Performance review phrases – Executive skills

Executive skills encompass the qualities required for a senior executive role. Employees who possess them can effectively lead others towards achieving the company goals.


  1. Olivia anticipates problems and finds a way to fix them before they turn into major issues.
  2. Jennifer has incredible mental flexibility required to quickly modify plans according to unexpected situations.
  3. Susan keeps her subordinates focused on the main objective by underscoring their value to the company and encouraging teamwork.
  4. Edward understands what it takes for our company to succeed thanks to his strong business acumen.
  5. Bernie is a terrific negotiator who managed to reduce the company’s costs by scoring a great deal with our partners.
  6. Janet has a competitive mindset, which drives her to challenge the team’s limits and take bold actions.
  7. Robert has generated a ton of brilliant business ideas that helped our company to increase profits.
  8. Elaine effectively juggles multiple responsibilities by overseeing subordinates, managing her own workload, and mentoring new hires at the same time.
  9. George has mastered all forms of communication, which helps him to liaise with a variety of people with ease.
  10. Harry identifies the preferences and interests of the company’s stakeholders and creates plans to meet their expectations without sacrificing other factors.

Exceeds Requirements/More than Satisfactory:

  1. Oliver strives to develop subordinates by sharing her enormous experience with others during brainstorm sessions and daily briefings.
  2. Tabitha shows off her impressive strategic thinking skills by delivering effective organizing solutions.
  3. Susan effectively spots and solves problems on a daily basis due to the attention to detail and stress tolerance.
  4. Monica ensures that her lines of communication with employees are open so she is always available to discuss any workplace issue.
  5. Before selecting the plan, Arthur carefully considers the needs of employees that are impacted by his decisions.
  6. Bruce disciplines subordinates through performance appraisals and strict workplace policies.
  7. Janet delegates tasks to the most suited employees in order to focus on more pressure issues.
  8. Ingrid prioritizes tasks according to their urgency and makes sure the team works in the most productive ways possible.
  9. David maintains friendly relations with each member of his team while being a fair and demanding boss.
  10. Nathan stays focused on the main goal no matter what thanks to his incredible goal-directed persistence.

Meets Expectations/Satisfactory:

  1. Nora has earned the respect of subordinates by appreciating and rewarding them for their accomplishments.
  2. George knows that time is a resource and utilizes it in the most efficient way to improve the team’s planned-to-done ratio.
  3. Elizabeth devotes a lot of time to providing feedback to employees to increase their professionalism.
  4. Aaron remembers the most important stakeholders by their names and strives to establish good relations with them.
  5. Quentin makes sure to deliver her employees the clearest instructions possible to avoid misunderstanding.
  6. Michael tracks multiple metrics to measure the efficiency of his team and find ways of improving it.
  7. Xavier listens to his employees and lets them take an active part in certain decision-making processes.
  8. Linda is visible to her team and available to support subordinates most of the time.
  9. Valerie has never let her ego stand between her and the success of her team.
  10. Michelle knows a lot about each member of her team and uses that knowledge to her advantage.

Provisional/Needs Improvement:

  1. Yvonne fails to find a common ground with some of the most important subordinates in her department.
  2. Rachel underestimates the power of teamwork and does not do much to improve team cohesion in the workplace.
  3. Cindy does not provide enough feedback to her employees, which negatively affects their performance.
  4. Michael has an overly friendly approach. Some of his subordinates do not take him seriously because of that.
  5. Jennifer does not do anything to encourage new ideas and creative thinking among her employees.
  6. Olivia encourages rivalry between employees instead of turning it into a friendly competition.
  7. Trevor is an overly demanding leader who sets unreachable objectives.
  8. Ingrid fails to control her emotions, letting the personal stuff influence her decisions.
  9. Sophie micromanages subordinates and treats them as unreliable instead of building trust with them.
  10. Howard lacks managerial experience and overestimates his skills even though he has not used them in practice.


  1. Emma is often late for work, showing a very bad example to the employees from her department.
  2. Harold prefers to do some tasks all by himself even when delegating them could be more efficient.
  3. Monica has a very big ego, which often prevents her from taking the optimal decision.
  4. Nigel does not value the feels and opinions of his subordinates, destroying their motivation and enthusiasm.
  5. Bruce is too focused on the big picture. He overlooks many small yet important details.
  6. Janet fails to make it clear that she is the boss. Her subordinates show little respect to her orders.
  7. Oliver cannot find compromises with demanding stakeholders, which lowers investment flows to the company.
  8. David seems uninterested in improving the professionalism of his subordinates. He treats them as robots.
  9. Rebecca does a bad job of leading the department. Her organization skills are too weak.
  10. Steven cannot find the right balance between being a friend and being a boss with a member of his team.

Self Evaluation Questions:

  1. Do you consider yourself a good leader?
  2. How good are you at mentoring others?
  3. What do you do to become a better executive?
  4. Is it hard for you to manage the pressure of a senior executive role?
  5. What is the most important executive skill in your opinion?
  6. Are you always ready to hear out your subordinates?
  7. How often do you give employee feedback?
  8. What is the hardest decision you had to make as an executive?
  9. Do you always share the big picture with other employees?
  10. How do you fire a difficult employee?


The samples of performance review phrases for Executive skills is a great/helpful tool for periodical/annual job performance appraisal. Note that, executive skills review phrases can be positive or negative and your performance review can be effective or bad/poor activities for your staffs.

If no matching phrase is found, you can also see a general list of performance review phrases and choose a more appropriate skill.

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