Creativity and Innovation Performance Review Example Phrases
It’s hard to teach creativity or innovation. I think some people have it and some people don’t. It doesn’t stop you from evaluating your employees for their creative skills, but it’s something you need to keep in mind when helping an employee craft goals to improve in this area.
In this section of our free performance review tutorial, you will find several positive and negative creativity and innovation example performance review phrases.
Emma’s ability to change direction when required is an asset to the team.
Tom is an innovator at heart – his skill at inspiring new ideas is an asset to our team.
Jim has an imaginative personality and is very resourceful in times of need.
Sally has a creative touch in a sometimes monotonous role within our team – the way she adds inspiration to the day to day tasks she performs is admirable.
Bill adds an artistic flair to everything he produces which makes his projects much more fun than most.
When a major problem arises, we frequently turn to Jon for his creativity in solving problems. The way he can look at an issue from different sides is a great resource to our team.
Tim thinks outside the box when crafting solutions.
Greg demonstrates a key ability to craft creative solutions to problems.
Holly shows ingenuity when facing difficult situations.
Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel perspective.
Ben doesn’t rely on common methods to solve a problem, but addresses each situation with a innovative viewpoint.
Yolanda constantly searches for new ideas and ways to improve efficiency.
Walter creates an exciting atmosphere for his team: one in which new ideas are rewarded and encouraged.
Peter doesn’t accept “we’ve always done it this way” as a solution; instead, he constantly reviews solutions to see if they are the most effective way of doing things.
Terry has a unique imagination and creates some of the most innovative things we have seen.
Bill fosters a creative working environment for his team to innovate.
Ryan is able to adeptly take creative ideas and form them into solutions.
Rachel is very good at creating new and innovative solutions to common problems.
Harry encourages his teammates to think outside of the box and to be more creative with solutions.
In meetings, Paul is very good at extracting unique ideas out of people – some you might not consider as very creative people.
Fred is a very creative innovator. Specifically, he solved an on-going problem by looking for a solution from all angles.
When we’re in crisis mode, we know we can turn to Jenny to craft a viable and inventive solution.
Emily has a creative personality which allows her to suggest original ideas. She should continue to adapt this to her position in the company.
Brenda takes calculated risks based on her understanding of technology and her innovative views on how to use it.
Jim has worked hard this year on fostering creative discussions within his team.
Bill creates a stifling environment which is not conducive to creativity.
Jack is unimaginative in his work and the quality of his work product demonstrates this.
Holly needs to work on being more resourceful on tasks and projects.
Tim isn’t willing to take risks on creative ideas.
Bob gets “too creative” when approaching company policies and procedures. In most of these cases, Bob should just follow the appropriate policy.
Paul’s team feels discouraged as he often “shoots down” creative ideas without any explanation. Paul should be more willing to listen to ideas before he rejects them outright.
Jean does not tap into the creative side of her team and consistently overlooks the innovate employees reporting to her.
Rachel discourages creative solutions from her team.
Kevin has a difficult time thinking “outside of the box” and creating new and untested solutions.
Jim is a creative guy but he has a tendency to act before thinking. This causes problems when an untested or unexamined idea is moved forward too quickly.
Bob has a lot of creative potential but so far he has failed to tap into it. Bob should strike a balance between being pragmatic and creative.
Terry does not listen to alternatives or ideas other than the ones he develops. This is stifling the creativity of the team.
Mandy must increase her interaction with people on the team to seek out new ideas.
Bryan often takes credit for ideas of his subordinates. He should be more willing to share credit for other’s ideas.
There is a place and time for realism, yet Wendy consistently strikes a practical, hardnosed look at things without thinking how she could creatively solve a problem.
Frank has shown a tendency to be a matter-of-fact manager, but in his position, thinking in a more resourceful manner would do him well.
Whenever Bob runs into an obstacle, he has a tendency to stop and ask for help. We encourage him to develop solutions – or even recommendations – before constantly asking for help.
Terry does not research solutions deeply enough and often just compiles ideas found on Web sites. This does not help for many of the problems we run into.
Bill needs to focus on finding creative alternatives to problems over the next year. His focus on the knowledgebase is hindering him from thinking outside of the box.
Eve is reluctant to work on issues outside of her skill set. This limits her troubleshooting ability and limits her career progression.
Henry rarely innovates and when he does, it seems forced.
Trent fails to generate new ideas.
Jennifer seems unwilling to consider new or intriguing ideas, even when the team runs out of your run-of-the-mill ideas.
Wendy is not flexible when it comes time to generate new ideas.
Kyle actively crushes new ideas and innovations on his team.