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Giving feedback during performance reviews can sometimes be a hard thing to do.
What seems to be so simple, may actually turn out to be a bit complex if you're wondering what to say.
Some managers (and other reviewers) may often struggle to find the right words, and thus, employees might walk away feeling confused or unappreciated. That’s a big problem—because when performance feedback isn't clear and supportive, they may come across as criticism, even if it was supposed to be constructive.
As a result, people might feel undervalued.
With the right kind of words, performance reviews can actually motivate your team, boost morale, and make feedback easier to give and receive.
In this blog, we’ve listed 70+ performance review examples that you can use to make your feedback more helpful, honest, and empowering. We'll also discuss how to go about delivering feedback properly.
Why Performance Reviews Matter?
Performance reviews are structured one-on-one conversations between a manager and an employee. They’re designed to pause, reflect, and evaluate how things are going.
In a typical review, the manager and employee discuss progress on goals, review recent achievements, highlight areas for improvement, and set expectations for the next period. It’s also a chance to talk about career aspirations, development opportunities, and any support the employee needs to succeed.
For employees, reviews provide clarity and direction. They connect day-to-day work to the company’s bigger goals, recognize accomplishments, and offer constructive feedback. This combination motivates employees and gives them a clear roadmap for building new skills and advancing in their careers.
For employers, reviews ensure consistency. They give managers a structured way to set fair expectations, measure performance, and make informed calls on promotions, raises, or new opportunities. Reviews also surface team strengths and challenges early, allowing leaders to take action before small issues grow.
Unlike 360-degree feedback—where input comes from peers, direct reports, and other colleagues—performance reviews focus on a direct manager–employee conversation. Both approaches serve different purposes, but together, they give a more complete view of performance.
70 Performance Review Examples For Different Competencies
Most performance reviews aren’t random—they’re structured around competencies. These are the core skills and behaviors, like communication, problem-solving, and leadership, that show how employees drive business results.
That’s why tools like 360-degree feedback surveys focus on these areas. Instead of asking broad or vague questions, they gather input that’s directly tied to what the company values as markers of strong performance.
To make this easier for you, we’ve pulled together a set of competency-based feedback examples. Use them as a quick reference the next time you’re writing a review for someone. They’ll help you move beyond generic comments and deliver feedback that’s clear, constructive, and genuinely useful.
1. Example Comments on Communication Skills
Communication is the foundation of effective teamwork and smooth collaboration. Whether it’s sharing ideas, giving feedback, or aligning on goals, strong communication keeps everyone connected and moving in the same direction.
Strengths
- You explain ideas clearly, making it easy for the team to act quickly.
- Listens carefully to feedback and applies it in meaningful ways.
- Breaks down complex ideas so they’re simple and easy to understand.
- You keep discussions professional and respectful, even when opinions differ.
- Adapts communication style depending on the audience, keeping everyone aligned.
Areas for Improvement
- You communicate well overall. Simplifying key points further could make it even easier for the team to stay aligned.
- Written updates are detailed and thorough. But making them a little more concise, would help colleagues act on them faster.
- Your communication style works in most cases. Being a bit more intentional with tailoring it to the audience could make it even more impactful.
- Leads meetings effectively. Creating space for quieter voices to contribute would make discussions more inclusive.
- You explain ideas clearly. Adding a touch more energy in discussions could help keep the team more engaged.
2. Collaboration & Teamwork
Working effectively with others is essential for achieving great results at work. When team members support one another and collaborate, projects run more smoothly and everyone feels valued. This not only boosts productivity but also creates a more positive and inclusive workplace culture.
Strengths
- You work seamlessly with others and always keep the team’s bigger goals in mind.
- You build trust quickly, and teammates feel comfortable turning to you for support.
- You share resources openly, which makes collaboration smoother for everyone.
- You value different perspectives and make sure decisions aren’t one-sided.
- You mentor junior colleagues and create space for their growth, which strengthens the whole team.
Areas for Growth
- You build strong relationships within your core group, but spending more time with colleagues outside your team could deepen collaboration across the organization.
- You collaborate well, but sometimes, when preoccupied, you may not share updates as quickly. Being more proactive here would strengthen teamwork.
- You add value to group discussions, but being more open to alternative viewpoints could enrich the decision-making process.
- You work well with others, but asking teammates for feedback more often could sharpen your collaboration skills.
- You support your team effectively, but taking greater ownership of challenges would set an even stronger example for others.
3. Problem-Solving & Critical Thinking
Problem-solving and critical thinking are essential skills for thriving in today’s work environment. Team members who excel in these areas can tackle challenges, make sound decisions, and drive innovation—ensuring the ongoing success of projects and operations.
Strengths
- You spot problems early and come up with practical fixes that work.
- You bring creativity to your work—your ideas often spark new approaches for the team.
- You apply sound reasoning even under pressure, which helps you make smart decisions.
- You stay calm in challenging situations, keeping others focused and steady.
- You take lessons from past experiences and use them to improve future outcomes.
Areas for Improvement
- You address problems well, but identifying potential issues a little earlier could make you even more proactive.
- You’re creative with solutions, though exploring a wider range of options before deciding could lead to stronger results.
- You make solid decisions, but including more perspectives beforehand would help build greater team buy-in.
- You solve problems effectively, but explaining your reasoning more clearly could keep everyone aligned.
- You reflect on past work, but reviewing outcomes more regularly would help refine your approach over time.
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4. Time Management & Organization
Time management and organizational skills are crucial for maintaining productivity and ensuring smooth operations in the workplace. Employees who excel in these areas consistently meet deadlines, keep their work structured, and help drive team performance.
Strengths
- You consistently meet deadlines and manage your time well.
- You prioritize tasks thoughtfully, focusing on what matters most.
- You keep your work and materials organized, which makes you efficient and reliable.
- You create schedules and plans that keep projects moving forward.
- You juggle multiple priorities without letting quality slip.
Areas for Improvement
- You deliver on time, but sharpening your prioritization could help you tackle urgent tasks first.
- You organize your workload effectively, though trying new time management tools could make you even more efficient.
- You manage tasks well, but delegating more often would keep your workload balanced and sustainable.
- You structure projects carefully, but sharing progress and blockers earlier would help the team avoid delays.
- You stay productive under pressure, but setting daily goals could keep your focus sharper throughout the day.
5. Leadership
Leadership and management are essential for driving team success. Effective leaders provide clear guidance, motivate their teams, and create an environment where collaboration and growth can flourish.
Strengths
- You provide clear guidance and set strong expectations.
- You delegate thoughtfully and show trust in your team.
- You inspire others with your positive attitude and energy.
- You give constructive feedback that helps people grow.
- You lead by example with integrity, which earns trust and respect.
Areas for Improvement
- You set direction well, but giving more detailed instructions would help prevent misunderstandings.
- You empower your team, but delegating larger responsibilities could give others more room to grow.
- You inspire your team, but seeking regular feedback on your leadership style would help refine your approach.
- You support your team well, but recognizing individual contributions more often would keep morale high.
- You’re a fair leader, but making sure all voices are equally heard will build even stronger trust.
6. Initiative & Proactiveness
Initiative and proactivity are powerful drivers of efficiency and innovation in the workplace. Employees who demonstrate these qualities often become catalysts for improvement and progress, helping their teams reach new heights.
Strengths
- You identify opportunities for improvement and act on them consistently.
- You go beyond what’s expected and show real commitment to the team’s success.
- You take on new responsibilities without hesitation and deliver strong results.
- You take ownership of your projects and follow through.
- You are open to feedback and use it as fuel for growth.
Areas for Improvement
- You contribute actively, but stepping up to drive new initiatives could amplify your impact.
- You’re dependable, but taking on tasks outside your comfort zone would expand your skill set.
- You take initiative, but tackling bigger challenges could push your growth even further.
- You manage projects well, but handling them independently from start to finish would strengthen your ownership.
- You focus on growth, but following through more consistently on self-improvement goals would bring better results.
7. Adaptability & Flexibility
Adaptability and flexibility help you stay effective in a workplace that’s always changing. By adjusting to shifting priorities and approaching challenges with a steady mindset, you show resilience and keep projects moving forward, no matter the circumstances.
Strengths
- You adjust quickly to shifting priorities and requirements.
- You remain calm and steady under pressure.
- You embrace new tools, processes, and technologies with enthusiasm.
- You listen to feedback and adapt effectively.
- You approach unfamiliar tasks with a positive outlook.
Areas for Improvement
- You adjust to change, but embracing it more quickly would help you stay ahead of shifting priorities.
- You remain steady under pressure, but developing new stress management strategies could help in high-stakes situations.
- You adopt new processes, but doing so faster could increase your contribution to projects.
- You respond well to feedback, but acting on it more proactively would show stronger adaptability.
- You stay positive in most situations, but maintaining that mindset during unexpected challenges would inspire others.
8. Technical / Job-Specific Skills
Technical or role-specific skills show how effectively you apply your expertise, tools, or knowledge to deliver results. Excelling in this area builds confidence in your ability to contribute meaningfully to projects and the business.
Strengths
- Demonstrates strong command of tools and technologies required for the role.
- Applies technical knowledge to solve problems quickly and effectively.
- Keeps documentation clear and updated, making it easy for others to follow.
- You stay current with industry best practices, ensuring your work meets high standards.
- Shares knowledge with teammates, helping them improve their skills too.
Areas for Improvement
- Technical skills are strong, but exploring emerging tools would keep you ahead of industry trends.
- You could focus more on simplifying complex technical details when explaining them to non-technical colleagues.
- Sometimes deep technical focus slows delivery—balancing precision with speed would improve outcomes.
- Building stronger cross-functional knowledge would help you apply technical expertise in broader contexts.
- Expanding certifications or formal training could take your skills to the next level.
9. Customer / Client Focus
Customer focus highlights how well you anticipate needs, resolve issues, and build positive relationships. It’s about delivering quality while strengthening trust and loyalty.
Strengths
- Consistently anticipates client needs and provides proactive solutions.
- Builds strong relationships that make customers feel heard and valued.
- Responds quickly and thoroughly to client inquiries, boosting satisfaction.
- You maintain professionalism even in challenging client situations.
- Keeps promises and delivers on commitments, reinforcing reliability.
Areas for Improvement
- Customer interactions are handled well, but following up more consistently would strengthen trust.
- You could work on setting clearer expectations to avoid misunderstandings with clients.
- Building deeper knowledge of client industries would make solutions even more tailored and effective.
- Sometimes client feedback isn’t captured fully—documenting it better could inform future improvements.
- While you manage existing relationships well, being more proactive in spotting upsell or partnership opportunities would add business value.
Self-Evaluation Examples
No performance review is complete without a self-evaluation, that because a subject's strengths and blind spots can only be revealed by comparing self-assessments to peer feedback.
1. Communication
- Strength: “I’ve made an effort to communicate clearly in team meetings and through written updates. My teammates often mention that my reports are easy to follow.”
- Improvement: “At times, I go into too much detail when explaining ideas. I want to work on making my points more concise so discussions stay focused.”
2. Collaboration & Teamwork
- Strength: “I enjoy working with colleagues from different departments and believe I contribute to a positive team atmosphere by sharing resources and offering help.”
- Improvement: “I sometimes rely too heavily on my immediate team. I’d like to expand collaboration with other functions to broaden my perspective.”
3. Problem-Solving & Critical Thinking
- Strength: “I stay calm under pressure and try to consider multiple options before making decisions. This has helped me resolve issues quickly during projects.”
- Improvement: “I’d like to get better at spotting potential issues earlier instead of waiting until they become problems.”
4. Time Management & Organization
- Strength: “I consistently meet deadlines and keep my tasks structured with project management tools.”
- Improvement: “When balancing multiple projects, I sometimes focus on urgent tasks over important long-term priorities. I want to improve at prioritization.”
5. Leadership
- Strength: “I’ve taken on mentoring new team members and enjoy helping them settle in and grow.”
- Improvement: “I’d like to get more feedback on my leadership style so I can find new ways to motivate and support my colleagues.”
6. Initiative & Proactiveness
- Strength: “I regularly suggest process improvements and take ownership of projects from start to finish.”
- Improvement: “Sometimes I hesitate to take on responsibilities outside my comfort zone. I want to push myself to embrace bigger challenges.”
7. Adaptability & Flexibility
- Strength: “I’ve been open to learning new tools and quickly adapted to shifting project priorities this year.”
- Improvement: “I sometimes need more time than I’d like to adjust to unexpected changes. I aim to build more resilience in such situations.”
8. Technical / Job-Specific Skills
- Strength: “I’ve deepened my expertise in [specific tool/skill] and applied it to improve team efficiency.”
- Improvement: “I plan to pursue additional training or certifications to stay current with industry standards.”
9. Customer / Client Focus
- Strength: “I prioritize client satisfaction by following up regularly and tailoring solutions to their needs.”
- Improvement: “I want to get better at documenting client feedback so it can be shared with the broader team.”
How to Write Comments During a Performance Review?
When giving feedback to peers or managers, the goal is to be specific, constructive, and encouraging. Generic phrases like “good job” don’t work well and isn't nearly enough. The person being reviewed expects a lot more than that.
Highlighting both strengths and growth areas makes your feedback thoughtful and motivating—not rude or discouraging.
The words you write can be a good thing or a deal-breaker for an employee's performance review.
So, here are a few examples of comments for different scenarios that are constructive and supportive.
Example 1: For Outstanding Performance
"John consistently goes above and beyond expectations. He delivers exceptional results, and his attention to detail is remarkable. This proactive approach have significantly improved project outcomes. Stating an instance, his out-of-the-box solution helped us decrease production costs by 20%."
Example 2: For Being an Exceptional Team Player
"Jessica is an exceptional team player. Her collaborative spirit and willingness to support her colleagues have a significant impact on our team's success. The energy that Jessica brings to the team, as well as her positive attitude make her an asset to our department. And her ability to foster a positive and cooperative work environment is truly commendable.
Example 3: Performance Improvement Plan
"Jennifer's performance as a marketing coordinator has been consistently falling short of expectations. She frequently misses project deadlines and lacks effective communication with team members.
In order to support Jennifer's improvement, a comprehensive performance improvement plan has been put into action.
This plan entails setting clear goals, conducting regular check-ins, and providing ample opportunities for skill development, all aimed at helping Jennifer reach and surpass the desired performance standards."
Example 4: Leadership Potential
"Sarah consistently demonstrates exceptional leadership skills and motivates her team to achieve greatness. She excels in delegating tasks, offering valuable guidance, and fostering a highly productive and positive work environment.
Sarah's ability to communicate and collaborate seamlessly with colleagues across various departments positions her as an exemplary candidate for future leadership roles within the organization."
Sarah's exceptional leadership skills and potential for future leadership roles are the focus here. It highlights her ability to delegate, offer guidance, and create a positive work environment.
Related post: Top 10 qualities of a good manager.
Example 5: Excellent Conduct
"Michael consistently surpasses expectations in his role as project manager. He exhibits remarkable leadership qualities by skillfully delegating tasks and providing invaluable guidance to his team. Notably, Michael consistently delivers projects ahead of schedule while upholding an exceptional level of quality. His profound analytical abilities and unwavering attention to detail significantly contribute to the overall success of our team's endeavours."
Michael's excellent conduct as a project manager is acknowledged, with an emphasis on his leadership qualities, project delivery, and attention to detail.
Example 6: Areas for Improvement
"Sara demonstrates excellent technical skills; however, there have been occasional challenges with meeting deadlines. It would be beneficial for her to enhance her time management and prioritize tasks more effectively. By improving her organizational skills, Sara will be better equipped to consistently deliver high-quality work within set timelines."
Sara's technical skills are praised, but areas for improvement, such as time management and organization, are pointed out. The review offers constructive feedback for growth.
Example 7: Very Good Performer
"Natalie consistently meets and often exceeds expectations in her role as a sales representative. She maintains a positive attitude and establishes strong relationships with clients. Natalie consistently meets sales targets and demonstrates excellent negotiation skills. Her ability to adapt to client needs and provide creative solutions has resulted in increased customer satisfaction."
Natalie's consistently high performance as a sales representative is recognized, including her positive attitude and client relationships. It also mentions her ability to meet sales targets and provide creative solutions.
Example 8: Efficient Work
"Samuel meets company expectations in his role as a software engineer. He consistently delivers high-quality code and meets project deadlines. Samuel collaborates effectively with team members and is willing to share his knowledge. Moving forward, he could further enhance his skills by seeking opportunities for professional development and demonstrating stronger initiative in suggesting process improvements."
Samuel's efficient work as a software engineer is highlighted, including his code quality and meeting project deadlines. Suggestions for further improvement are also provided.
Example 9: Needs Improvement
"Olivia shows potential but currently falls short of company expectations as a graphic designer. While she produces visually appealing designs, she often struggles with meeting project deadlines. Olivia could benefit from improved time management skills and better prioritization. Additionally, she should actively seek feedback and guidance from senior team members to further develop her design skills."
Olivia's potential is acknowledged, but areas needing improvement, like meeting deadlines, are addressed. The review suggests ways for her to enhance her skills.
Example 10: Below Expected Standard
"Michael's performance as a customer service representative falls below company expectations. He frequently demonstrates a lack of attention to detail and fails to provide satisfactory solutions to customer issues. Michael should focus on improving his communication skills, actively listening to customer concerns, and seeking guidance from team leaders to enhance his performance."
Michael's performance falls below expectations as a customer service representative. It mentions his lack of attention to detail and offers guidance on areas for improvement.
Improve the outcomes of the review process by enhance its effectiveness with key performance review insights!
Conduct thorough performance reviews on ThriveSparrow to gain valuable insights that will empower you to enhance performance and bridge development gaps.
Try out the sample survey below to see how it works. Use the insights gathered to build tailored personal growth plans, as well as performance improvement plans (PIPs).
Transform your approach to performance management and employee development. Experience ThriveSparrow first-hand with a free trial, or book a free demo and get a complete walkthrough of the platform from a product consultant.
- Tailor surveys to meet your organization's unique needs.
- Get insights on best practices for performance reviews and development plans.
- Let AI do the Heavy-Lifting. Understand the nuances of employee sentiment on a granular level, and know where to implement your initiatives.
How to Handle the Performance Review Meeting? Do’s and Don’ts
While survey feedback captures how peers and managers evaluate one another in writing, the real impact often comes during the live performance review conversation. Here’s what to do, and what to avoid when you’re in the room.
Do’s
1. Listen, don’t just talk
A review should be a two-way conversation. Give employees space to share their perspective, voice concerns, and suggest improvements. Active listening builds trust and makes the process more meaningful.
2. Create an action plan together
Feedback without a path forward is incomplete. End each review by outlining clear, actionable steps. Better yet, co-create an OKR or improvement plan with the employee so they feel ownership and accountability.
3. Be specific and actionable
Vague advice like “improve overall performance” doesn’t help. Point to specific behaviors or outcomes and suggest how they can be improved. The more concrete the feedback, the easier it is to act on.
4. Prioritize face-to-face conversations
Written reviews or group settings can lead to misinterpretation. One-on-one discussions—whether in person or via video—ensure clarity, context, and a personal connection.
Don’ts
1. Don’t make it one-sided
Avoid turning reviews into a lecture. Instead, encourage employees to share their perspective and involve them in shaping next steps.
2. Don’t only focus on weaknesses
Highlight wins as well as areas for improvement. Recognizing strengths makes feedback balanced and motivating, while focusing only on shortcomings risks disengagement.
3. Don’t let bias creep in
Personal preferences or preconceived notions can skew fairness. Keep reviews objective, consistent, and rooted in observable behavior.
[Learn more about common performance review biases →]
4. Don’t skip follow-ups
A one-time review isn’t enough. Regular check-ins ensure progress, accountability, and continuous improvement. Without them, even well-intentioned feedback loses momentum.
Make Every Performance Review Count
Effective performance reviews are a powerful way to recognize strengths, uncover growth opportunities, and drive continuous development.
Throughout this guide, we’ve walked through real examples—phrases you can use across competencies like communication, teamwork, problem-solving, and leadership.
The takeaway is simple: when feedback is clear, constructive, and consistent, it creates a culture where employees feel valued, motivated, and supported.
But knowing what to say is only half the battle.
Managing reviews at scale is where many companies struggle—and where costly gaps in engagement and retention often appear.
That’s where ThriveSparrow comes in.
A performance management tool like ThriveSparrow makes the review process easier in two big ways.
- Collecting & Organizing Feedback: ThriveSparrow automatically gathers input from peers, managers, and self-assessments, then organizes it into intuitive reports. Instead of a pile of comments, you get clear insights into an employee’s strengths and growth areas, mapped across different perspectives.
- Tracking Progress Over Time: All feedback is stored securely, so you can reference it in future review cycles. This makes it easy to compare self-evaluations with peer ratings, spot performance trends, and ensure each review builds on the last.
Structured, data-backed reviews boost employee engagement, reduce turnover, and strengthen overall business performance. When people feel their growth is being tracked fairly and consistently, they’re more likely to stay, perform, and thrive.
With ThriveSparrow’s performance review platform, running 360° assessments or company-wide surveys takes just a few clicks. From scheduling to reporting, the process is streamlined—saving HR and managers hours of manual effort while giving employees the thoughtful, growth-focused reviews they deserve.
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