100+ Performance Review Example Phrases and Comments

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 reviews aren’t clear, constructive, and supportive, they may do more harm than good.

As a result, people might feel undervalued. Growth may stall.

‍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 100+ 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?

• They help make sure everyone’s goals are on the same page with the company’s big picture.
• Giving regular feedback means people know what they’re doing well and where they can get better.
• Recognizing wins keeps motivation high and encourages folks to keep growing.
• It’s a great way to spot strengths and areas to improve, so no one’s left guessing.
• Performance reviews open doors for learning new skills and moving up in the company.
• They create space for honest, two-way conversations between managers and team members.
• When everyone’s clear on expectations, it builds trust and keeps people accountable.
• These reviews help managers make fair decisions about raises, promotions, and opportunities.
• They give a chance to address any challenges early and support people in improving.
• A good review process boosts team spirit and helps everyone work better together.
• Ultimately, they help the whole company perform at its best and stay competitive.

Performance Review Feedback Examples

Examples of evaluation that you can use when you're reviewing a peer or manager.

• Tom consistently collaborates with his colleagues, creating a welcoming and positive environment for all. His eagerness to share expertise and offer support has truly empowered the team, helping everyone grow and succeed together.
• Alex demonstrates impressive adaptability, embracing new challenges and unexpected changes with a positive outlook. Even when deadlines are tight, he delivers exceptional results and remains a steady, upbeat presence for the team.
• Emily consistently not only meets but exceeds her performance targets. Her drive for excellence is truly inspiring, and she is always looking for innovative ways to improve processes and support the team’s overall success.
• Jessica actively embraces feedback as an opportunity to enhance her work and is dedicated to her professional development. Her commitment to continuous improvement motivates and uplifts those around her.

Let us now focus on how to actually evaluate employees or managers for 10 different scenarios.

Example 1: Exceeding Expectations

"Emma consistently exceeds expectations by delivering high-quality work ahead of deadlines. Her innovative ideas have directly contributed to increased team efficiency, making her a key asset."

Example 2: Strong Collaboration Skills

"David consistently fosters a collaborative environment. His ability to facilitate open communication among team members ensures projects run smoothly, and deadlines are met without friction."

Example 3: Growth Opportunity

"Jake's work has shown promise, but there's room for improvement in his time management. With focused attention on prioritization, he can meet project deadlines more consistently."

Example 4: Developing Leadership

"Olivia has demonstrated strong leadership potential, particularly in how she mentors junior team members. With continued development, she could thrive in a formal leadership role."

Example 5: Steady Performer

"Sophia consistently meets performance expectations, delivering solid work within set deadlines. By taking more initiative in project planning, she can further elevate her contribution."

Example 6: Needs Development

"Mark produces good work but struggles with staying organized. Improving his workflow and communication with the team will help him achieve better results."

Example 7: High Performer

"Anna consistently meets and often exceeds her goals, particularly in client engagement. Her proactive approach in addressing client needs strengthens the company’s relationship with key accounts."

Example 8: Reliable Contributor

"Alex meets expectations and is reliable in delivering quality work. His collaborative spirit enhances team projects, though there’s potential to expand his role by contributing more ideas."

Example 9: Room for Improvement

"Lily has a strong attention to detail but occasionally struggles with managing multiple tasks. By improving her multitasking abilities, she will deliver even stronger results."

Example 10: Falling Short

"James has not consistently met the required performance standards. Focusing on improving his communication skills and seeking feedback will help address ongoing issues."

Do's and Don'ts to Follow While Providing Feedback to Your Staff and Peers

Just like any systematic process, in order to conduct a performance review efficiently, you need to keep in mind some dos and don'ts.

The Dos

Let us begin with a list of the things that you have to do in order to make the performance review process a success.

Listen to what your employees have to say

Rather than keeping the meeting one-sided, you have to keep it two-way. Let the employees speak their minds as well. If it is just the manager who does the talking, there is no scope for open communication. It is an essential part of the review process to understand what the employee has to say. For this to happen, you have to listen to what they have to say.

An action plan for improvement is always welcome

At the end of the meeting, when you are done evaluating them and giving them the reviews, it is always efficient to give them an action plan to follow. What is even better is sitting together with the employee and coming up with the action plan together. It makes sure that employees actually implement whatever is discussed in the meeting.  

The feedback must be specific and actionable

Rather than giving vague remarks like improving the general performance, always make sure to give feedback that is specific and can be put into action. You can help build an OKR for the employee so they have a clear idea of what is expected of them. The more specific the goal is, the better the performance of the employee will be.  

Always do the performance review face-to-face

Do you know what takes a performance review to the next level? Doing it as 1:1 meetings. There can be a lot of misinterpretations that can take place if the meeting is not done face to face, and the meaning of certain feedback might get twisted. To avoid these things from happening, do the meeting face to face.

The Don’ts

Just like how there are things that you must do in a performance review, there are certain aspects you must refrain from as well.

Don't make the meeting one-sided

Performance review meetings should be a two-way dialogue, not a one-sided discussion. Encourage employees to share their thoughts on what they can improve and how you can support them in doing their job better.

Ask for their input, listen to their ideas, and work together to create a plan for their growth and development.

By involving them in the process, you can make them feel more valued and appreciated.

Make sure to focus on the positives as well

A performance review shouldn't just highlight areas for improvement— but it should go beyond, and also acknowledge what employees are doing well.

Recognizing their strengths makes the review process balanced, constructive, and positive.

As focusing solely on shortcomings could make your employees feel criticized or unappreciated, which may later lead to resentment and disengagement down the line. By highlighting achievements alongside areas for growth, you can create a more encouraging and effective review experience.

Do not be biased in your feedback

Sometimes, unknowingly, we let biases creep into our feedback reviews.

We might have some preconceived notions about certain employees or have certain favorites among them. So, every manager must keep aside all such personal preferences and opinions and keep the review as objective as possible.

Read about the different performance review biases and how to avoid them.

Don't miss out on routine check-ins

Conducting a performance review without proper follow-up is one of the few mistakes that could prevent org's from seeing positive performance results. Without frequent check-ins and follow-ups, your efforts to improve your peer's performance may go wasted.

100 More Performance Review Phrase Examples

Choosing the right words during performance reviews is essential for ensuring clarity and fairness throughout the process. It’s equally important to provide feedback regularly, rather than waiting for annual reviews. In fact, Gallup research shows that timely feedback has a greater impact on employee development, helping individuals grow and improve more quickly.

Continuous feedback is key.

When feedback is delivered thoughtfully and consistently, it can boost motivation and foster a sense of trust in the review process. Below, you’ll find 100 practical review phrases, organized by key competencies. Evaluating employee strengths and opportunities for growth across different skill areas can help pave the way for meaningful career development.

1. Performance Review Phrase Examples 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.

Below are example phrases you can use to recognize strengths and highlight opportunities for growth in communication skills.

Strengths

• Sara communicates her ideas clearly, making it easy for her team to understand and act on them.
• Carl actively listens to feedback and applies it thoughtfully, which leads to better outcomes and stronger collaboration.
• Grace has a talent for breaking down complex concepts into simple, relatable terms that resonate with her audience.
• Tom brings empathy and understanding to every discussion, helping to create a supportive and positive team environment.
• Carl is an effective communicator across emails, meetings, and one-on-one conversations—his messages are always succinct and relevant.
• Grace adapts her communication style to suit the needs of her team members, ensuring everyone—across different departments—feels understood.
• Carl facilitates meetings well, making sure every voice is heard and valued.
• Sara writes clear, professional emails that outline next steps and make it easy for others to follow through.
• Tom handles sensitive conversations with tact and professionalism, building trust and understanding within the team.
• Sara engages actively in cross-team discussions, aligning goals and promoting teamwork.

Areas for Improvement

• Grace could work on expressing her ideas more clearly to help the team avoid confusion and stay aligned.
• Carl might focus on using feedback more consistently to refine his work and encourage better collaboration.
• Sara could simplify complex ideas so they’re easier for everyone to understand and act on.
• Tom could strengthen team connections by showing more empathy and enthusiasm during discussions.
• You might benefit from adjusting your communication style for different situations and audiences to connect more effectively.
• Grace could consider tailoring her approach to match individual team members’ preferences, making collaboration smoother.
• Carl may want to further develop his meeting facilitation skills to ensure everyone feels included and their contributions are recognized.
• Sara could refine her written communication to make it even clearer and more impactful.
• Tom might approach sensitive situations with greater care to foster trust and prevent misunderstandings.
• Engaging more actively in cross-departmental communication could help align efforts and strengthen teamwork.

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).

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• 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.

2. Examples on Collaboration and 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.

Below are sample phrases you can use in performance reviews to highlight strengths and suggest areas for growth in teamwork and collaboration.

Strengths

• Grace works seamlessly with her team, consistently contributing to shared goals and delivering impactful results.
• Sara builds strong, trusting relationships with her teammates, fostering a supportive and positive work environment.
• Carl openly shares resources and information, enabling the team to collaborate more effectively and achieve success.
• Tom values diverse perspectives and actively participates in group discussions, helping the team make well-rounded decisions.
• You demonstrate flexibility and a willingness to compromise, which helps maintain harmony and cohesion within the group.
• Grace takes the initiative to support and mentor junior team members, encouraging their development and strengthening the team as a whole.
• Sara regularly seeks feedback from her peers and uses their insights to enhance collaboration and teamwork.
• Tom shows accountability by taking responsibility for both the team’s successes and setbacks, demonstrating strong leadership qualities.

Areas for Improvement

• Grace could focus on building even stronger collaboration within her team to make it easier to achieve shared objectives.
• Sara might benefit from spending more time with colleagues to deepen her professional relationships.
• Carl could further enhance team dynamics by proactively sharing information and resources to encourage seamless collaboration.
• Tom should aim to be more receptive to different viewpoints and contribute more actively during group discussions to support better decision-making.
• You could practice greater flexibility and be more open to compromise, helping to ease tensions and foster a harmonious team environment.
• Grace may consider offering more detailed guidance and mentorship to junior colleagues to support their growth.
• Sara could seek feedback from teammates more frequently to gain insights into her collaboration skills.
• Tom might take greater ownership of team challenges, promoting accountability and inspiring others to work together toward solutions.

3. Examples on Problem-Solving and Critical Thinking

Problem-solving and critical thinking are essential skills for thriving in today’s fast-paced 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

• Grace skillfully identifies and analyzes problems, consistently finding practical and effective solutions.
• Sara brings creative thinking to the table, offering innovative approaches that spark fresh ideas within the team.
• Carl applies logical reasoning and sound judgment to assess situations and make well-informed decisions.
• Tom demonstrates resilience in the face of obstacles, quickly adapting and finding ways to move projects forward.
• You anticipate potential issues early and take proactive steps to address them before they escalate.
• Grace is adept at breaking down complex problems into manageable parts, making them easier to solve.
• Sara regularly seeks input from others, valuing diverse perspectives to inform her decision-making.
• Carl remains calm and composed under pressure, using critical thinking to guide the team through challenging situations.
• Tom learns from past experiences, continuously refining his approach to problem-solving and decision-making.
• You balance attention to detail with a clear view of the bigger picture, ensuring solutions are both effective and sustainable.

Areas for Improvement

• Grace could focus on sharpening her ability to identify problems early and analyze them more deeply to develop even more effective solutions.
• Sara might benefit from exploring a wider range of creative approaches when tackling challenges, which could lead to more innovative outcomes.
• Carl could work on strengthening his logical reasoning skills to support stronger decision-making and better results.
• Tom should aim to build greater resilience, helping him handle setbacks more effectively and maintain a positive outlook during challenges.
• You might focus on anticipating potential issues more proactively, allowing for earlier intervention and smoother project execution.
• Grace may want to seek feedback from colleagues to further enhance her problem-solving strategies.
• Sara could practice breaking down complex problems into smaller, more manageable steps.
• Carl might benefit from considering a broader range of perspectives before finalizing decisions.
• Tom could refine his ability to communicate solutions clearly to ensure the team is aligned.
• You could work on evaluating the outcomes of your decisions more regularly, using these insights to improve future problem-solving efforts.

4. Performance Review Phrase Examples for Time Management and Organizational Skills

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

• Sara manages her time efficiently, consistently meeting deadlines and achieving her goals with minimal supervision.
• Grace prioritizes her tasks thoughtfully, ensuring that urgent and important responsibilities are completed on time.
• Tom maintains an organized workspace and digital files, which boosts his productivity and makes it easy to locate resources when needed.
• Carl creates detailed schedules and project plans, helping projects stay on track and progress smoothly.
• You excel at balancing multiple tasks, managing competing priorities without compromising the quality of your work.
• Sara demonstrates strong planning and organization, allowing her to deliver work ahead of schedule.
• Grace adapts quickly to changes in workload, using effective time management strategies to stay on target.
• Tom proactively identifies potential bottlenecks and takes steps to prevent delays.
• Carl uses time-saving tools and resources to maximize productivity and minimize wasted effort.
• You consistently deliver high-quality work even when managing several projects at once.

Areas for Improvement

• Sara could focus on refining her time management skills to meet deadlines more consistently and achieve goals more effectively.
• Grace might benefit from prioritizing tasks more strategically, ensuring that urgent responsibilities receive the attention they require.
• Tom could work on organizing his workspace and digital files more systematically to save time and further boost productivity.
• Carl may consider developing more detailed timelines and action plans to ensure tasks are completed on schedule.
• You could enhance your ability to manage multiple priorities, ensuring smoother execution and timely completion of all assignments.
• Sara may want to explore new time management tools or techniques to further improve her efficiency.
• Grace could practice delegating tasks where appropriate to maintain a healthy workload.
• Tom might benefit from setting clearer daily goals to stay focused and avoid distractions.
• Carl could work on communicating progress and any potential challenges to stakeholders in a timely manner.
• You might consider taking regular breaks to maintain productivity and avoid burnout.

5. Examples for Leadership Reviews

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

• Grace keeps her team aligned by setting clear expectations and communicating direction effectively.
• Carl delegates tasks thoughtfully, demonstrates trust in his team’s abilities, and is always ready to offer support when needed.
• Sara inspires her team with her positive attitude, motivating everyone to reach their full potential.
• Tom provides constructive feedback that helps team members develop their skills and advance professionally.
• You consistently lead by example, showing integrity and professionalism that earns the trust and respect of your team.
• Grace encourages continuous learning by creating opportunities for her team to develop new skills and grow in their roles.
• Carl is open about his mistakes, turning them into valuable learning experiences and promoting accountability within his team.
• Sara actively listens to her team’s feedback and adapts her leadership style to better support their needs.
• Tom boosts team morale by celebrating both individual and group achievements, encouraging everyone to strive for excellence.
• You foster an inclusive environment where every team member feels valued, promoting strong collaboration and team spirit.

Areas for Improvement

• Grace could work on providing even clearer instructions to ensure her team remains fully aligned and avoids misunderstandings.
• Carl might focus on empowering his team further by delegating more responsibilities and allowing team members to take greater ownership.
• Sara could explore additional ways to inspire her team, bringing renewed energy and enthusiasm to daily activities.
• Tom may benefit from offering more specific, actionable feedback to give his team clearer direction for growth.
• You could strengthen your team’s trust by consistently leading with transparency and fairness in all decision-making.
• Grace might consider offering more learning and development opportunities to help her team members build confidence in their roles.
• Carl could demonstrate accountability more openly, modeling constructive responses to challenges for his team.
• Sara may benefit from seeking regular feedback on her leadership approach to continue refining her style.
• Tom could increase recognition and rewards for his team’s efforts, further boosting engagement and motivation.
• You might ensure all team members have equal opportunities to contribute, fostering even stronger collaboration and cohesion.

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6. Examples on Initiative and Proactiveness

Initiative and proactivity are powerful drivers of efficiency and innovation in the workplace. Team members who demonstrate these qualities often become catalysts for improvement and progress, helping their teams reach new heights.

Strengths

• Grace consistently identifies opportunities for improvement and implements solutions that make a positive difference for her team’s performance.
• Carl regularly goes above and beyond job expectations, demonstrating a strong commitment to excellence and the overall success of the team.
• Sara proactively seeks out additional responsibilities and challenges, making meaningful contributions to the team’s objectives.
• Tom takes complete ownership of his projects, ensuring they are completed successfully and meet the highest standards.
• You show a strong dedication to personal growth by actively seeking feedback—a valuable step in your ongoing development.

Areas for Improvement

• Grace could focus on being even more proactive in spotting and addressing improvement opportunities, rather than waiting for direction.
• Carl should aim to move beyond simply meeting basic job requirements, which could further amplify his impact and strengthen his work ethic.
• Sara might benefit from taking on additional challenges or responsibilities, unlocking new opportunities for growth.
• Tom could consider managing projects independently through to completion, further building his project management skills.
• You could seek feedback more frequently and take an even greater interest in self-improvement, which may help you achieve more than you expect.

7. Example Comments on Adaptability and Flexibility

Adaptability and flexibility are key strengths in today’s ever-evolving workplace. Employees who excel in these areas are well-prepared to navigate challenges, embrace change, and contribute meaningfully to their team’s success.

Strengths

• Grace quickly adapts to shifting project requirements, ensuring that progress stays on track even when priorities change.
• Carl remains composed under pressure, demonstrating resilience and a steady presence during high-stress situations.
• Sara enthusiastically embraces new tools and processes, showing a strong willingness to learn and adapt.
• Tom listens carefully to feedback and implements changes effectively, continually improving his performance.
• You approach new and unfamiliar tasks with a positive attitude, helping to create a collaborative and adaptable team environment.

Areas for Improvement

• Grace could focus on embracing workplace changes more readily, which would support her professional growth and help her team adjust smoothly.
• Carl might benefit from developing additional strategies for managing stress, further strengthening his ability to lead calmly during challenging times.
• Sara could look for ways to adopt new tools and processes more swiftly, boosting her productivity and team impact.
• Tom may want to respond to feedback more proactively, using it to refine his approach and drive continuous improvement.
• You could work on maintaining a positive outlook when faced with unfamiliar tasks, encouraging even stronger collaboration and team alignment.

Make Every Performance Review Count

Effective performance reviews are a powerful tool for recognizing strengths, identifying growth opportunities, and fostering continuous development.

Using the right language and providing regular, constructive feedback helps create a transparent and motivating environment where employees feel valued and supported.

Whether you’re highlighting communication skills, teamwork, problem-solving, or leadership, clear and thoughtful review phrases can make all the difference in guiding your team toward success.

Remember, consistent feedback and open dialogue not only boost individual performance but also strengthen the entire organization. Use these examples as a starting point to craft meaningful conversations that inspire growth and celebrate achievements.

With ThriveSparrow’s performance review platform, managing 360-assessments and scheduling surveys for your team is effortless. You can easily launch bulk assessments and let the software handle the rest—from collecting feedback to organizing it into intuitive, easy-to-read reports.

• Effortless 360-Feedback: Create and distribute assessments to individuals or entire teams with just a few clicks.
• Comprehensive Insights: Instantly access clear, visual reports that give managers and HR a complete picture of each employee’s strengths and areas for growth.
• Streamlined Review Process: Simplify your entire performance management workflow, saving time and reducing manual effort.
• Empower Your Team: Equip both managers and employees with actionable insights through individual and team reports, fostering growth and collaboration.

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