Adaptability phrases for performance reviews in 2026

Let’s be honest: the Australian workplace in 2026 looks nothing like it did even a few years ago. We are navigating a landscape defined by rapid AI integration, hybrid work models that actually work, and a global economy that refuses to sit still. In this environment, technical skills are the baseline, but adaptability is the superpower. Yet, when it comes to performance review season, many managers find themselves staring at a blank screen, struggling to find the right words to describe this elusive trait.

Why adaptability is the MVP of 2026

Adaptability isn't just about 'going with the flow' anymore. In 2026, it’s about cognitive flexibility—the ability to unlearn old habits and pivot towards new technologies or strategies without losing momentum. When you are writing a performance review, you aren't just looking back; you are setting the stage for how your team member will handle the next twelve months of inevitable change.

The challenge is that 'adaptability' can feel like a bit of a buzzword. If you simply write "you are very adaptable" on a review form, you aren't giving your employee anything actionable to work with. To truly foster growth, you need specific, descriptive phrases that highlight exactly how they’ve shown flexibility and where they can sharpen those skills further.

Positive adaptability phrases for high performers

When you have a team member who thrives amidst chaos, you want to celebrate that behaviour. These phrases help you articulate the value they bring to the organisational culture:

• "Consistently demonstrates a proactive approach when navigating shifting project requirements, ensuring deadlines are met despite external changes."
• "Displays remarkable resilience when faced with unexpected technical hurdles, often finding creative workarounds that benefit the entire team."
• "Has successfully transitioned to new digital workflows this year, showing a keenness to upskill and lead others through the change."
• "Maintains a positive and professional demeanour during periods of high ambiguity, serving as a stabilising influence for the department."
• "Quickly assesses new information and adjusts strategic priorities to ensure our goals remain relevant in a changing market."

By using these specific examples, you validate the effort they put into staying flexible. It shows you’ve noticed the small pivots they make every day to keep the wheels turning.

Phrases for identifying areas of growth

Not everyone finds change easy, and that is perfectly okay. The goal of a performance review is to identify where a little extra support might be needed. If you notice a team member struggling to keep up with the pace of 2026, these phrases can help frame the conversation constructively.

• "While technically proficient, there is an opportunity to improve responsiveness when project scopes are adjusted mid-cycle."
• "Encouraged to seek out new learning opportunities more frequently to stay ahead of evolving industry standards."
• "We would like to see more confidence in making decisions when all the facts aren't yet available; embracing a bit of ambiguity will be key this year."
• "Could focus on developing a more flexible mindset when collaborating with different teams who have varying work styles."
• "Aims to reduce the time taken to recalibrate after a change in direction is announced by the leadership team."

When you identify these gaps, it is the perfect time to introduce tools that help bridge them. For example, using Compono Engage can help you track how team members are feeling during transitions, allowing you to provide support before a lack of adaptability becomes a performance issue.

The link between adaptability and soft skills

Adaptability doesn't exist in a vacuum. It is deeply intertwined with communication, emotional intelligence, and problem-solving. In 2026, we are seeing that the most adaptable employees are also the ones who communicate most effectively. They ask the right questions when things change, rather than retreating into silence.

When writing your reviews, consider how the employee’s adaptability affects the team dynamic. Do they help others adjust? Do they share what they’ve learned from a pivot? Highlighting these collaborative aspects of flexibility helps reinforce a culture of mutual support.

How to measure adaptability in a digital-first world

In the past, measuring adaptability was mostly anecdotal. Now, we have better data to back up our feedback. You can look at how quickly an employee adopts new software, their willingness to take on diverse projects, and their feedback from peers during cross-functional tasks.

If you find that your hiring process isn't bringing in the flexible talent you need, it might be time to look at your initial assessment phase. Tools like Compono Hire allow you to screen for these essential 'human' skills from the very beginning, ensuring that your future team is built on a foundation of agility.

Phrases for self-evaluations

Performance reviews are a two-way street. If you are an employee writing your own self-assessment, you need to advocate for your own growth. Here are some ways to phrase your adaptability achievements:

• "I have actively sought out training for [New Software/Methodology] to ensure I remain a versatile asset to the team."
• "I pride myself on my ability to remain calm and productive even when our primary objectives are reassessed at short notice."
• "I have successfully managed the transition to our new hybrid schedule, maintaining high output while supporting my colleagues' adjustment periods."
• "I recognise that I sometimes prefer routine, but I have made a conscious effort this year to volunteer for 'pilot' projects that require a flexible approach."

Key takeaways for your 2026 reviews

As you prepare for your next round of reviews, keep these three things in mind:

1. Be specific: Don't just say they are flexible; explain the situation where they showed it.
2. Focus on the future: Use the review to discuss how adaptability will help them reach their 2027 career goals.
3. Provide the tools: If someone is struggling, don't just point it out—offer the training or tech they need to improve.

Adaptability is the currency of the modern Australian workplace. By using the right phrases, you aren't just ticking a box; you are building a more resilient, capable, and future-proof organisation.

If you're ready to take your talent management to the next level, why not book a demo with us today and see how we can help you navigate the future of work?