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Strong performance review comments connect a specific observation to its impact and, where useful, a next step. Use the five examples below as templates: replace every bracketed detail with a verified example from the review period and the employee’s actual expectations.
Five performance review examples
Each template is an original scaffold, not a claim about a particular employee. Keep the detail factual and proportionate to what you observed.
1. Strong results
“You completed [project or target] by [time or standard], which helped [team, customer, or business outcome]. Next cycle, let’s identify how you can apply that approach to [next scope].”
This links the work to its result and identifies a possible next challenge without inventing a metric.
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2. Collaboration
“During [specific cross-team situation], you [observable action], which helped [shared outcome]. A useful next step is to share that approach with [team or context].”
Describe what colleagues could recognize, rather than relying on a personality label such as “team player.”
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3. Communication or judgment
“In [specific situation], you [action or decision], which meant [impact]. For the next cycle, keep [effective behavior] and work on [concrete next skill].”
For example, Frank V. Cespedes’s SHRM article contrasts the vague judgment “Your presentation was bad” with the specific observation “Your presentation didn’t include information on demographics, total life-cycle costs and payment terms.” Naming what was missing gives the employee something actionable to address. SHRM, 18 July 2022.
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4. Development goal
“You have made progress in [skill], as shown by [example]. Your next goal is to practice [skill] in [work context], with [support or check-in] by [time].”
Set a goal that fits the work. Specific, challenging outcomes can suit straightforward tasks, while complex work involving new learning may call for a learning-focused objective. Where success depends on others, a behavior or shared-team objective may be more appropriate than an individual target. CIPD discusses these distinctions in its goal-setting evidence review and 2026 performance management factsheet.
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5. Improvement area
“In [documented instance or pattern], [observable behavior or result] fell short of [clear expectation], affecting [work impact]. Over the next [period], the expectation is [specific change]; I will support this with [resources or check-ins], and we will review progress on [date].”
Be precise about the expectation, evidence, impact, support, and follow-up. Underperformance procedures and legal requirements vary, so follow your employer’s policy and applicable local rules. The Australian Fair Work Ombudsman recommends regular discussion, gathering relevant documents or work examples, and clearly stating potential consequences for serious or ongoing underperformance in its Australian best-practice guide.
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How to make a review comment useful
A practical structure is observation + impact + next step. It translates a broad judgment into something the employee can understand and act on. As Cespedes puts it, “The more specific and descriptive your feedback about strengths and weaknesses, the more likely the other person will understand.” SHRM, 18 July 2022.
- Observation: Name the behavior, result, or work example and when it occurred.
- Impact: Explain how it affected a customer, colleague, deadline, quality, or shared outcome.
- Next step: Say what to continue, change, practice, or discuss at a later check-in.
Anchor comments to agreed standards and objectives, and explain how the work was delivered as well as what it achieved. The UK Government’s model annual-review guidance illustrates this structure and includes prompts about feedback from stakeholders in other departments and partner organisations. UK Government annual-review guidance.
Choose goals that fit the work
| Work context | Useful objective emphasis | Example direction |
|---|---|---|
| Straightforward task with a clear standard | Specific outcome | Agree a measurable deliverable or standard grounded in the role’s expectations. |
| Complex work or a new skill | Learning outcome or open-ended objective | Define what the employee will practice or learn, and when to review progress. |
| Work dependent on collaboration | Behavior or shared-team objective | Describe the contribution or coordination needed to advance the shared result. |
No one objective format fits every role. CIPD’s evidence review notes that specific, challenging goals may be less suitable for complex tasks with interrelated steps, unfamiliar cues, or new learning; it also highlights the importance of feedback and employees’ views of fairness and usefulness. Its 2026 factsheet likewise describes outcome, learning, and behavior objectives as options for different circumstances. CIPD evidence review; CIPD 2026 factsheet.
Before you finalize the review
- Check each claim against examples from the review period; do not add unsupported numbers, dates, feedback, or reactions.
- Compare performance with agreed objectives and standards, not an unstated or newly introduced expectation.
- Use observable descriptions instead of broad labels such as “lazy,” “brilliant,” or “bad communicator.”
- Make any improvement request specific, realistic, and paired with relevant support and a follow-up date.
- Use your organization’s process for ratings and employment decisions. CIPD’s evidence review distinguishes developmental conversations from administrative appraisals used for decisions such as pay or promotion, and recommends separating their purposes where appropriate.
Performance reviews sit within a wider management process that can include objectives, ongoing feedback, learning, recognition, development, and improvement. CIPD describes both the broader process and the role of regular conversations alongside structured reviews in its performance reviews factsheet and people manager guide.
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