Let’s be real — writing performance reviews can feel awkward, overwhelming, or just plain time-consuming. I’ve been in HR and people management for over 10 years. I’ve seen it all — managers unsure of what to say, employees leaving reviews confused, and missed chances to actually help someone grow.
That’s exactly why I put together this guide — to take the guesswork out of giving feedback that works.
Inside, you’ll find proven performance review comment examples you can use right away.
And here’s the thing: feedback matters. Gallup found that employees who get meaningful feedback are 3.6x more likely to do great work.
So if you’re still dreading your next feedback session — don’t worry. This guide has you covered with simple, clear, and effective comments that actually help people do better (and feel better, too).
Let’s get started!
Why You Need Performance Reviews That Actually Work
Research shows that direct reports actively seek out feedback — even more so in younger generations. According to Inc., “60% of Generation Z want multiple check-ins from their manager during the week; of those, 40% want the interaction with their boss to be daily or several times each day.”
This shift is reshaping performance reviews across industries. Teams are ditching the outdated annual-only model in favor of continuous performance management, driven by OKRs, peer feedback, and flexible metrics.
The Foundation of Great Performance Review Comments
Most performance review templates include a set of competencies. Even if your organization’s form doesn’t spell them out, your employee performance review comments examples should reflect these fundamentals:
- Communication skills
- Goal-setting and achievement (OKRs or KPIs)
- Collaboration and teamwork
- Problem-solving and adaptability
- Quality and timeliness of output
- Leadership potential and accountability
You can build your own examples of performance review comments by combining these categories with your team’s core values or business objectives.
Want to make sure your review structure is solid before choosing what to say?
Check out this step-by-step guide on how to set up an outstanding Performance Appraisal Process.
55+ Performance Review Comments Examples That Work
This section covers how to write performance review comments examples that are open, structured, and tailored to individuals — not vague boilerplate.
Communication
Positive examples:
- You articulate complex ideas clearly, ensuring teammates and stakeholders easily understand your messages.
- You actively listen to others and provide thoughtful responses, fostering open and effective dialogue within the team.
- Your written communication (emails and reports) is well-structured and concise, keeping everyone informed and minimizing misunderstandings.
Improvement examples:
- Sometimes your explanations include too much technical jargon; simplifying your language for non-experts will help everyone follow along.
- At times, you interrupt others during discussions—practicing patience and letting others finish speaking will show respect and improve team communication.
- You occasionally forget to update relevant team members on important developments; providing more timely updates will keep everyone aligned.
Teamwork & Collaboration
Positive examples:
- You collaborate seamlessly with colleagues, sharing information and credit to ensure group success.
- You readily offer help and guidance to teammates who need it, which fosters a supportive and cooperative team environment.
- You handle differing opinions professionally and work toward solutions that benefit the whole team, keeping team goals in focus.
Improvement examples:
- You sometimes tackle tasks alone when input from teammates could be valuable; involving others earlier on could improve outcomes and team morale.
- Occasionally, your feedback to colleagues comes across as dismissive—focusing on a constructive and respectful tone will strengthen working relationships.
- In group projects, you could communicate your roadblocks or resource needs more openly so teammates can assist before small issues become big problems.
Problem Solving
Positive examples:
- You excel at analyzing problems thoroughly and finding effective, practical solutions to overcome them.
- You approach complex challenges with a calm, strategic mindset and often resolve issues independently without needing escalation.
- You frequently propose creative solutions that address root causes, not just symptoms, which has benefited project outcomes.
Improvement examples:
- At times, you rely on familiar solutions even when they aren’t the most effective; experimenting with alternative approaches could lead to better results.
- You tend to tackle difficult issues alone—consider consulting team members or experts for fresh perspectives on tough problems.
- When one solution doesn’t work initially, you can be quick to abandon the effort; practicing more persistence and systematic troubleshooting will improve your problem-solving success rate.
Creativity & Innovation
Positive examples:
- You regularly contribute innovative ideas that streamline processes or improve results for the team.
- Your creative thinking has led to unique solutions for client and project challenges, adding significant value to our outcomes.
- You encourage brainstorming sessions and welcome out-of-the-box ideas, inspiring others on the team to think creatively as well.
Improvement examples:
- You tend to stick to tried-and-true methods; being more open to experimenting with new ideas could uncover more efficient solutions.
- At times, you hesitate to share your creative ideas—voicing them more confidently could spark valuable improvements for the team.
- You could work on thinking beyond the first solution you find; exploring multiple options might reveal more innovative approaches to problems.
Adaptability & Flexibility
Positive examples:
- You quickly adapt to changing requirements or priorities without missing a step in your workflow.
- You handle unexpected changes or setbacks with a positive attitude, adjusting your plans as needed to still meet objectives.
- You are open to feedback and easily incorporate constructive suggestions into your way of working, demonstrating flexibility in approach.
Improvement examples:
- You occasionally hesitate to change course when plans shift; embracing new approaches more readily will help you handle change more smoothly.
- At times, you appear frustrated by unexpected changes in direction—working on staying calm and solution-focused during transitions will set a positive example for others.
- You could improve adaptability by actively seeking out learning opportunities when new tools or processes are introduced, rather than sticking strictly to old, familiar methods.
Initiative & Proactiveness
Positive examples:
- You often take initiative to tackle new tasks or solve minor issues without waiting to be asked, which drives project progress.
- You proactively identify areas for improvement in our processes and suggest solutions before problems grow.
- You eagerly take on additional responsibilities and learning opportunities, showing strong self-motivation and commitment to growth.
Improvement examples:
- You sometimes wait for detailed instructions rather than taking action; being more proactive in identifying what needs to be done will help the team move forward faster.
- There are opportunities you could seize to go beyond your regular duties—stepping up to volunteer for new projects or tasks would demonstrate greater initiative.
- You tend to stick strictly to your comfort zone; pushing yourself to propose new ideas or lead small efforts would show more proactiveness and ownership.
Time Management & Organization
Positive examples:
- You consistently meet deadlines by prioritizing your tasks effectively, even when handling multiple responsibilities.
- Your organized work style (using calendars, task lists, and schedules) ensures that projects stay on track and nothing important is overlooked.
- You make efficient use of your work hours, balancing urgent tasks with longer-term projects without sacrificing quality.
Improvement examples:
- You sometimes struggle to prioritize when faced with many tasks at once; using a more structured task list or schedule could help manage your workload better.
- On occasion, deadlines have been missed—breaking projects into smaller milestones and tracking progress more closely might prevent last-minute rushes.
- You often multitask with many items at once, which can reduce overall focus; concentrating on one priority at a time (or delegating when possible) could improve your efficiency and output.
Productivity & Quality of Work
Positive examples:
- You consistently produce a high volume of work while maintaining excellent quality and attention to detail.
- Your work is thorough and rarely requires revisions, which helps the team avoid delays and rework.
- You often exceed performance targets by working efficiently without compromising the accuracy of your results.
Improvement examples:
- Your work quality is strong, but you sometimes struggle to achieve the expected volume; finding efficiency improvements could help you accomplish more without losing quality.
- Occasionally, details get missed in your deliverables—building in extra time to double-check your work (or using a checklist) might improve accuracy.
- You have a high output, but it can come at the cost of thoroughness; balancing speed with careful quality control will enhance your overall performance.
Dependability & Reliability
Positive examples:
- You consistently deliver on your promises and can be counted on to follow through on tasks every time.
- Colleagues know they can rely on you; you demonstrate a high level of consistency and trustworthiness in all your work.
- Your attendance and punctuality are exemplary, and you adhere to company schedules and policies without fail.
Improvement examples:
- Occasionally, you miss commitments or deadlines; focusing on setting realistic timelines and sticking to them will enhance trust in your reliability.
- You have been late to work or meetings on a few occasions—improving your punctuality shows respect for others’ time and the company’s expectations.
- Sometimes tasks require reminders before you complete them; developing a personal system (such as alerts or checklists) to track your responsibilities could ensure nothing falls through the cracks.
Accountability & Ownership
Positive examples:
- You take ownership of your work and readily admit mistakes, using those moments as opportunities to learn and improve.
- You hold yourself accountable for both successes and errors, which sets a strong example of responsibility for the rest of the team.
- When projects encounter obstacles, you focus on solutions and next steps instead of placing blame, demonstrating integrity and accountability.
Improvement examples:
- You sometimes downplay your role in team setbacks; acknowledging mistakes more openly and addressing them will build your credibility and trust with others.
- At times, you defer decisions upward instead of taking responsibility; growing more confident in your judgment and owning appropriate decisions will show stronger leadership and ownership.
- You could be more transparent about issues as they arise, rather than waiting—bringing problems to light early and proposing solutions demonstrates accountability and initiative.
Customer Focus & Client Service
Positive examples:
- You consistently provide friendly, attentive service that makes customers feel valued and well cared for.
- You handle customer inquiries and complaints promptly and thoroughly, often going the extra mile to ensure the client is satisfied.
- Your strong understanding of customer needs allows you to offer tailored solutions, improving overall client satisfaction and loyalty.
Improvement examples:
- At times, your responses to customer requests have been slower than expected; increasing your responsiveness will enhance the customer experience.
- You occasionally sound impatient or curt when under pressure with clients; maintaining a calm, empathetic tone even during stressful moments will build better customer rapport.
- You could follow up more proactively with customers after resolving their issues, to confirm everything is resolved and prevent problems from recurring.
Leadership & Management
Positive examples:
- You lead by example, demonstrating integrity, hard work, and a positive attitude that your team members seek to emulate.
- You effectively mentor and coach others on the team, providing guidance that has helped junior members improve their skills and confidence.
- You make fair, well-informed decisions and clearly communicate your expectations, which helps the team stay aligned and motivated under your leadership.
Improvement examples:
- Sometimes you avoid difficult conversations with your team; addressing issues and giving constructive feedback more promptly will strengthen your effectiveness as a leader.
- You occasionally take on too much yourself instead of delegating—trusting your team with additional responsibilities will improve productivity and help develop their capabilities.
- At times, your team would benefit from more frequent check-ins and updates on project goals; providing clearer direction and regular feedback will keep everyone on track and engaged.
Performance Review Comments Examples to Avoid
Even with the best intentions, review comments can fall flat — or worse, create confusion or frustration.
BBC’s The Office gives the best example of bad performance evaluation comments I can think of. Check it out below.
To make your reviews more effective (and employee-friendly), here are four common mistakes to avoid when writing performance review comments examples:
1. Vague or Generic
Don’t say: “You’re doing fine.”
Why it’s a problem: It gives no direction. The employee doesn’t know what’s working — or what to improve.
This kind of feedback feels like a checkbox exercise. It tells your team you didn’t put much thought into their growth. For underperformers, especially, it offers zero clarity on what to change.
Instead: Be specific. Say what they did well, and where they can grow.
Example: “Your follow-ups with clients have improved this quarter — especially your last two email campaigns.”
2. Biased or One-Sided
Don’t base feedback only on your perspective.
We all have unconscious biases. Maybe you favor employees who speak up more. Or you’ve unintentionally judged someone by one mistake rather than the full picture.
Many companies are adopting 360-degree feedback systems to bring in multiple viewpoints. Why? Reviews that include peer and cross-functional feedback are more balanced, accurate, and fair.
Instead: Use data, peer input, and structured models (like BARS or Start-Stop-Continue) to guide your comments.
Example: “Feedback from peers suggests you’re a go-to problem solver under pressure. Let’s build on that strength by mentoring new team members.”
3. Evasive or Avoidant
Don’t skip the hard stuff.
Avoiding difficult conversations doesn’t protect the employee — it holds them back. If someone is underperforming, unclear about their goals, or struggling with team dynamics, the review is the place to talk about it.
Companies moving to continuous feedback models do this better. They don’t wait six months to address issues. They bring them up early and offer support.
Instead: Be kind but clear. Address concerns directly and help the person make a plan.
Example: “Your reports have been missing key details. Let’s work together on a checklist to make them more consistent.”
4. Disempowering or Overcontrolling
Don’t remove ownership from the employee.
Performance reviews shouldn’t just be a to-do list from the manager. When employees feel they have no say, they disengage. Today’s teams want self-directed learning and autonomy.
Instead: Invite them into the process. Let them reflect, share goals, and co-create their development plan.
Example: “What kind of training or exposure do you feel would help you grow next quarter? Let’s figure it out together.”
Want to level up your next review conversation even further? Check out this quick video:
Shape a High-Performing Team With Better Performance Reviews
Performance reviews aren’t just an HR formality — they’re a powerful tool to strengthen culture, boost accountability, and support career growth. When your review comments are thoughtful, honest, and aligned with real business goals, you create space for continuous improvement and mutual trust.
Use the examples and tips shared in this guide to make your feedback more specific, balanced, and motivating. Whether you’re celebrating strong performers or coaching someone through challenges, the right words can spark real transformation.
And if you’re looking to bring more structure and consistency to your review process — especially with OKRs, 360 feedback, or team-wide performance cycles — tools like PeopleGoal can help support that journey. A good system won’t replace human insight, but it can make it easier to give the kind of feedback that truly moves people forward.
Explore how it works in this guide: Performance Reviews Software Simplified
Frequently Asked Questions
How can I provide constructive feedback on an employee's time management?
When addressing time management, focus on specific behaviors and offer actionable suggestions.
Constructive example: I've noticed delays in project submissions. Implementing a task prioritization system might help in meeting deadlines consistently.
This approach encourages improvement without sounding overly critical.
How do I address adaptability in performance reviews?
Adaptability is crucial in dynamic work environments.
Positive example: You quickly adjust to new processes and handle changes with a positive attitude, benefiting the team's efficiency.
Constructive example: To better navigate unexpected challenges, consider developing contingency plans ahead of project launches.
Such comments highlight the importance of flexibility and proactive planning.
What are some examples of teamwork-related performance review comments?
Teamwork comments should reflect collaboration and support.
Positive example: You actively contribute to team discussions and assist colleagues, strengthening overall team performance.
Constructive example: Engaging more in team meetings could enhance collaboration and project outcomes.
These comments encourage coop
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