Constructive Feedback for High Performers Examples and Tips

Constructive feedback is essential for fostering continuous growth, even for high performers. By focusing on specific skills and role-specific goals, managers can help their top employees reach new heights of success.

This article provides 40+ examples of skill-based and goal-oriented feedback tailored to various roles. We also added some practical tips. Together with the examples, they will guide you in delivering effective feedback that recognizes achievements and sets clear objectives for further development.

Skills-based phrases to use in a performance review for a high performer

When assessing a high performer, look for specific examples of exceptional work and use positive language.

Here are a few handy phrases you can use with your high performers during performance reviews. We grouped them by theme so you can easily find the right statements for your employers.

Problem-solving and creativity

High performers can be an organization’s major source of innovation and creativity. However, they can sometimes get bogged down in the details of their work, missing opportunities to bring their unique perspectives to the forefront.

Constructive feedback focused on problem-solving and creativity can help these employees maintain their innovative edge while addressing any areas where they may falter. Here are some examples to guide your feedback discussions.

1. You lend projects unique perspectives, which helps us anticipate client demands. Your contribution to the ATS-friendly resume builder project is a great example of this. Do not shy away from bringing innovative perspectives to your work.
2. You’ve tackled problems creatively but dropped the ball on a few key projects during the year. Can we discuss this to identify patterns and develop strategies to ensure consistent performance?
3. You excelled at creative problem-solving this year but were not very level-headed when faced with strict deadlines. How can we help you handle deadlines better and maintain your composure under pressure?
4. You took everyone’s input and created unique project briefs this year. Achieving this must have been time-consuming, so I understand why you may have missed some deadlines. Do you want to reassess your workload and prioritize tasks to avoid future delays?
5. I noticed a lag in the volume of your usual problem-solving strategies this year. You joined a new team this year. Does that have something to do with this, and how can we help you adapt to the new dynamics?
6. I’ve noticed you’ve made very similar mistakes in your past projects. You must work on conscious decision-making to learn from your mistakes. Do you need additional support in identifying better alternatives and applying lessons learned?

Teamwork and collaboration

High performers often excel individually but may need guidance on working effectively within a team. As collaboration becomes increasingly crucial in the workplace, it’s essential to help these employees enhance their teamwork skills.

Providing constructive feedback can ensure they learn to value and integrate diverse perspectives, boosting overall team performance. Here are some feedback examples to help foster better collaboration.

1. Although your work was up to par, you did not listen to many team members. You missed their input, and there’s a good chance this hurt morale. Let’s work on your collaboration skills.
2. You reached most targets this year. However, you rushed your team in many ways, even with no looming deadlines. Let’s work on slowing things down to improve quality and morale, ensuring everyone is on the same page.
3. You invited new ideas and worked well in a team. However, you also publicly criticized many ideas for high-stakes clients, making you seem unapproachable. Work on rewording your critical input, for example, by offering constructive feedback privately and focusing on positive aspects first.

Communication skills

Effective communication is a critical skill for any high performer. While they may excel in many areas, improving their ability to communicate clearly and effectively can give them a real edge.

Whether providing regular updates, leading presentations, or engaging in team discussions, focused feedback can help high performers enhance their communication skills. Here are some examples to help guide your feedback sessions.

1. You regularly provided me with direct reports on the project, which is great. However, you need to be more communicative with your team members and ask for help when necessary. Clear and open communication will help us all work more efficiently.
2. Your written skills are excellent, but you avoid leading presentations. How can I help with your public speaking skills, such as providing opportunities for smaller practice presentations?
3. You are an independent worker but must communicate more when you’re part of a team. Let’s encourage more frequent updates and set regular check-ins this quarter to see more of that.

Organizational skills

High performers often juggle multiple responsibilities, making solid organizational skills essential. While they may excel in delivering results, organizational lapses can hinder their efficiency and impact deadlines.

Providing targeted, actionable feedback can help them develop better organizational habits and ensure they remain effective and productive. Here are some examples to help refine their organizational skills.

1. You have a great personality and work ethic but often arrive late to work. Since so many people look up to you, please work on setting a better example by improving your punctuality.”
2. You faced a few project setbacks that you recovered well from. However, some deadlines have caught up with you this month. It’s difficult, but we need to work on time management a bit more so that you can reach your potential. Let’s develop a more detailed schedule together.
3. Your project management is strong, but sometimes you leave documentation incomplete. Keeping thorough records will help us track progress and ensure nothing falls through the cracks.

Technical skills

High performers must continuously update their technical skills in today’s rapidly evolving technological landscape. Identifying areas needing further training or resources can significantly enhance their productivity and effectiveness.

Providing constructive feedback on their technical skills can help them stay ahead of the curve and contribute even more to the organization. Here are some examples to guide your feedback.

1. You approach all your projects with a skillful eye, and we’ve seen a distinct growth in client satisfaction. There are a few technical areas you’re lagging in. Let me help by setting up some training sessions or providing additional resources.
2. You are great at translating technical jargon into something simpler. I noticed you stick to outdated solutions, which is slowing you down. Here are resources that can help you, and let’s schedule regular updates to discuss new technologies.
3. Your technical expertise is solid, but there are new tools in the industry to further enhance your efficiency. Let’s identify a few and arrange for hands-on training.

Attitude and behavior

All workers are required to maintain a positive attitude and professional behavior. High performers can sometimes become complacent or exhibit negative behaviors that impact team dynamics and productivity.

Constructive feedback in this area can help ensure they stay on the path to success while maintaining a supportive and respectful work environment. Here are some examples to guide your feedback conversations.

1. You worked well and met deadlines this year. I noticed you hosted many meetings that ran overtime, which may have impeded other people’s productivity. May I suggest preparing an agenda for every meeting and sticking to the allotted time?
2. You’re excited when we start something new, and I highly appreciate that enthusiasm. But I noticed you speaking over others in meetings. They all have a lot to offer, and being approachable to work with fits in with your long-term goals. Let’s work on active listening skills.
3. I noticed you were very abrupt with others this week. The quality of your work is excellent, but your team might have trouble communicating with you in the future if this continues. Is something bothering you, and how can we address this together?

Leadership

High performers often show potential for leadership roles but may need guidance to hone their leadership skills.

Constructive feedback can help them develop the qualities necessary to lead effectively, such as delegating tasks, respecting team members’ time, and encouraging open communication. Here are some examples to help them grow into successful leaders.

1. You’re a hard worker who puts in many extra hours. I’ve noticed you asked your team to stay with you for a few days. As a leader, you have to respect their right to leave work on time. Let’s focus on planning more effectively to avoid last-minute requests.
2. You’re great at bringing people together, and your sales have been sky-high. However, you do monopolize conversations. As a future leader, you need to learn to encourage others to speak up. Try facilitating discussions where everyone has a chance to contribute.”
3. You’ve shown great potential in leading projects but sometimes delegate less than necessary. Sharing responsibilities can empower your team and improve overall performance. Let’s work on identifying tasks you can delegate effectively.

Role-based constructive feedback for high performers examples

These goal-focused feedback examples aim to challenge high performers to reach even higher levels of achievement while aligning their efforts with key performance indicators relevant to their roles.

Content marketing manager

1. Your blog posts consistently drive traffic, but let’s integrate more targeted calls to action to increase the conversion rate from these visitors by 10% in the next quarter.
2. Your social media engagement is impressive. To leverage this further, let’s develop a strategy to boost our follower growth rate by 15% over the next six months.
3. You’ve done an excellent job with email campaigns. To enhance their effectiveness, consider segmenting our email list more precisely to improve the open rate by 20%.

UX designer

1. Your designs are user-friendly and visually appealing. Moving forward, let’s focus on reducing the drop-off rate on our sign-up page by 15% through A/B testing different designs.
2. Your recent project showed a strong understanding of user needs. For the next quarter, aim to shorten the user journey by two steps without compromising the user experience.
3. Your prototypes have been well-received. To gather more comprehensive feedback, let’s increase the usability testing participation rate by 25%.

Technical writer

1. Your documentation is clear and thorough. To enhance user comprehension, consider incorporating more visual aids to reduce customer support queries by 20%.
2. The recent manuals you’ve created are very detailed. For future projects, let’s work on cutting the average document length by 10% while maintaining the same level of detail.
3. Your ability to explain complex topics is excellent. To further improve, aim to increase the readability score of your documents to above 70%.

Financial controller

1. Your financial reports are accurate and timely. To further improve efficiency, aim to reduce the report preparation time by 10% next quarter.
2. Your budgeting forecasts have been very reliable. For the upcoming year, focus on identifying and eliminating any variances exceeding 5% from the forecast.
3. You’ve successfully managed our cash flow. Improve our accounts receivable turnover ratio by 15% to enhance our financial health.

Data analyst

1. Your analyses are insightful and actionable. To add even more value, aim to increase the accuracy of your predictive models by 10% through more robust data validation techniques.
2. Your dashboards are highly informative. Next, let’s focus on reducing the data processing time by 20% to provide quicker insights.
3. You’ve identified key trends effectively. For the next project, aim to integrate more external data sources to enhance the depth of your analyses.

Sales development executive

1. Your lead generation numbers are outstanding. To convert more leads, focus on improving your lead qualification process, aiming for a 10% increase in conversion rate.
2. You’ve consistently met your outreach targets. Personalize your pitches more to improve effectiveness, aiming to boost your response rate by 15%.
3. Your follow-up techniques are effective. For the next quarter, aim to reduce the average sales cycle length by 10% through more strategic follow-ups.

Customer success manager

1. Your client relationships are strong, as evidenced by high satisfaction scores. To improve retention, focus on reducing the churn rate by 5% over the next six months.
2. Your onboarding process is efficient. Let’s enhance it further by shortening the onboarding time by 10% while ensuring clients are fully engaged.
3. You’ve successfully handled customer issues promptly. For continued growth, work on increasing your upsell rate by 15% through more proactive engagement strategies.

Best practices for giving feedback to high performers

When delivering feedback to high performers, it’s crucial to approach the conversation with a blend of respect, specificity, and forward-thinking. Here are the top 5 tips for effectively delivering feedback to high performers:

1. Be specific and actionable

High performers thrive on clarity and actionable insights. When providing feedback, be precise about what they did well and where there’s room for improvement. Avoid generalities and provide specific examples, followed by concrete steps they can take to enhance their performance.

2. Balance praise with constructive criticism

High performers often set high standards for themselves and appreciate acknowledgment of their achievements. Balance your feedback by recognizing their successes while also addressing areas for improvement. This helps them feel valued and motivated to continue growing.

3. Focus on growth and development

Frame feedback in the context of growth and career development. High performers are often motivated by opportunities to learn and advance. Highlight how addressing certain areas can contribute to their personal and professional growth.

4. Encourage self-reflection and ownership

Encourage high performers to reflect on their performance and take ownership of their development. Ask open-ended questions that prompt them to think critically about their work and identify areas for improvement.

5. Maintain a positive and supportive tone

Deliver feedback in a positive, supportive manner. High performers are often their harshest critics, so it’s important to maintain a constructive tone that encourages rather than discourages them.

By following these tips, you can provide feedback that recognizes the achievements of high performers and challenges them to reach new heights and continue their professional growth.

Build a high-performance workforce with Deel Engage

Implement recurring feedback reviews in your organization to allow your people to discover their strengths and weaknesses without waiting all year to find out. Use Deel Engage’s performance module for:

• 360° performance reviews: Collect feedback from multiple sources ensures that instances of superior performance don’t go unnoticed
• Goal setting: Collaborate on clear OKRs and goals, aligning your company and prioritizing performance
• Data-driven insights: Use proven analytics like bar and radar charts, 9-box, or skills matrices to stay on top of goal progress, identify patterns of exceptional job performance, recognize potential future leaders, and ensure consistent recognition and rewards

Use feedback from feedback and performance reviews to help your workforce develop their skillsets. Deel Engage’s career management module will help with:

• Development plans: Ensure your workers commit to a growth path, aligning their exceptional skills with organizational needs
• A world-class learning library: Offer relevant resources to help your workers develop their competencies
• Career growth: Engage and retain your workers with career growth opportunities—whether they want to pursue leadership roles or become technical experts, offer them career development opportunities

Additionally, Deel HR, our truly global HRIS solution, is always included for free.

Book a demo to see how our solutions will help you build a high-performance workforce.