Collaboration
performance review phrases

Pulled the right three people into a room in week one and turned a stalled handover into a working process.

Shares credit accurately and specifically, which is why people volunteer to work with them again.

Works across team boundaries without needing an org chart, and brings the other team's constraints back with them.

Others already route work through them informally. Worth making that visible in the structure rather than leaving it as goodwill.

Ready to chair the cross-team forum rather than contribute to it.

I set up a fortnightly sync with the two teams we kept colliding with, and rework from crossed wires has dropped noticeably since.

I made a point of naming who did what in our updates, because the work was being attributed to the loudest person rather than the one who did it.

Contributes reliably in group work and does not leave the unglamorous parts to somebody else.

Disagrees in the meeting rather than afterwards, which is what keeps decisions stable.

Responds to colleagues' requests within a reasonable window, and says so when they cannot.

Collaborates well when asked. The step up is initiating it: spotting the overlap before it becomes rework.

Works well with the people they know. Worth deliberately pairing them with a team they have not worked with this quarter.

I made a habit of checking with the downstream team before finalising, which caught two decisions that would have created rework for them.

I have started raising disagreements in the room rather than in the corridor afterwards.

Tends to work around blockers alone rather than bringing in the person who could remove them.

Contributions in group settings arrive late in the process, once the approach is already hard to change.

Protects their own workload in a way that pushes the coordination cost onto others.

When you hit a blocker, name it to the group the same day rather than absorbing it. Absorbing it looks like resilience and costs the team a week.

Worth agreeing one piece of work this quarter that cannot be finished alone, so the habit gets practice rather than discussion.

I default to solving things myself, which is slower than asking and occasionally duplicates what somebody else has already done.

I want to get better at flagging a conflict early instead of hoping the two workstreams resolve themselves.

Colleagues have raised difficulty getting responses or input, and this has been discussed before without a sustained change.

Repeatedly reopens decisions that were made collectively, which has stalled [project] twice this year.

The pattern is affecting other people's ability to do their work, so this needs a written plan with specific commitments and a six-week review.

Worth separating two things: whether the process is wrong, which I want to hear about, and whether it is being followed, which is not optional while it stands.

I have not worked well with [team] this year. I want to understand what went wrong from their side before I decide what to change.