Useful performance evaluation comments connect a specific observation to its impact and, where appropriate, a next step. Adapt the five examples below to documented work and agreed expectations—replace every bracketed detail with something you can verify.
Five performance evaluation examples
1. Recognizing strong results
“You completed [specific 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 ties recognition to an actual result and why it mattered. Do not add a metric or outcome unless you can support it.
2. Describing 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].”
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Describe an action colleagues could recognize rather than relying on a personality label such as “team player.”
3. Commenting on 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].”
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Specific feedback gives the employee something they can act on. SHRM contributor Frank V. Cespedes contrasts “Your presentation was bad” with identifying what it omitted: “Your presentation didn’t include information on demographics, total life-cycle costs and payment terms.” The latter points to the work that needs attention. Read Cespedes’s SHRM article.
4. Setting a 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].”
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Name an example of progress, then make the next practice opportunity and support clear. For complex work or a new skill, a learning-focused objective may be more suitable than a rigid output target.
5. Addressing an 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].”
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Use evidence, a clear standard, support, and a follow-up. Follow your organization’s process and applicable local requirements; procedures and legal obligations vary by jurisdiction.
How to make a review comment specific and useful
Use this simple structure: observation + impact + next step. First name what the employee did or what result you observed. Then explain its effect on the work, customers, or team. Finish with a next step when one is useful—whether that is continuing an effective practice, developing a skill, or changing a behavior.
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Anchor comments to agreed objectives, standards, and examples from the review period. The UK Government’s model annual-review guidance includes both performance against objectives and how the work was delivered. See the UK Government’s supplementary annual-review guidance.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Choose goals that fit the work
There is no single goal format that suits every task. CIPD’s evidence review notes that specific, challenging goals can work well for relatively straightforward tasks, but may be less suitable for complex work involving unfamiliar cues, interrelated steps, or new learning. Its 2026 factsheet also describes learning outcomes or open-ended objectives as options for complex work, and behavior-focused objectives as potentially useful when teamwork is central.
| Work situation | Goal approach to consider | Example focus |
|---|---|---|
| Relatively straightforward task with a clear individual result | Specific outcome objective | Complete an agreed deliverable to a defined standard or deadline |
| Complex work or a new skill | Learning outcome or open-ended objective | Practice a skill, test an approach, or build capability with check-ins |
| Work that depends on collaboration | Behavior-focused objective | Share information, coordinate handoffs, or involve relevant colleagues |
These are options, not prescriptions: set objectives that reflect the role, agreed expectations, and organizational policy. CIPD also emphasizes feedback in goal setting and notes that employees’ views of fairness and usefulness affect their reactions to appraisals. Read CIPD’s evidence review on performance management and its performance-management factsheet.
Check a comment before you use it
- Evidence: Can you point to a real example from the period being reviewed?
- Clarity: Does the comment name an observable action, result, or standard rather than a broad judgment?
- Impact: Have you explained why the behavior or result mattered?
- Action: If change or development is needed, is the expected next step understandable?
- Support and follow-up: Have you identified relevant help and a time to revisit progress?
- Fairness: Is the comment consistent with agreed expectations and your organization’s review process?
A review is one part of broader performance management, which can also include ongoing feedback, learning, recognition, development, and improvement. CIPD describes a move toward more frequent performance conversations alongside structured reviews. An annual meeting should therefore connect to check-ins, not substitute for them. See CIPD’s performance reviews factsheet. For underperformance specifically, the Australian Fair Work Ombudsman recommends regular discussion, gathering relevant documents or examples, clearly stating expectations, and explaining potential consequences for serious or ongoing concerns; this is Australian government guidance, not a universal legal rule. Read the Fair Work Ombudsman’s best-practice guide.
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