Best examples of performance review: addressing lack of initiative (with scripts)

Before we talk structure or theory, it helps to see examples of performance review: addressing lack of initiative in real work situations. Here are short, role-based snippets you can adapt, then we’ll break down why they work.

Example of feedback for an office coordinator

“Over the past six months, I’ve noticed that you wait for direction before acting on recurring needs. For example, supply orders often aren’t started until I send a reminder, even when inventory is clearly low. This pattern makes it harder for the team to work efficiently and means I spend extra time monitoring tasks that could be handled independently. Going forward, I’d like you to take ownership of tracking supplies weekly and placing orders when they hit the agreed threshold, without waiting for a prompt.”

Why this works: It names specific behavior, links it to impact, and defines what “taking initiative” should look like in the future.

Example of feedback for a software engineer

“You consistently complete assigned tickets, which I appreciate. Where I see a gap is in proactively identifying improvements. For instance, during the last two sprints, you flagged bugs only in the tickets you were given, even when you noticed related issues in the codebase. As a result, we missed opportunities to fix problems earlier. I’d like you to start opening tickets for related bugs you encounter and proposing small refactors when you see them, instead of waiting for someone to ask.”

This example of performance review language shows how to separate solid baseline performance from the missing initiative.

Example of feedback for a customer service rep

“You’re polite and handle customer questions accurately once the call is underway. Where I see room for growth is in anticipating needs. For example, you often wait for customers to ask about order status or return options instead of offering that information up front. This makes calls longer and sometimes leaves customers feeling like they have to ‘pull’ information from us. I’d like you to start offering next steps and related information without being prompted, especially on repeat issues you see every day.”

Again, the pattern is: behavior → impact → specific expectation.

Example of feedback for a project manager

“You manage assigned tasks and deadlines reliably. However, in the last three projects you’ve waited for leadership to identify risks and tradeoffs, even when you had early signals from the team. For instance, during the Q3 rollout, you heard about vendor delays but did not escalate them until I asked for a status update. That limited our options and increased last‑minute stress. I expect you to proactively flag risks as soon as you see them and to propose at least one mitigation option when you do.”

This shows how examples of performance review: addressing lack of initiative can be used even with mid‑level professionals, not just entry‑level staff.

Example of feedback for a hybrid/remote employee

“You attend scheduled meetings and respond to direct messages, which keeps work moving. Where we’re falling short is in proactive communication. For example, when you knew you’d miss the reporting deadline last month, you waited until I followed up rather than letting me know in advance and suggesting a new timeline. In a hybrid environment, initiative includes communicating early when you’re blocked or delayed. I’d like you to start flagging issues as soon as you see them and proposing alternatives instead of waiting for someone to check in.”

Hybrid work has made this style of initiative especially visible in 2024–2025, as more teams rely on written updates and fewer hallway check‑ins.

Example of feedback for a high-potential employee who’s playing it safe

“Your work quality is strong, and you reliably meet expectations. Where I’d like to see growth is in taking more initiative on stretch opportunities. For example, in the last two quarters you passed on leading cross‑team projects, even when they matched your skills, and waited for me to assign you smaller tasks. That limits your visibility and your development. Over the next six months, I’d like you to propose at least two projects or improvements you’d like to lead, even if they feel slightly outside your comfort zone.”

This type of feedback is one of the best examples of performance review: addressing lack of initiative when the issue is confidence, not capability.

How to structure feedback when addressing lack of initiative

Now that you’ve seen several examples of performance review: addressing lack of initiative, let’s talk about structure. Most effective conversations follow a simple flow:

Start with clear, observable behavior.
Avoid labels like “lazy” or “unmotivated.” Instead, describe what you see:

• “Waits for direction before starting recurring tasks.”
• “Does not propose solutions when problems arise.”
• “Rarely volunteers for new projects or responsibilities.”

This keeps the discussion grounded and fair.

Connect behavior to impact.
Employees are far more likely to change when they understand why it matters. You might say:

• “This slows down the team because others have to follow up.”
• “We miss chances to improve our processes.”
• “It increases my workload because I have to monitor details you could own.”

Research from organizations like SHRM shows that tying feedback to business outcomes improves employee engagement and clarity.

Invite their perspective.
Sometimes what looks like a lack of initiative is actually fear, confusion, or unclear authority. Try questions like:

• “When you see an issue, what goes through your mind before you decide whether to act?”
• “What would make it easier for you to take the first step without waiting for direction?”
• “Are there situations where you’re not sure what you’re allowed to decide on your own?”

This turns a one‑way lecture into a problem‑solving conversation.

Define what initiative looks like in their role.
This is where many managers get vague. Your best examples of performance review: addressing lack of initiative will include concrete expectations, such as:

• “If you see a recurring problem, draft one proposal for how to fix it and share it with me.”
• “When deadlines are at risk, notify stakeholders at least 24 hours in advance with options.”
• “Volunteer for at least one new responsibility per quarter that stretches your skills.”

The more specific you are, the easier it is to measure progress.

Agree on next steps and follow‑up.
Initiative doesn’t improve because of one conversation. Set a timeline:

• “Let’s check in on this in four weeks and review examples of where you took initiative.”
• “I’ll look for at least three instances of you proactively proposing solutions before our next 1:1.”

This keeps the feedback alive and signals that you’re invested in their growth.

Longer script: a full conversation example

Here’s a fuller script that pulls together many of the best examples of performance review: addressing lack of initiative into one realistic dialogue.

Manager: “Thanks for meeting with me. I want to talk about how you’re doing overall and then focus on one area I think could really accelerate your growth: taking more initiative.”
Employee: “Okay.”
Manager: “You’re reliable with assigned tasks and your quality is good. Where I’m concerned is what happens when there isn’t a clear instruction. For example, when the vendor didn’t send the data files on time last month, you waited for my message instead of reaching out to them directly or flagging the delay to the team. That meant we lost a day we could have used to adjust.”
Employee: “I wasn’t sure if I should contact them myself.”
Manager: “That makes sense, and I’m glad you said that. From now on, if a vendor deadline is missed, I want you to contact them right away and post a quick update in the project channel. If you’re ever unsure, act first based on what you think is reasonable, and then loop me in. I’d rather you take a step and we adjust than wait for direction.”
Employee: “Okay, that helps. I didn’t want to overstep.”
Manager: “That’s a fair concern. Initiative doesn’t mean ignoring boundaries; it means using your judgment and communicating early. Over the next month, I’d like you to bring at least two suggestions for improving our process to our 1:1s. They don’t have to be perfect. The goal is to build the habit of looking for ways to move things forward. We’ll review those examples together and refine from there.”

This script shows how examples of performance review: addressing lack of initiative can be firm and supportive at the same time.

2024–2025 trends: how initiative is evolving at work

If your last performance review template was written years ago, it may not reflect how initiative shows up today. A few current trends:

Hybrid and remote work make initiative more visible.
Managers can’t see who looks busy; they see who:

• Proactively updates shared tools and dashboards.
• Raises blockers early in Slack, Teams, or email.
• Volunteers to run virtual meetings or document decisions.

This is one reason many organizations now include “ownership” or “proactive communication” as formal review categories.

AI tools change what initiative looks like.
Employees are increasingly expected to:

• Use AI tools to draft first versions of documents or analyses instead of waiting for templates.
• Research solutions independently before escalating minor issues.
• Automate repetitive tasks where possible.

In your own examples of performance review: addressing lack of initiative, you might say:

“I’d like you to start using available tools to draft first versions of reports instead of waiting for me to outline them. That’s part of taking initiative in your role now.”

Burnout and psychological safety matter.

Studies from organizations like Harvard Business School and NIH highlight how psychological safety affects whether employees speak up or take risks. If your team culture punishes mistakes harshly, people will avoid initiative.

So when you use these examples of performance review: addressing lack of initiative, pair them with reassurance:

“I expect occasional missteps when you take more ownership. I’ll support you as long as you’re learning from them and communicating openly.”

This helps separate healthy risk‑taking from carelessness.

Turning feedback into a development plan

Feedback alone can feel like judgment. Turning it into a plan makes it feel like growth.

Here’s how to translate the best examples of performance review: addressing lack of initiative into a simple development plan.

Clarify 2–3 specific behaviors to build.
Examples include:

• “Proactively communicate risks and delays at least 24 hours before deadlines.”
• “Bring at least one improvement idea to each monthly team meeting.”
• “When you see recurring issues, document them and propose one potential solution.”

Agree on support.
You might offer:

• Shadowing a colleague known for strong ownership.
• Role‑playing conversations where the employee practices proposing ideas.
• Short training on decision‑making or problem‑solving.

Resources from sites like CareerOneStop (sponsored by the U.S. Department of Labor) can help employees build soft skills around initiative and communication.

Set measurable checkpoints.
For instance:

• “By our next quarterly review, we’ll review at least five situations where you took initiative and what you learned.”
• “We’ll track how often you proactively flag risks versus waiting to be asked.”

When you revisit these, use them as new examples of performance review: addressing lack of initiative that now show progress instead of gaps.

Phrases you can copy and adapt

To make this even more practical, here are short, ready‑to‑use phrases you can drop into your reviews, emails, or notes.

Positive but honest:

• “You meet expectations on assigned tasks, and the next step in your growth is to take more initiative in identifying and solving problems before they’re assigned.”
• “You do well with clear instructions; I’d like to see you take more ownership in situations where the path forward isn’t fully defined.”

Direct about the problem:

• “You tend to wait for others to notice and raise issues, which slows down our response time and limits your impact.”
• “You rarely volunteer for new responsibilities, which makes it harder for me to assess your readiness for more advanced roles.”

Future‑focused:

• “Over the next quarter, I expect you to proactively suggest improvements when you see recurring problems, rather than waiting for direction.”
• “I’d like you to come to our 1:1s with at least one example of where you took initiative, even if the outcome wasn’t perfect.”

These short statements echo the longer examples of performance review: addressing lack of initiative you saw earlier, but in a format that’s easy to plug into your own documentation.

FAQ: examples of handling lack of initiative in performance reviews

What are some examples of performance review comments about lack of initiative?

Some practical examples of comments include:

• “Often waits for explicit direction before starting recurring or obvious tasks, which delays progress for the team.”
• “Identifies problems but rarely proposes solutions, which limits their contribution to improving processes.”
• “Does not volunteer for new assignments, even when workload allows, which slows their development.”
• “Communicates delays only after follow‑up from others, instead of proactively flagging risks.”

Each of these can be expanded into a fuller example of a review paragraph by adding impact and expectations.

How do I address lack of initiative without damaging morale?

Stay specific, focus on behavior rather than personality, and balance critique with belief in their potential. Use language like:

“I’m giving you this feedback because I think you’re capable of more impact, and initiative is the skill that will unlock that.”

Pair your examples of performance review: addressing lack of initiative with clear support: coaching, check‑ins, and chances to practice.

How can employees respond when they receive this type of feedback?

Employees can ask for examples of situations where initiative was missing, then clarify expectations:

• “Can you share a few recent examples where you wish I had taken more initiative?”
• “In my role, what decisions do you expect me to make independently versus escalating?”

This turns a tough moment into a roadmap for growth.

When you use these examples of performance review: addressing lack of initiative thoughtfully, you’re not just calling out a problem; you’re teaching a core career skill. Initiative is one of the clearest signals of readiness for more responsibility, promotion, and leadership. Your job as a manager is to name the gap, paint a picture of what good looks like, and walk alongside the employee as they build that habit.