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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 carry significant weight for both employees and employers.
For employees, reviews provide clarity and direction.
They help people understand how their work connects to the company’s bigger goals, highlight what they’re doing well, and point out areas for growth.
Recognition during a review boosts motivation, while constructive feedback gives employees a roadmap for building new skills and advancing in their careers.
For employers, reviews are a critical decision-making tool.
They ensure managers can set fair expectations, measure performance consistently, and make informed calls on promotions, raises, or new opportunities.
Reviews also surface team strengths and gaps early, helping leaders course-correct before small issues become big problems.
Over time, a strong review process strengthens trust, keeps people accountable, and builds a culture where everyone is aligned and working toward the same goals.
Examples of Written Feedback for Performance Reviews
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.
Positive Feedback Examples
Collaboration and Team Spirit
“Tom consistently collaborates with his colleagues, creating a welcoming and positive environment for everyone. His eagerness to share expertise and offer support empowers the team and helps others grow.”
Adaptability Under Pressure
“Alex demonstrates impressive adaptability, embracing new challenges and unexpected changes with a positive outlook. Even under tight deadlines, he delivers strong results and remains a steady, upbeat presence.”
High Performance and Innovation
“Emily not only meets but often exceeds her performance targets. Her drive for excellence is inspiring, and she consistently finds innovative ways to improve processes and support the team’s success.”
Openness to Feedback and Growth
“Jessica actively embraces feedback as an opportunity to enhance her work. Her commitment to continuous improvement motivates and uplifts those around her.”
Constructive Feedback Examples
Communication Style
“Sam’s technical knowledge is strong, but at times his explanations can feel overly complex. Simplifying language during team discussions would make his insights even more impactful.”
Time Management
“Rachel consistently delivers quality work, but often very close to deadlines. Planning tasks a bit earlier could reduce stress and give the team more time to collaborate on improvements.”
Delegation
“Michael is highly capable and often takes on big responsibilities. However, he sometimes holds onto tasks that others could manage. Sharing more of the workload would help develop the team and prevent burnout.”
Meeting Effectiveness
“Priya brings great energy to team meetings, but occasionally discussions run long. Being more structured with agendas could help keep everyone focused and productive.”
Let us see more examples on evaluating 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."
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.
70 Performance Review Examples by Competency
Most performance review surveys are designed around competencies. Competencies are the core skill areas that show how employees contribute to the business. Instead of asking vague questions, HR teams often structure surveys so that peers and managers give written feedback on specific areas like communication, collaboration, problem-solving, leadership, and more.
Now that you know what well-written feedback looks like, here are a few competency-based examples to guide your writing. Organizing feedback this way makes reviews easier, more relevant, and directly aligned with what companies actually measure.
Use these examples as a quick reference the next time you’re filling out a performance review survey.
1. 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.
Strengths
- Sarah explains her ideas clearly, making it easy for the team to act quickly.
- Carl listens carefully to feedback and applies it in meaningful ways.
- Grace makes complex ideas simple and easy to understand for everyone.
- Tom shows empathy in sensitive conversations, building trust with the team.
- You adjust your communication style depending on the audience, which keeps everyone aligned.
Areas for Improvement
- “Sara communicates well overall, but sometimes her points are more detailed than needed. Simplifying them could help the team stay aligned.”
- “Carl writes thorough updates, but they can be lengthy. Making them more concise would help colleagues act faster.”
- “Your communication style works in most cases, but tailoring it more carefully to the audience could make it even stronger.”
- “Tom leads meetings effectively, but at times not everyone participates. Encouraging quieter voices would make discussions more inclusive.”
- “You explain ideas clearly, but showing a little more energy in discussions could help keep the team 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
- “Grace works seamlessly with others and always has the team’s bigger goals in mind.”
- “Sara builds trust quickly. Her teammates feel comfortable turning to her.”
- “Carl shares resources openly, which makes collaboration smoother for everyone.”
- “You are quick to value different perspectives and you make sure decisions aren’t one-sided.”
- “Tom mentors juniors and makes space for their growth. This strengthens the whole team.”
Areas for Improvement
- “Sara builds strong relationships within her core group, but spending more time with colleagues outside the team could deepen connections.”
- “Carl collaborates well, but he occasionally holds back information. Sharing updates more proactively would strengthen teamwork.”
- “Tom adds value to group discussions, but he could be more open to alternative viewpoints. This would enrich the decision-making process.”
- “You work well with others, but asking teammates for feedback more often could sharpen your collaboration skills.”
- “Grace supports her team effectively, but taking greater ownership of challenges would set a stronger example for others.”
3. Problem-Solving & 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 spots problems early and comes up with practical fixes that work.”
- “Sara is creative. Her solutions often spark new ideas for the whole team.”
- “Carl applies sound reasoning even when pressure is high and makes smart decisions.”
- “You remain calm under pressure, which helps the team stay focused.”
- “Tom learns from past mistakes and turns them into lessons for the future.”
Areas for Improvement
- “Grace addresses problems effectively, but spotting potential issues earlier would make her even more proactive.”
- “Sara is creative, but exploring a broader range of solutions before deciding could lead to more innovative outcomes.”
- “Carl makes strong decisions, but including more perspectives beforehand would improve team buy-in.”
- “You solve problems well, but explaining solutions more clearly could keep everyone aligned.”
- “Tom reflects on past work, but reviewing outcomes more regularly would help him refine future decisions.”
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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
- “Sara consistently meets deadlines and manages her time well.”
- “Grace prioritizes tasks thoughtfully, focusing on what matters most.”
- “Tom keeps his files and workspace organized. It makes him efficient and reliable.”
- “Carl creates schedules and plans that keep projects moving forward.”
- “You balance multiple priorities without letting quality slip.”
Areas for Improvement
- “Sara delivers on time, but sharpening her prioritization skills would help her focus on the most urgent tasks first.”
- “Grace organizes her workload effectively, but experimenting with new time management tools could make her even more efficient.”
- “Tom manages tasks well, but delegating more often would keep his workload balanced and sustainable.”
- “Carl structures projects carefully, but communicating progress and blockers earlier would help avoid delays.”
- “You stay productive under pressure, but setting daily goals could keep you more focused 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
- “Grace provides clear guidance and sets strong expectations.”
- “Carl delegates thoughtfully and shows trust in his team.”
- “Sara inspires others with her positive attitude and energy.”
- “Tom gives feedback that is constructive and helps people grow.”
- “You lead by example with integrity, which earns trust and respect.”
Areas for Improvement
- “Grace sets direction for the team, but providing more detailed instructions would help prevent misunderstandings.”
- “Carl empowers his team, but delegating larger responsibilities could help others grow further.”
- “Sara inspires her team, but seeking regular feedback on her leadership style would help refine her approach.”
- “Tom supports his team well, but recognizing individual contributions more often would keep morale high.”
- “You are a fair leader, but making sure all voices are equally heard will build 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
- “Grace identifies opportunities for improvement and acts on them consistently.”
- “Carl goes beyond what’s expected and shows real commitment to the team’s success.”
- “Sara takes on new responsibilities without hesitation and delivers strong results.”
- “Tom takes ownership of his projects and follows through.”
- “You are open to feedback and use it as fuel for growth.”
Areas for Improvement
- “Grace contributes actively, but stepping up to drive new initiatives could amplify her impact.”
- “Carl is dependable, but taking on tasks outside his comfort zone would expand his skill set.”
- “Sara takes initiative, but tackling bigger challenges could push her growth even further.”
- “Tom manages projects well, but handling them independently from start to finish would strengthen his ownership.”
- “You focus on growth, but following through more consistently on self-improvement goals would bring better results.”
7. Adaptability & 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
- Adjusts quickly to shifting priorities and requirements.
- Remains calm and steady under pressure.
- Embraces new tools, processes, and technologies with enthusiasm.
- Listens to feedback and adapts effectively.
- Approaches unfamiliar tasks with a positive outlook.
Areas for Improvement
- “Grace adjusts to change, but embracing it more quickly would help her stay ahead of shifting priorities.”
- “Carl remains steady under pressure, but developing new stress management strategies could help in high-stakes situations.”
- “Sara adopts new processes, but doing so faster could increase her contribution to projects.”
- “Tom responds 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.”
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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