities.
  • Ensures accuracy in all tasks.
  • Attends to every detail in assigned tasks.
  • Valued for high-quality, accurate performance.
  • Developed [program/initiative] yielding [x] results.
  • Improved output/production by [x]%.
  • Surpassed start of year goals by [number].
  • Delivers consistent, reliable results for clients/customers.
  • Completes tasks efficiently well before deadlines.
  • Initiates process improvements for increased efficiency.
  • Minimizes rework or corrections in work.
  • Sets a high standard with work performance.
  • Maintains meticulous records and documentation.
  • Finds innovative solutions to complex problems.
  • Work product exceeds role requirements.
  • Completes extra tasks beyond normal duties.
  • Receives consistent praise from customers/clients.
  • Achieves results exceeding performance targets.
  • Delivers work on time and within budget.
  • Solutions are well-conceived and enduring.
  • Rarely achieves monthly performance targets.
  • Produces a higher defect rate compared to peers.
  • Work does not meet required output standards.
  • Demonstrates low knowledge of required work procedures.
  • Reluctant to take on new responsibilities.
  • Struggles to concentrate on work.
  • Unaware of job requirements.
  • Unreliable quality of work.
  • Fails to check work thoroughly before submission.
  • Unable to perform job without assistance.
  • Lack of concentration leads to high error rate.
  • Work doesn’t pass inspection by team members.
  • Overlooks task details.
  • Misses key task requirements.
  • Fails to meet basic quality standards.
  • Work requires excessive corrections.

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Performance review phrases adaptability

Providing employees with feedback about adaptability is crucial because it helps them understand their strengths and areas for improvement in navigating changes and uncertainties within the workplace. By acknowledging adaptability through feedback, employees are encouraged to embrace new challenges, learn from experiences, and develop resilience, ultimately contributing to their professional growth and the overall success of the organization.

  • Maintains a calm and composed demeanor under stressful situations.
  • Acknowledges and recognizes proposals for change.
  • Promptly tackles changes while completing assignments.
  • Welcomes criticism to improve the business.
  • Willing to explore more effective business methods.
  • Adjusts approach when facing obstacles.
  • Considers different perspectives before deciding on action.
  • Incorporates feedback to improve work methods.
  • Remains open-minded towards new ideas and suggestions.
  • Readily accepts additional responsibilities when needed.
  • Flexible enough to take on varied tasks.
  • Adapts communication style to different personalities.
  • Makes necessary adjustments to changing priorities.
  • Alters approach based on unique situation demands.
  • Tailors solutions according to target audience.
  • Reworks procedures in response to shifting business needs.
  • Modifies plans readily with new information.
  • Fine-tunes methods to optimize performance.
  • Varies problem-solving techniques for differing issues.
  • Adjusts easily to new teams and working environments.
  • Alters traditional methods for more effective options.
  • Diversifies skill set through ongoing training.
  • Reconsiders solutions in response to changing needs.
  • Tweaks established processes with new developments.
  • Modifies deadlines and timelines to accommodate changes.
  • Reworks content for various presentation formats.
  • Streamlines operations by refining ineffective practices.
  • Upgrades skills continuously to stay ahead of changes.
  • Slow to confront changes.
  • Unwilling to accept even minor changes.
  • Easily confused about “out of plan” changes.
  • Unwilling to accept last-minute changes.
  • Struggles adjusting to unexpected obstacles.
  • Resists considering different viewpoints.
  • Fails to incorporate constructive criticism.
  • Dismisses new ideas without proper evaluation.
  • Declines additional responsibilities outside scope.
  • Struggles shifting between diverse tasks.
  • Uses a rigid communication approach.
  • Difficulty adjusting to shifting priorities.
  • Applies a one-size-fits-all solution method.
  • Struggles tailoring solutions for different audiences.
  • Slow to modify procedures in response to changes.
  • Fails to update plans with new information.
  • Does not fine-tune methods for better performance.
  • Uses a standardized problem-solving approach.
  • Difficulties adjusting to new teams and environments.
  • Clings to outdated methods despite better options.
  • Fails to expand skillset through ongoing learning.
  • Slow to reconsider solutions that no longer fit.
  • Uses a one-size-fits-all communication style.
  • Resists tweaking processes for new developments.
  • Does not refine strategies in line with market changes.
  • Teaches all learners uniformly regardless of needs.
  • Inflexible about deadlines and timelines.
  • Presents content in a rigid format.
  • Clings to ineffective practices rather than streamline.
  • Fails to upgrade skills to adapt to changes.

Performance review communication skills comments

Providing employees with feedback about communication is essential as it enhances teamwork, collaboration, and organizational effectiveness. Through performance review comments on communication and interpersonal skills, managers guide employees to understand how their communication impacts work relationships . By using performance appraisal communication skills examples and evaluation phrases, managers help employees improve their ability to convey ideas, resolve conflicts , and foster positive relationships.

Performance review phrases communication skills

  • Communication skills, both verbal and written, are highly effective.
  • Friendly communicator, building rapport with every division in the company.
  • Positive attitude and willingness to listen are highly appreciated.
  • Regularly gives constructive feedback.
  • Makes new employees feel welcome.
  • Provides accurate and timely information, both written and orally.
  • Actively listens to others.
  • Involves others in problem-solving.
  • Provides clear instructions and expectations.
  • Accepts criticism, is open to new ideas, and handles conflict constructively and diplomatically.
  • Articulates ideas in a clear and organized manner.
  • Communicates effectively with all levels of staff.
  • Establishes rapport easily with both internal and external contacts.
  • Shares credit and recognizes others’ contributions.
  • Gives and receives feedback professionally and productively.
  • Builds strong working relationships across departments.
  • Expresses empathy when listening to others.
  • Facilitates discussions to reach agreement.
  • Communicates appropriately for each audience and situation.
  • Addresses concerns respectfully and seeks mutually agreeable solutions.
  • Presents information compellingly to different groups.
  • Encourages open dialogue and the sharing of perspectives.
  • Mediates disagreements constructively to find common ground.
  • Maintains an approachable demeanor to foster collaboration.
  • Keeps others informed proactively through regular updates.
  • Clarifies expectations to ensure shared understanding.
  • Negotiates diplomatically to reach mutually agreeable solutions.
  • Fosters an environment of trust and respect among colleagues.
  • Expresses disagreement respectfully and proposes alternative options.
  • Welcomes diverse viewpoints and new ideas from all levels.
  • Facilitates cooperation across teams to accomplish goals.
  • Connects people to build new relationships and opportunities.
  • Keeps an open door to address any staff concerns constructively.
  • Makes others feel heard by paraphrasing their perspectives.
  • Brings people together, finds common ground, and moves discussion forward productively.
  • Acknowledges others effectively to build morale and engagement.
  • Resolves interpersonal issues diplomatically to maintain cohesion.
  • Keeps an even temper when under pressure or during disagreement.
  • Fails to communicate with team members effectively.
  • Must improve foreign language skills.
  • Not adept at documenting verbal communication.
  • Should work on this skill over the next 90 days.
  • Should communicate project status updates more frequently.
  • Seen as unapproachable by many coworkers.
  • Needs to work on listening to others.
  • Works well with own team but has an “us” against “them” mentality towards others within the company.
  • Struggles articulating ideas clearly.
  • Fails to communicate effectively across levels.
  • Difficulty establishing rapport externally.
  • Takes credit individually rather than recognizing others.
  • Gives feedback in an unproductive manner.
  • Lacks strong working relationships across departments.
  • Does not show empathy when others speak.
  • Does not facilitate discussions to reach agreement.
  • Uses inappropriate communication style.
  • Fails to address concerns respectfully to find solutions.
  • Presents information poorly to different groups.
  • Discourages open dialogue and sharing of perspectives.
  • Handles disagreements in an unconstructive manner.
  • Maintains an unapproachable demeanor.
  • Fails to provide regular updates proactively.
  • Lacks clarity on expectations.
  • Negotiates in an adversarial rather than cooperative spirit.
  • Fosters an environment lacking trust and respect.
  • Expresses disagreement disrespectfully.
  • Discourages diverse viewpoints and new ideas.
  • Fails to facilitate cooperation across teams.
  • Does not connect people to build opportunities.
  • Inaccessible to address staff concerns.
  • Does not acknowledge others’ perspectives.
  • Moves discussions in an unproductive direction.
  • Fails to acknowledge others effectively.
  • Loses temper during disagreement or pressure.

Performance review phrases for innovation and creativity

Providing employees with feedback about innovation and creativity is crucial for fostering a culture of innovation within the organization. By acknowledging and encouraging innovative thinking through feedback, employees are motivated to generate new ideas, solve problems creatively, and drive positive change. This feedback helps employees understand the value of their innovative contributions and reinforces a culture that values creativity, ultimately leading to improved organizational performance.

Creativity performance review phrases

  • Demonstrates the ability to develop creative solutions to solve problems.
  • Thinks outside the box to find the best solutions to particular problems.
  • Regularly contributes suggestions on how to improve company processes.
  • Constantly searches for new ideas and ways to improve efficiency.
  • Has launched creative initiatives such as [specific example].
  • Creates breakthrough and helpful ideas in meetings.
  • Trusted for a helpful and creative solution when facing difficulty.
  • A creative individual who often finds effective solutions to problems.
  • Develops innovative concepts for new products and services.
  • Approaches challenges with an imaginative mindset.
  • Generates fresh perspectives on existing problems.
  • Encourages the team to think creatively and come up with innovative solutions.
  • Fosters a culture of creativity and innovation within the team.
  • Recognizes and rewards creative thinking and innovation within the team.
  • Provides opportunities for the team to develop creativity and innovation skills.
  • Collaborates with the team to generate new and innovative ideas.
  • Willing to experiment with new approaches or ideas, enabling the team to innovate.
  • Seeks out new and innovative solutions to problems.
  • Receptive to feedback or suggestions from the team regarding creative solutions.
  • Prioritizes creativity and innovation in the team’s goals and objectives.
  • Invests in training or development programs to enhance the team’s creativity and innovation skills.
  • Provides a safe and supportive environment for the team to take creative risks.
  • Encourages the team to challenge the status quo and think outside the box.
  • Recognizes and appreciates the value of creative thinking and innovation in achieving business goals.
  • Proactive in seeking out new and innovative opportunities for the team.
  • Provides the necessary autonomy and freedom for the team to explore creative solutions.
  • Empowers the team to take ownership of their creativity and innovation efforts.
  • Recognizes and addresses barriers that may hinder the team’s ability to be creative and innovative.
  • Provides the necessary support and resources for the team to implement creative solutions.
  • Fosters a culture of experimentation and learning from failure.
  • Adapts to changing circumstances and finds creative solutions to new challenges.
  • Consistently comes up with fresh and innovative ideas to improve business operations.
  • Inspires the team to think creatively and embrace new ideas.
  • Balances creativity with practicality to find effective solutions.
  • Skilled at identifying opportunities for innovation and implementing them successfully.
  • Encourages a collaborative approach to problem-solving, leading to creative solutions.
  • Communicates complex ideas in a clear and creative manner.
  • Passionate about exploring new ideas and finding innovative solutions to problems.
  • Does not encourage the team to find creative solutions.
  • Demonstrates a lack of interest in contributing creative or innovative ideas.
  • Has a difficult time thinking “outside of the box” and creating new solutions.
  • Tends to act before thinking, causing problems when pushing untested or unexamined ideas forward too quickly.
  • Discourages creative solutions from the team.
  • Rarely considers new and innovative ideas from the team.
  • Shows little interest in exploring creative solutions to problems.
  • Tends to stick to traditional methods instead of exploring new and innovative approaches.
  • Not open to new ideas and tends to shut down creative suggestions from the team.
  • Lacks the ability to think creatively and come up with innovative solutions.
  • Does not value creativity and innovation in the team.
  • Resistant to change and new ideas, limiting the team’s ability to innovate.
  • Does not provide the necessary resources or support for the team to be creative and innovative.
  • Does not foster a culture of creativity and innovation within the team.
  • Not willing to take risks or try new things, hindering the team’s ability to innovate.
  • Does not encourage the team to think creatively and come up with innovative solutions.
  • Does not recognize or reward creative thinking and innovation within the team.
  • Does not provide opportunities for the team to develop creativity and innovation skills.
  • Does not collaborate with the team to generate new and innovative ideas.
  • Not willing to experiment with new approaches or ideas, limiting the team’s ability to innovate.
  • Does not seek out new and innovative solutions to problems.
  • Not receptive to feedback or suggestions from the team regarding creative solutions.
  • Does not prioritize creativity and innovation in the team’s goals and objectives.
  • Does not invest in training or development programs to enhance the team’s creativity and innovation skills.
  • Does not provide a safe and supportive environment for the team to take creative risks.
  • Does not encourage the team to challenge the status quo and think outside the box.
  • Does not recognize or appreciate the value of creative thinking and innovation in achieving business goals.
  • Not proactive in seeking out new and innovative opportunities for the team.
  • Does not provide the necessary autonomy and freedom for the team to explore creative solutions.
  • Does not empower the team to take ownership of their creativity and innovation efforts.
  • Does not recognize or address barriers that may hinder the team’s ability to be creative and innovative.
  • Does not provide the necessary support and resources for the team to implement creative solutions.

Accountability performance review phrases

Providing employees with feedback on accountability encourages responsibility, trust, and high performance, contributing to your company’s success.

Performance review accountability

In performance reviews, accountability is crucial for assessing employees’ reliability and commitment to their roles . Feedback on accountability evaluates their ability to take ownership of their work, meet deadlines, and fulfill commitments. It reinforces the importance of responsibility and reliability while setting clear expectations for future performance. By recognizing instances of accountability and addressing areas for improvement, managers cultivate a culture of trust and integrity within the organization, ultimately leading to improved employee engagement and productivity.

  • Demonstrates responsibility by assisting team mates with their tasks willingly.
  • Takes full accountability for actions and never avoids responsibility.
  • Assists coworkers promptly in response to workload changes.
  • Offers assistance to others proactively.
  • Volunteers assistance even when not expected.
  • Displays empathy towards others’ needs.
  • Strives to foster a positive work atmosphere.
  • Shows awareness of external environmental needs.
  • Efficiently utilizes time consistently.
  • Welcomes feedback on work openly.
  • Takes ownership of tasks from start to finish autonomously.
  • Identifies when additional help is needed and finds solutions without compromising quality or deadlines.
  • Acknowledges mistakes as opportunities for growth.
  • Considers impacts of actions and decisions on others.
  • Leads by example with a strong work ethic.
  • Maintains integrity and earns trust through consistent demonstration of competence.
  • Respects organizational hierarchy while contributing innovative ideas.
  • Finds purpose in work beyond self-interest.
  • Considers multiple perspectives and builds consensus before deciding on solutions.
  • Gives credit to others and shares team accomplishments.
  • Meets commitments reliably while adapting plans to new information.
  • Maintains a positive, solution-oriented mindset under stress.
  • Advocates for process improvements based on objective data.
  • Builds cooperative relationships across departments to enhance coordination.
  • Leads with compassion and mentorship.
  • Remains solutions-focused under pressure.
  • Admits gaps in knowledge and seeks guidance.
  • Approaches conflicts with empathy, fairness, and good faith.
  • Holds self to high standards with diligence.
  • Focuses on completing tasks before moving to new priorities.
  • Proactively leads and anticipates challenges.
  • Sets vision and strategy while empowering others.
  • Fosters a growth culture where all contribute.
  • Maintains a learning mindset to optimize outcomes.
  • Fosters collaboration for maximum impact.
  • Frequently shifts responsibility onto others.
  • Reluctant to acknowledge failures.
  • Struggles with accepting responsibility.
  • Often makes excuses for failure.
  • Blames processes and policies for shortcomings.
  • Resists feedback that challenges assumptions.
  • Takes credit for team accomplishments while avoiding blame.
  • Focuses on others’ mistakes rather than supporting improvement.
  • Fails to follow through on commitments.
  • Makes excuses for missed deadlines.
  • Acts entitled and resistant to additional responsibilities.
  • Avoids owning up to subpar work.
  • Plays the blame game instead of resolving issues constructively.
  • Lacks self-awareness and initiative.
  • Needs constant supervision and prompting.
  • Becomes defensive when standards are enforced.
  • Acts entitled when asked to improve.
  • Lacks ownership over projects.
  • Misses obvious problems.
  • Avoids difficult conversations and decisions.
  • Fails to acknowledge missteps.
  • Lacks attention to detail and quality.
  • Acts entitled when given feedback.
  • Lacks initiative and ownership.
  • Plays the victim rather than taking responsibility.

Performance review customer focus

Providing employees with feedback about customer focus is crucial as it reinforces the importance of prioritizing customer needs and customer satisfaction . This feedback aligns employee behavior with organizational goals, empowers employees to understand the impact of their interactions on customer experiences, and improves customer retention and business outcomes.

Performance review phrases for customer focus

  • Demonstrates skill in finding the right approach with any client, even the most critical.
  • Maintains politeness and friendliness with customers, avoiding interruptions during conversations.
  • Commits to fulfilling promises made to clients without fail.
  • Prioritizes the comfort and convenience of clients.
  • Goes above and beyond job requirements consistently to satisfy customers.
  • Exhibits proficiency in working with clients, receiving no complaints from them.
  • Handles difficult customers gracefully.
  • Achieves consistently high marks on customer satisfaction surveys.
  • Provides consistent, quality service to all customers.
  • Follows up with customers promptly.
  • Ensures customers are accurately informed, making an extra effort to do so.
  • Actively listens to customers, seeking to understand their needs and preferences.
  • Responds to customer inquiries promptly and professionally.
  • Takes ownership of customer issues and diligently works to resolve them.
  • Anticipates customer needs and offers proactive solutions.
  • Demonstrates empathy and understanding when customers express frustration.
  • Maintains a positive attitude even when dealing with challenging customers.
  • Takes responsibility for customer outcomes and aims to exceed expectations.
  • Builds rapport and trust with customers through consistent high-quality service.
  • Demonstrates flexibility and adaptability to changing customer needs.
  • Possesses a deep understanding of the products or services provided to customers.
  • Seeks feedback from customers to improve service and product offerings.
  • Maintains accurate and up-to-date records of customer interactions and needs.
  • Responds to customer complaints urgently and resolves them quickly.
  • Proactively identifies and addresses potential customer issues.
  • Exhibits patience and persistence in resolving complex customer issues.
  • Stays informed about competitors and industry trends to better serve customers.
  • Can handle everyday customer service situations but lacks flexibility and knowledge in complex issues.
  • Needs to reduce average time per call, especially when it is high.
  • Handles phone customer service well but struggles with face-to-face interactions.
  • Receives consistently low marks in customer satisfaction surveys.
  • Needs improvement in active listening skills.
  • Attendance and participation in customer service training sessions are lacking.
  • Frequently passes challenging issues to others instead of addressing them personally.
  • Demonstrates frustration with clients who ask questions.
  • Struggles with difficult customers, often deferring to a supervisor.
  • Lacks initiative in finding solutions to challenging customer issues.
  • Displays impatience or irritation with customers who have complex needs.
  • Fails to take ownership of customer issues and often passes them to others.
  • Lacks timely and effective follow-up with customers.
  • Shows a lack of empathy and understanding with dissatisfied customers.
  • Communicates poorly with customers, leading to misunderstandings.
  • Does not take responsibility for customer outcomes and tends to blame external factors.
  • Provides inconsistent service quality to customers.
  • Fails to anticipate customer needs or proactively offer solutions.
  • Does not seek or utilize customer feedback for improvement.
  • Neglects to maintain accurate records of customer interactions.
  • Responds slowly to customer complaints and does not resolve them promptly.
  • Lacks patience and persistence in resolving complex customer issues.
  • Lacks understanding of products or services offered to customers.
  • Fails to adapt to changing customer needs.
  • Does not maintain professionalism in high-pressure situations.
  • Lacks understanding of the importance of customer service.
  • Fails to proactively address potential customer issues.
  • Does not take customer feedback seriously or use it for improvement.
  • Fails to fulfill commitments made to customers, leading to dissatisfaction.
  • Shows reluctance to learn and improve in customer service skills.

Performance review phrases decision making

Providing employees with feedback about problem-solving and decision-making skills is essential for fostering innovation and efficiency. By acknowledging strengths and addressing areas for improvement, feedback empowers employees to develop critical thinking and sound judgment, leading to better problem resolution and increased productivity. Use these performance review phrases tailored to decision-making and problem-solving to provide employees with specific and actionable feedback .

Performance review phrases problem solving

  • Skillful at analyzing situations and working out solutions.
  • Clearly defines problems and seeks alternative solutions.
  • Demonstrates decisiveness in difficult situations.
  • Makes sound, fact-based judgments.
  • Carefully analyzes issues and explores different resolutions.
  • Demonstrates creativity and innovation in problem-solving.
  • Prioritizes competing demands and makes tough decisions.
  • Displays good judgment and critical thinking skills.
  • Identifies root causes of problems and addresses them effectively.
  • Considers all factors before determining the best course of action.
  • Thinks through potential consequences before finalizing plans.
  • Objectively weighs pros and cons to arrive at well-reasoned conclusions.
  • Solicits input from others to gain diverse perspectives.
  • Maintains composure under pressure and makes level-headed choices.
  • Approaches issues with an open mind to find optimal solutions.
  • Thinks creatively to tackle challenging problems.
  • Learns from past experiences to improve decision making.
  • Breaks large problems down into manageable pieces.
  • Balances the bigger picture with important details.
  • Gathers relevant facts from reliable sources.
  • Adapts decisions based on new information.
  • Finds practical solutions within constraints.
  • Evaluates outcomes and adjusts as needed.
  • Foresees potential obstacles or consequences.
  • Balances risks and potential benefits in decision making.
  • Draws logical conclusions based on evidence.
  • Considers diverse viewpoints to develop plans.
  • Prioritizes and tackles important issues first.
  • Remains open to new information and perspectives.
  • Re-evaluates solutions against goals and refines as needed.
  • Anticipates second and third order effects of choices.
  • Applies overly complex approaches to problem-solving.
  • Struggles with difficult problems.
  • Avoids awkward situations.
  • Loses focus when faced with complexity.
  • Makes hasty decisions without considering factors.
  • Fails to acknowledge flaws in reasoning.
  • Makes inconsistent decisions without rationale.
  • Does not re-evaluate choices when needed.
  • Fails to consider implications of decisions.
  • Does not gather sufficient information.
  • Allows emotions to cloud judgment.
  • Rejects contradictory input.
  • Becomes flustered under pressure.
  • Approaches issues with closed mind.
  • Focuses on single solutions.
  • Fails to see broader implications.
  • Does not learn from past errors.
  • Makes excuses for unsuccessful solutions.
  • Avoids responsibility for consequences.
  • Jumps to conclusions without facts.
  • Struggles to break problems down.
  • Loses sight of overarching goals.
  • Relies on anecdotes over data.
  • Fails to re-examine assumptions.
  • Does not establish evaluation criteria.
  • Ignores potential challenges.
  • Struggles to prioritize effectively.
  • Fails to adapt to changing circumstances.
  • Proposes unrealistic solutions.
  • Rushes through decisions without analysis.

Performance review phrases for dependability

Providing employees with feedback about dependability is crucial for maintaining trust and efficiency within the organization. It reinforces the importance of reliability and meeting deadlines , helping employees understand how their performance impacts team dynamics and productivity. By addressing areas needing improvement, feedback empowers employees to enhance their dependability and contribute more effectively to organizational success, fostering a culture of accountability and reliability.

Performance review phrases reliability

  • Willing to work overtime until the project is finished.
  • The go-to person if the task absolutely must be completed by a given time.
  • Dependable and turns in good performance each day. Never fails to impress.
  • Shows faithful commitment to getting the job done, consistently performing at or above expectations.
  • Known for dependability and willingness to do what it takes.
  • Can be counted upon for steady performance.
  • Consistently demonstrates solid performance in all aspects of work.
  • Handles projects conscientiously from start to finish.
  • Meets deadlines reliably and completes work within expected timeframes.
  • Follows through consistently and honors commitments.
  • Accepts responsibility for tasks and sees them through to completion.
  • Maintains a consistent level of quality and effort in all duties.
  • Work is thoroughly done right the first time with few errors.
  • Can be counted on to handle important tasks independently.
  • Punctual and dependable in attendance and timekeeping.
  • Keeps others informed of progress and potential delays.
  • Maintains focus and follows through to the end of projects.
  • Colleagues trust that work assigned will be done reliably.
  • Accountable and takes ownership of responsibilities.
  • Performance level remains consistent even under pressure.
  • Maintains composure and continues working steadily.
  • Proactive in preventing delays or issues with deadlines.
  • Work habits demonstrate discipline and dependability.
  • A rock others can lean on in times of heavy workload.
  • Performance level is unwavering despite distractions.
  • Delivers on commitments with consistent effort and quality.
  • Cannot depend on him. Better to assign tasks to someone else.
  • Productivity is not as good as coworkers’.
  • Very loyal but cannot be depended on. An irresponsible person.
  • Demands reliability from others, but not from himself.
  • Energy, drive, and performance levels are inconsistent and unpredictable.
  • Makes promises that aren’t kept.
  • Guarantees deadlines will be met, but consistently misses them.
  • Reliable when it suits him, constantly needs reminders for disliked tasks.
  • Work quality and effort levels vary unpredictably.
  • Does not demonstrate consistent ownership of responsibilities.
  • Makes excuses when failing to follow through on commitments.
  • Others cannot rely on him to manage important duties independently.
  • Work is error-prone, quality is not maintained.
  • Easily distracted or sidetracked from tasks.
  • Productivity decreases significantly under normal pressure.
  • Unreliable and inconsistent in following instructions.
  • Does not take initiative or demonstrate accountability.
  • Struggles to multi-task or manage deadlines effectively.
  • Colleagues cannot depend on tasks being done right the first time.
  • Becomes overwhelmed and makes poor choices when busy.
  • Struggles to maintain focus and follow projects through.
  • Misses important details and fails to deliver quality work.
  • Does not keep others informed of progress or delays.
  • Work cannot be depended on to meet professional standards.
  • Easily distracted by unrelated tasks or personal matters.

Performance review phrases integrity

Providing employees with feedback about integrity is crucial for upholding trust and ethical standards within the organization. It reinforces the importance of honesty, transparency, and adherence to organizational values, helping employees understand the impact of their actions on the workplace culture and reputation. Addressing any integrity concerns empowers employees to uphold ethical standards and contribute to a positive work environment, fostering honesty and trustworthiness throughout the organization.

Performance appraisal phrases for integrity

  • Very honest, never abusing company benefits for personal purposes.
  • Highly principled, treating all coworkers equally, regardless of gender, age, or any other factor.
  • Has the ability to resolve disputes with clients and partners peacefully.
  • Discourages gossip or other negative discourse at the workplace, forming a good working climate.
  • Understands legal responsibility to the company very well.
  • Strong sense of integrity underlies all dealings with vendors.
  • Makes decisions that consistently reflect a strong commitment to acting reputably.
  • Never shares confidential company information with outsiders without proper authorization.
  • Reports any violations of company policies or code of conduct witnessed.
  • Handles all customer complaints with empathy, respect, and care.
  • Takes responsibility for own mistakes and learns from them.
  • Gives credit to colleagues for their contributions and does not take sole credit for teamwork.
  • Leads by example with high ethical standards in all dealings.
  • Honest and transparent in all communication with management and peers.
  • Handles conflicts of interest appropriately and does not let personal interests influence professional decisions.
  • Respects privacy and protects sensitive information of customers, partners, and the company.
  • Makes well-considered decisions keeping long-term interests of stakeholders in mind.
  • Takes a principled stand against unfair treatment or discrimination.
  • Acts with utmost integrity in all internal and external interactions.
  • Takes responsibility for ensuring team follows the company code of conduct.
  • Leads by setting an example of high ethical values in day-to-day work.
  • Honest and transparent in documenting work progress and results.
  • Takes initiative to clarify and understand expectations to avoid misunderstandings.
  • Respects and complies with all applicable laws and regulations.
  • Handles sensitive information with discretion and does not misuse authority or access.
  • Truthful and factual in preparing any documents and records.
  • Leads by personal example of ethical and lawful conduct.
  • Occasionally made misleading statements that needed correction.
  • Accusations from customers of being untruthful.
  • Integrity does not seem to rank particularly highly on priorities.
  • Expects integrity from others, but doesn’t always display it himself.
  • Demonstrates acceptable levels of integrity only intermittently.
  • Showed several recent lapses in integrity.
  • Violates company standards and expectations regarding employee integrity.
  • Cost the company customers and money because of disingenuous behavior.
  • Integrity seems flexible when it suits purposes.
  • Lack of integrity undermines effectiveness and damages credibility.

Performance review phrases flexibility

Feedback on flexibility in performance reviews is important as it encourages employees to adapt to change and new ideas. It helps create a culture of innovation and agility in the organization. Ultimately, addressing flexibility promotes individual growth and organizational success.

  • Ready to make new and carefully considered decisions if the situation has changed and the previous actions have become inappropriate.
  • Ready to work extra hours if urgent and essential issues must be solved by the end of the day.
  • Strong and confident but at the same time open-minded. Always ready to consider proposals from colleagues.
  • Always stays aware of market changes to be able to react immediately. This awareness helps the company develop and flourish.
  • Shows initiative and is flexible when approaching new tasks.
  • Ready to consider new perspectives and adjust views if compelling counterarguments are presented.
  • Willing to take on additional responsibilities outside normal role when the team needs support.
  • Adapts smoothly to changing priorities and demands without becoming frustrated or overwhelmed.
  • Remains open to alternative solutions even after committing to a particular course of action.
  • Embraces diverse viewpoints and values the unique perspectives of all team members.
  • Receptive to feedback and uses it constructively to strengthen performance.
  • Transitions between tasks seamlessly thanks to ability to stay focused yet flexible.
  • Brings a versatile skill set to each new challenge and finds innovative ways to add value.
  • Tailors approach based on the unique needs of diverse clients and stakeholders.
  • Readily takes on different roles to ensure all work gets done to a high standard.
  • Handles unforeseen complications calmly and creatively without compromising quality or deadlines.
  • Maintains a high level of performance despite unpredictable demands and shifting company priorities.
  • Embraces change proactively and sees it as an opportunity rather than a disruption.
  • Finds the upside in difficulties and uses challenges to strengthen adaptability.
  • Approaches each new task with an open and inquisitive mindset rather than rigid preconceptions.
  • Does not excel at activities which require a high degree of flexibility.
  • Can change point of view without analyzing or defending it. Should be more certain about proposals.
  • Tends to resist activities where the path is unknown.
  • Becomes uptight when the plan changes.
  • Not comfortable when the agenda changes unexpectedly.
  • Prefers sticking to a set routine and gets uneasy with unexpected deviations.
  • Adapting to new situations does not come naturally and would benefit from being more open to change.
  • Gets stuck in rigid thinking and has difficulty considering alternative perspectives.
  • Shows reluctance to adjust approach even when presented with a better option.
  • New information that contradicts preconceptions can make defensive rather than open-minded.
  • Last-minute changes can frustrate as likes advance preparation and scheduling.
  • Tendency to get stuck in rigid ways of thinking instead of considering different perspectives.
  • Adjusting to alternative solutions requires more effort than sticking to original idea.
  • Shows reluctance to modify strategies even when circumstances change.
  • Openness to alternate viewpoints is an area that can further develop for improved flexibility.
  • Demonstrates rigidity in thinking patterns and could benefit from strengthening adaptability skills.
  • Going outside prescribed processes to get work done can be challenging.

Performance review for leadership

Providing employees with feedback about leadership skills during performance reviews is essential for their career growth and the organization’s success. This feedback helps employees understand their strengths and areas for improvement in leading teams and projects, aligning their behavior with organizational goals and values. By addressing any gaps in leadership capabilities, feedback empowers employees to enhance their skills and positively impact team performance, fostering a culture of effective leadership within the organization .

  • Distributes resources in an appropriate manner depending on the priority of assignments.
  • Establishes a corporate culture of reliability and caring.
  • Is ready to share information and knowledge for the common development of all staff.
  • Is very helpful when mentoring entry-level staff getting used to their jobs.
  • Creates a culture of dialogue.
  • Recognizes staff for a job well done.
  • Allocates tasks appropriately based on the prior assignments.
  • Understands people and the different ways to motivate them to get the job done.
  • Provides constant coaching and guidance to employees.
  • Cultivates an atmosphere of teamwork and cooperation.
  • Leads by example with integrity and strong work ethic.
  • Empowers staff to take initiative within clear guidelines.
  • Encourages open communication up and down the chain.
  • Provides regular constructive feedback and coaching.
  • Celebrates both individual and team achievements.
  • Makes oneself available as needed for guidance.
  • Helps staff set and pursue career development goals.
  • Delegates appropriately based on competencies.
  • Gives credit to staff for accomplishments.
  • Removes obstacles to allow staff to excel.
  • Provides stretch assignments for growth opportunities.
  • Leads with a vision that inspires commitment.
  • Empowers staff to find innovative solutions.
  • Cultivates an inclusive environment of respect.
  • Confuses the employees through different directions and guidance.
  • Rarely shows appreciation for good performance.
  • Fails to explain procedures to subordinates clearly. Lacks the qualifications to be an effective mentor.
  • Gets frustrated easily with new team members and fails to offer any support.
  • Often impatient and unhelpful.
  • Sends mixed signals to the team regarding goals and day-to-day activities.
  • Rarely shows any recognition to the team.
  • Sets unreasonably high expectations for the team.
  • Provides inconsistent direction without clarity.
  • Does not recognize contributions publicly.
  • Lacks patience when explaining procedures.
  • Appears unsupportive of new staff questions.
  • Shows irritation easily instead of calm guidance.
  • Sends conflicting cues about priorities.
  • Sets unrealistic targets without resources.
  • Does not cultivate an atmosphere of trust.
  • Delegates poorly without clarity on expectations.
  • Does not connect staff to learning opportunities.
  • Lacks vision and fails to inspire commitment.
  • Plays favorites within the team.
  • Shows lack of interest in staff development.
  • Fails to build an inclusive work culture.
  • Lacks integrity and consistency in leadership.
  • Is unavailable and unapproachable as needed.

performance software

Performance review comments initiative

Providing feedback on initiative during performance reviews is important because it encourages employees to take action and contribute ideas. It helps create a culture where employees feel empowered to drive progress and innovation . Ultimately, addressing initiative promotes success for both individuals and the organization.

  • Doesn’t wait for instructions, shows initiative to find new tasks.
  • Requires minimal supervision, shows initiative independently.
  • Goal-oriented, sets own priorities to accomplish job.
  • Takes initiative in overcoming obstacles and finding resolutions.
  • Considered best person in group for innovative ideas and effective working methods.
  • Never minds taking on new tasks, even the most difficult ones.
  • Consistently looks for ways to add more value through continuous improvement.
  • Willingly takes on additional responsibilities outside core job scope.
  • Proactively seeks out new challenges and stretches continuously.
  • Takes ownership and drives tasks from start to finish without needing oversight.
  • Solves problems independently before escalating issues.
  • Identifies needs and opportunities others may miss and acts quickly.
  • Leads by example, inspires others through high levels of self-motivation.
  • Identifies and implements efficiencies to optimize performance.
  • Initiates collaborative relationships for mutual benefit.
  • Takes on additional work during peak periods without needing to be asked.
  • Approaches challenges with a can-do attitude, finds solutions independently.
  • Identifies and acts on opportunities for organizational improvement.
  • Proactively manages workload and workstreams with little supervision.
  • Implements best practices to continuously raise performance.
  • Takes ownership of projects, driving them proactively.
  • Applies skills to new areas for organization’s benefit.
  • Builds strong internal and external working relationships proactively.
  • Contributes innovative ideas at team meetings and discussions.
  • Takes on stretch assignments eagerly to accelerate learning and growth.
  • Drives continuous improvement initiatives independently.
  • Implements new processes or systems for enhanced effectiveness.
  • Pitches in to help others complete their work as needed.
  • Takes actions independently to advance organizational priorities and strategy.
  • Seems too difficult for him to do job on his own.
  • Poor abilities to establish priorities and courses of action for self, lacks planning and follow-up skills to achieve results.
  • Needs close supervision when performing assignments.
  • Doesn’t seek out opportunities to learn and grow within role.
  • Passively waits to be told what to do rather than driving tasks proactively.
  • Lacks motivation, relies heavily on external direction.
  • Fails to identify needs and opportunities for improvement.
  • Does not look for ways to add more value or take on additional responsibilities.
  • Avoids or is slow to take on new challenges and stretch assignments.
  • Escalates issues prematurely rather than solving problems independently.
  • Struggles to work independently, not self-starting.
  • Lacks proactive, solution-oriented approach to tasks and challenges.
  • Fails to identify opportunities for process improvements.
  • Relies on others to identify additional work needed during peaks.
  • Lacks can-do attitude, depends on others to solve problems.
  • Ineffective at independent time management and workload prioritization.
  • Does not initiate implementation of industry best practices.
  • Lacks ownership over projects, depends on significant oversight.
  • Rarely contributes innovative ideas or suggestions proactively.

Employee performance review comments job knowledge

Giving employees feedback about job knowledge during performance reviews is essential to ensure they have the skills needed for their roles . It reinforces the importance of continuous learning and staying updated on industry trends. Addressing job knowledge promotes competence, growth, and excellence within the organization.

Performance review job knowledge phrases

  • Possesses perfect knowledge and skills useful for the job.
  • Has deep knowledge of products and particular characteristics of company’s products.
  • Takes available opportunities to increase knowledge of relevant job skills.
  • Completes assignments accurately and efficiently.
  • Maintains up-to-date level of professional and technical knowledge.
  • Demonstrates knowledge of job on a daily basis.
  • Always applies new knowledge to work and keeps up with changes in field.
  • Has excellent grasp of technical aspects of role.
  • Seeks out opportunities for continuous learning and skills development.
  • Demonstrates expertise when answering questions from others.
  • Applies specialized skills and knowledge effectively to all tasks.
  • Troubleshoots issues efficiently using in-depth product understanding.
  • Keeps well-informed of best practices and emerging standards.
  • Delivers work to expert level through extensive learning.
  • Takes advantage of all training opportunities provided.
  • Shares knowledge and expertise willingly with others.
  • Learns quickly and applies new skills independently.
  • Stays well-informed on industry news and competitor offerings.
  • Contributes insights based on in-depth knowledge and research.
  • Provides expert guidance to others regularly.
  • Enhances knowledge continuously through self-study.
  • Makes complex topics easily understood for others.
  • Recommends process improvements based on leading practices.
  • Mentors less experienced team members effectively.
  • Incorporates feedback to enhance skills and performance.
  • Cannot fulfill duties due to lack of necessary knowledge of job.
  • Not as knowledgeable about job and its requirements as expected.
  • Doesn’t know key fundamentals of job, always asks for other people’s instruction.
  • Repeatedly asks same questions about job duties, does not retain important information.
  • Skill set does not meet requirements for job.
  • Not taking advantage of available learning resources to expand job knowledge.
  • Relies too heavily on others rather than developing greater self-sufficiency.
  • Learning plan needed to strengthen job knowledge and skills.
  • Consistently demonstrates lack of understanding of job requirements and expectations.
  • Job knowledge falls short of what is necessary to perform duties effectively.
  • Frequently makes mistakes due to inadequate knowledge of job.
  • Struggles to keep up with demands of job due to limited understanding of its complexities.
  • Has not demonstrated necessary proficiency in job duties despite attempts to improve performance.
  • Has not shown significant improvement in job knowledge since hire date.
  • Frequently requires assistance from colleagues to complete tasks within job knowledge.
  • Appears to have limited understanding of company’s policies and procedures.
  • Has not demonstrated ability to apply job knowledge to real-world situations.
  • Lacks necessary training and experience to perform job duties effectively.
  • Has not demonstrated understanding of importance of job duties to company’s success.
  • Consistently fails to meet expectations set for job performance.
  • Struggles to keep up with changes in industry due to limited job knowledge.
  • Has not shown initiative to improve job knowledge or seek additional training.

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Planning and organizing performance review phrases

Giving feedback on planning and organizing during performance reviews helps employees work more efficiently . It reminds them to set goals, prioritize tasks , and manage time effectively. Improving these skills leads to better results for the organization.

Meets or exceed expectations

  • Demonstrates good organizational and planning skills.
  • Adheres to deadlines and meets production benchmarks.
  • Prioritizes tasks effectively based on importance and urgency.
  • Allocates sufficient time and resources to complete projects according to deadlines.
  • Schedules work systematically and maintains detailed work plans.
  • Anticipates risks and roadblocks in advance to plan contingencies.
  • Delegates tasks based on skills and workload of team members.
  • Monitors progress regularly and makes adjustments to plans proactively.
  • Maintains organized documentation, records, and reports on ongoing work.
  • Schedules important meetings to ensure timely coordination and progress.
  • Plans budgets effectively and completes projects within allocated cost estimates.
  • Manages time efficiently and completes tasks as scheduled without delays.
  • Establishes standard operating procedures for efficient task completion.
  • Plans for potential emergencies and contingencies in advance.
  • Schedules work in a manner that prioritizes quality over quantity.
  • Ensures proper coordination between different teams and departments.
  • Maintains a calendar of important dates and deadlines to track progress.
  • Schedules work in a manner that balances multiple ongoing projects.
  • Plans and schedules work to achieve objectives within given timeframes.
  • Prioritizes new tasks based on strategic organizational goals and objectives.
  • Schedules tasks for optimum resource utilization and efficiency.
  • Finds it difficult to plan an action without instruction.
  • Fails to resolve problems in a timely manner.
  • Finds it challenging to determine priorities among competing demands on time.
  • Has trouble planning work schedule around deadlines and commitments.
  • Requires frequent supervision to stay on track and complete tasks.
  • Gets easily distracted and has difficulties managing interruptions.
  • Fails to anticipate resource requirements and bottlenecks in advance.
  • Struggles to adapt plans when priorities change or issues arise.
  • Finds it hard to delegate tasks and monitor progress independently.
  • Does not maintain documentation and records work updates properly.
  • Has difficulties coordinating with others and sharing status updates.
  • Lacks attention to detail and often misses important planning steps.
  • Unable to estimate time requirements accurately for projects.
  • Does not consider quality standards while scheduling work.
  • Fails to identify and mitigate risks proactively in project plans.
  • Unable to adapt to changes in priorities or scope without issues.
  • Struggles to think ahead and anticipate future planning requirements.
  • Unable to allocate budgets effectively for projects and tasks.
  • Requires reminders to schedule important client or vendor meetings.

Performance review phrases time management

Giving feedback on time management during performance reviews helps employees work more efficiently and meet deadlines. It reminds them to prioritize tasks and manage their workload effectively. Improving time management skills leads to better performance and outcomes for the organization.

Performance review time management phrases

  • Performs tasks with dedication and always accomplishes them on time.
  • Demonstrates the ability to manage various tasks and complete them punctually.
  • Uses time effectively to address both major and minor responsibilities weekly.
  • Divides time logically to achieve set goals.
  • Sets clear priorities and objectives to remain focused on important tasks.
  • Prioritizes tasks and efficiently completes them within given timeframes.
  • Prepares detailed schedules and accurately estimates task durations.
  • Avoids distractions to maximize productivity.
  • Allocates sufficient buffer time for contingencies and revisions.
  • Multitasks effectively without compromising work quality.
  • Periodically re-evaluates schedules and adjusts timelines proactively.
  • Delegates tasks appropriately for optimal workload distribution.
  • Regularly monitors progress against schedules and deadlines.
  • Consistently completes tasks on time and manages time effectively.
  • Respects others’ time and fulfills commitments as promised.
  • Transparently shares status and challenges regarding timelines.
  • Manages time effectively, even when faced with unexpected challenges.
  • Highly organized and effectively manages time to meet all deadlines.
  • Unable to manage time effectively, repeatedly missing project deadlines.
  • Needs to improve time management skills for better efficiency.
  • Should create weekly work plans to optimize task performance.
  • Struggles to complete tasks due to ineffective time management.
  • Takes excessive time to complete tasks, requiring better weekly planning.
  • Fails to prioritize tasks and loses focus on critical assignments.
  • Underestimates task durations.
  • Procrastinates and delays tasks until the last minute.
  • Easily distracted by social media or non-work related activities.
  • Lacks planning and scheduling skills to manage work effectively.
  • Ineffective in delegating tasks.
  • Fails to communicate proactively about delays or missed deadlines.
  • Does not set clear objectives or priorities for work.
  • Unable to estimate realistic timelines for tasks and projects.
  • Does not regularly monitor progress against schedules and deadlines.
  • Disregards others’ time and frequently misses commitments.
  • Does not take ownership of work and blames external factors for delays.

track time

Performance review phrases attitude

Providing feedback on attitude during performance reviews is important for a positive workplace . It emphasizes the value of teamwork and productivity, helping employees understand how their behavior affects colleagues and the organization’s culture .

  • Builds an atmosphere of trust within the team.
  • Cheerful attitude uplifts others in his presence.
  • Never complains about the job or colleagues.
  • Focuses on the positives when dealing with problems.
  • Enthusiastically motivates other team members.
  • Finds opportunities to praise others for their efforts and accomplishments.
  • Maintains a positive outlook even during stressful times.
  • Energy and optimism are contagious.
  • Makes others feel valued and respected.
  • Looks for solutions rather than dwelling on problems.
  • Smile and friendly manner create a pleasant work environment.
  • Finds the good in every situation.
  • Positivity raises the morale of those around him.
  • Makes others feel heard and encourages open communication.
  • Optimism is contagious and lifts the spirits of colleagues.
  • Looks for lessons in failures and mistakes.
  • Encouragement and support motivate others to do their best.
  • Brings a sense of fun to work.
  • Finds ways to acknowledge others for their efforts regularly.
  • Friendly demeanor puts others at ease.
  • Expresses appreciation for colleagues and their contributions.
  • Enthusiasm is contagious and inspires hard work.
  • Focuses on shared goals and teamwork rather than individual accomplishments.
  • Positivity makes him a pleasure to work with.
  • Finds ways to learn from both successes and failures.
  • Can-do attitude boosts productivity.
  • Makes others feel their contributions are valued.
  • Upbeat manner keeps the team working together harmoniously.
  • Language and voice level can be inappropriate.
  • Tends to trigger problems between coworkers.
  • Displays an overly sensitive and pessimistic personality, focusing too much on negatives.
  • Talks negatively about other team members.
  • Needs to focus on the positive aspects of the job and team.
  • Complaints undermine team morale.
  • Dwells excessively on problems rather than seeking solutions.
  • Contributes to tension and friction within the team.
  • Often has troubles with coworkers, easily angered and argumentative.
  • Pessimism saps the energy of colleagues.
  • Finds fault easily and fails to acknowledge others’ efforts.
  • Takes criticism too personally and becomes defensive.
  • Blames others and refuses to accept responsibility for mistakes.
  • Lacks tact and consideration in interactions.
  • Needs to control temper and attitude, avoiding strong reactions to negatives.
  • Fails to acknowledge colleagues’ good work.
  • Irritability negatively impacts morale and team cohesion.
  • Criticism of colleagues breeds resentment and mistrust.
  • Sees setbacks as personal failures rather than learning opportunities.
  • Complaints and criticisms distract from productive discussions.
  • Contributes more problems than solutions.
  • Lacks emotional control and self-awareness in interactions.
  • Focuses excessively on minor issues rather than larger goals.

Ending a performance review with closing comments is an opportunity to summarize key points, express appreciation, and set expectations for the future.

Here’s how you could do it:

“Thank you for your dedication and commitment throughout this review process. Your hard work and achievements are greatly valued and appreciated. As we move forward, I encourage you to continue building on your strengths and addressing areas for improvement. Thank you again for your contributions to our team.”

For a simple, yet effective method of employee evaluation, download this free 9 box grid template or this free 360 degree feedback template .

Performance evaluation software

Conducting performance reviews can consume a significant amount of your valuable time and require considerable effort to ensure efficiency. Consequently, they are often overlooked or not taken seriously. However, they are among the most useful tools for enhancing workforce productivity and fostering teamwork, thereby sustaining the organization in the long term.

The most effective way to conduct performance reviews is through HR (human resources) software. Factorial, an HR software solution , offers a comprehensive set of performance management tools and analytics . To learn more about how Factorial can streamline your HR processes by centralizing them in a single platform —rather than scattered across spreadsheets, emails, and paperwork— book a demo to chat with an HR product specialist by clicking the banner below or the button in the top right corner!

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Our customer support team is the best in the industry and are always there to help — no matter what the question. “The support is best I’ve ever had – that is absolutely critical to me.” – Luis Muniz, CEO at Funnel Wave

Teamwork.com is the only project management software that allows all customers (not just enterprise) to choose where in the world their data is held and processed. We offer hosting in Europe, North America, and Australia. This means incredible speeds for you and peace of mind that your data is safe, secure and legally protected.

Our roadmap is driven by customer needs — see what we’re working on at any time.

To make sure your data is safe and secure, Teamwork.com is ISO/IEC 27001:2013 and SOC 2 Type 2 certified.

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What makes Teamwork.com different?

Basic project management tools can’t meet your needs as you scale while others are expensive and too difficult to learn. Teamwork.com is the best of both worlds: easy-to-use, flexible, and feature-rich.

Our customer support team are always there to help — no matter what the question. “The support is best I’ve ever had – that is absolutely critical to me” – Luis Muniz, CEO at Funnel Wave

Unlimited free access for clients. Time tracking. Invoicing. We know what agencies need, we ran one before starting Teamwork.com .

Teamwork.com is at the core of managing your work and projects. But Teamwork.com with our other tools can manage your whole business. Unlock more value by using our chat, helpdesk, or content collaboration software and Teamwork.com as one integrated suite.

Teamwork.com is the only project management software that allows all customers (not just enterprise) to choose where in the world your data is held and processed. We offer hosting in Europe, North America and now Australia too.

This means incredible speeds for you and peace of mind that your data is safe, secure and legally protected. We'd love to tell you all about it and we can help you move any existing data to Teamwork.com .

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Knowledge Base

  • Working with Your Projects
  • Project Budgets

Task List Budgets

Before you start.

  • You need to set a project budget and have at least one active task list on a project before you can create task list budgets.
  • The combined total value of task list budgets within a project must be less than or equal to the project's overall budget.
  • Task list budgets are:
  • Unique to their associated project budget.
  • Directly linked to their project’s overall budget.
  • They inherit the budget type (financial or time) from the parent budget and this cannot be overridden.
  • Not carried over to future repeats of a recurring project budget.

Feature limits

Explore task list budgets.

  • View budget time logs  opens the time logs window and shows all time logs associated with active budgets.
  • Assign task list budget  opens the task list budgets window where you can modify each budget's value.

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Create a task list budget

  • Click Jump to  in Teamwork.com's main navigation menu.
  • Search for and select a project.
  • Select the  Finance  tab in the project's navigation menu.
  • Switch to the Budgets  subsection.
  • Scroll to the Task list budgets  panel.

teamwork task list

  • Click  Add notification  to alert key stakeholders as budget usage nears capacity.
  • Recipients — choose one or more project members to be notified.
  • Notification type — choose email or mobile push.
  • Exceeds % — set when the notification should be sent based on budget exceeding a % usage.
  • Click  Save .

Edit a task list budget

  • Click Assign task list budget in the panel's top right.
  • Review budget notifications and update or create additional notifications where necessary.

Delete a task list budget

  • Hover over the task list budget row in the task list budgets panel.

teamwork task list

  • Click OK in the confirmation window.

Another option

  • Add/Edit Task List window > Budget tab
  • Create/Edit Project Budget window > Add task list budgets button
  • Task list options menu >  Add task list budget

View time logs

  • Time period dropdown: Set the timespan of time logs you wish to view.
  • Filters button: Access and set additional filters based on:
  • Teams, users, companies, or billable/non-billable time.
  • Billable checkboxes: Update the billable status of individual time logs. ( Billed   entries cannot be edited)
  • Individual time logs: Hover and click the edit pencil to update the time log.

Best practices

  • Budget work upfront : Create a project budget to account for all works to be done.
  • Organize : Set a child budget for each task list to create more granular control.

Get in Touch


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  1. Task Lists

    Within Teamwork.com, you can add task lists in a project to group tasks together. Note: You can't add a task to a project without adding it to a task list. When creating a task list, you will need to specify a task list name. You also have some additional options: Templates - select a task template to populate the task list.

  2. 5 Task List Templates that Make Your Whole Team More Efficient

    1. Onboarding clients and employees to Teamwork Projects This template is perfect for getting new users acquainted with Teamwork Projects. New software can be overwhelming, so this breaks down the learning process into simple steps for new users — even those who are reluctant to move beyond email — feel confident and supported.

  3. 64 team building activities to bring your team together

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  4. Create a Task List

    Best practices Organize: Use task lists to group tasks into relevant subsets of work (e.g. based on department, or by micro-goal). Increase efficiency: Set default properties for new tasks in the task list. Psst! You can have all new tasks added to a particular board column by default.

  5. 7 steps for prioritizing your workload

    7 steps for prioritizing your workload. 1. Write down all of your tasks. First things first: you need to get all your to-dos out of your head and onto the page — or, in most cases, the screen. Start by compiling a literal master list of action items that you need to take care of, sorting them based on the following:

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    Collaboration. Collaboration skills have to do with your ability to use all of your teamwork skills at the same time. Some ways to be a good collaborator are to contribute productively, communicate as well as you listen, and show that you are a reliable and fair teammate. With collaboration, you can build strong relationships, work through ...

  9. How to prioritize tasks as a team when everything seems important

    Here's how it works: Draw a square and then split it into four even quadrants. On the left side, label the boxes with "important" and "not important.". On the top, label the boxes with "urgent" and "not urgent.". You'll use this to categorize your work. Maybe that employee training session is both urgent and important, but ...

  10. What It Is, Task Management Tools & Best Practices

    On the surface, it involves three simple steps: Step #1. Create tasks: The first step is unpacking a project and creating individual tasks to deliver it. Once you know what these tasks are, you can turn them into actionable items by creating deliverables and setting deadlines. Step #2.

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  14. Using Task Templates

    To create a new task list from a template, click the Add Task List button at the top of the project's Table or List area. In the Add Task List modal, enter a name for the task list. Below the name field, you can use the template dropdown to choose an existing template to be applied.

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  18. Completing a Task List

    Last modified on Fri, 3 Jun 2022 Within Teamwork.com, a task list is automatically marked as complete once each of the individual tasks in the list have been completed. In Table or List view, click the checkmark to the left of each active task in the list to complete it.

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    Navigate to Home > My Work Navigate to My Profile > Tasks . Once there, Here you'll see your Personal Tasks area where you can quick-add, edit, track, and manage personal tasks that are only visible to you.

  20. Tasks List View (Beta)

    Select List from the project's navigation menu. The List tab might be hidden under the More... option. Tasks are grouped by their associated task list. Task lists Use List view's left navigation panel to switch between task lists. All lists: A single view of all active task lists, aka task lists with active tasks.

  21. Performance review phrases (1000+ examples)

    Demonstrates assistance to coworkers with tasks, even if outside direct responsibility. Consistently aids coworkers facing task difficulties. ... During a performance review cooperation and teamwork are among the most important qualities that need to be evaluated. Check out these performance review comments on teamwork and choose the ones to ...

  22. Task List Options

    The task list options dropdown is available in any area of Teamwork.com where you can view tasks in Table or List view grouped by task list, such as Project > Table , Project > List or Everything > Tasks > List. Click the options button (three dots) to the right of the relevant task list name.

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  24. Task List Budgets

    Project Budgets Task List Budgets Print Task List Budgets Last modified on Thu, 21 Dec 2023 Available on Grow and Scale subscriptions 1 Before you start You need to set a project budget and have at least one active task list on a project before you can create task list budgets.