Peer Review Feedback Examples and Tips for Helping Coworkers Grow

Incorporating peer feedback into the employee performance review process ensures evaluations are multifaceted and grounded in the actual dynamics of day-to-day work, enhancing the accuracy and usefulness of performance assessments.

Explore multiple examples of peer review feedback covering both positive and constructive feedback. Additionally, find tips and dos and don’ts for building trust and helping your coworkers grow.

Positive peer review feedback examples

We structured these positive feedback samples into competency-specific examples and job performance-specific examples.

Communication skills

• “You effectively communicate with colleagues, customers, vendors, supervisors, and partners. You are a key driver of our high customer satisfaction scores.”
• “You are an excellent communicator and adept at discussing difficult issues effectively and straight to the point.”
• "Tom has excellent communication skills and always keeps the team up-to-date on his progress, ensuring the team is always on the same page."
• "John is an excellent mentor who is always willing to share his knowledge and experience with others, providing guidance and support when needed."
• "Your approach to giving peer feedback is exemplary. You have a knack for delivering constructive insights in a manner that fosters growth and understanding. Your peers, including myself, value the way you phrase your feedback to be actionable and uplifting."

Teamwork and collaboration

• "I appreciate the way you collaborate with your team and cross-functionally to find solutions to problems."
• "You're an effective team member, as demonstrated by your willingness to help out and contribute as required."
• "Sarah is a true team player who always helps out her colleagues. She consistently meets deadlines and produces work of a high standard."
• "Bob is an excellent collaborator and has built strong relationships with his colleagues. He actively seeks out opportunities to share knowledge and support others on the team."

Mentoring and support

• "I appreciate that you never make your team members feel belittled even when they ask the simplest questions. You're eager to help, and you're exceptional at mentoring when people need advice."
• "I appreciate how Julie is always willing to share her knowledge and expertise with others. She is an excellent resource for the team and is always happy to help out when someone needs guidance."

Positivity and attitude

• "I appreciate how Sarah always brings a positive attitude to the team. She is always willing to help out and support others, and her enthusiasm is infectious."
• "I appreciate how Maria always takes the time to build relationships with her colleagues. She is friendly and approachable, and she has a talent for bringing people together."
• "I appreciate how you remain calm under pressure and greet customers with a smile."

Professionalism and work ethics

• "I admire how you uphold organizational standards for inclusion, diversity, and ethics."
• "I appreciate how John builds relationships with clients and colleagues. He is always professional and courteous, and he has a natural talent for making people feel comfortable and valued."
• "I appreciate how David always takes a thoughtful and considered approach to his work. He is always looking for ways to improve his performance and is never satisfied with simply meeting the bare minimum."

Quality of work and performance

• "Your copy-editing skills are excellent. You always ensure that all articles published by the content marketing team are thoroughly edited and proofed, which is very important here at (COMPANY)."
• "You've improved XX by XYZ%, and you've streamlined the work process by doing XYZ."
• "John has a great eye for detail and consistently produces high work quality. I appreciate the way he is always happy to lend a hand to others when needed and proactively offers ideas to improve processes."
• "Karen is a fast learner and has a keen eye for detail, making her a valuable asset to the team."
• "I can always count on you to give our customers the best customer experience, and I appreciate the way you go over and beyond for them."

Innovation and initiative

• "You are always suggesting new ideas in meetings and during projects. Well done!"
• "You constantly show initiative by developing new ways of thinking to improve projects and overall company success."
• "Jane has been doing an excellent job with her projects, and her creativity and innovative ideas have helped move the team forward."
• "Samantha has a creative approach to problem-solving, and I have noticed that she often comes up with unique and innovative solutions to complex challenges."

Self-improvement and learning

• "You are constantly open to learning and ask for more training when you don't understand XYZ processes."
• "You accept coaching when things aren't clear and apply what you learned to improve XYZ ability."
• "David is a role model for the rest of the team with his continuous self-improvement mindset and focus on developing his skills and expertise."
• "I appreciate how Karen is always looking for ways to improve her work and is never satisfied with the status quo. She is a great role model for the rest of the team."

Leadership skills

• "You show great leadership signs by owning up to mistakes and errors, fixing them, and communicating with others (quickly) when you're unable to meet a deadline."
• "During our recent project, I noticed how effectively you lead the team. Your ability to listen to everyone's input, make decisions promptly, and delegate tasks was truly commendable. The team felt both supported and empowered under your guidance."
• "Your leadership during challenging times is admirable. You remain calm, focused, and provide clarity when most needed. This not only keeps the team aligned but also instills a sense of trust and security amongst us."

Examples of effective negative performance peer review examples

All of the above are peer review examples for positive performance. But it’s not always that we only have good things to share. So, what happens when you want to give negative feedback in cases of low or disappointing performance?

If handled effectively, negative feedback can improve an employee's performance. The key is offering constructive criticism.

Overall employee performance

• "While your presentations are always well-researched and insightful, they can sometimes run longer than scheduled, which affects subsequent agenda items. For future projects, consider practicing time management during meetings or working on summarizing key points more concisely."
• "I've noticed that you often work late hours to meet deadlines. While your commitment is commendable, it's crucial to balance workload and ensure that tasks are spread out adequately. Perhaps adopting a more structured approach to project management or seeking delegation opportunities could help prevent last-minute rushes."
• "I've observed that while you excel in your core tasks, there's occasionally a delay in responding to emails or returning calls. This sometimes causes minor setbacks in our project timelines. It might be beneficial to set aside dedicated times during the day for communication or using a tool to manage and prioritize your inbox."

Mindset and perspective

• "You seem to focus more on what can't be done instead of offering solutions. I would like to see you develop an open mindset and work alongside our teammates on brainstorming solutions."
• "Jane has strong ideas but could work on being more open-minded and considering the perspectives of others to create a more collaborative work environment. I highly encourage her to actively listen to others' ideas and provide constructive feedback. As a result, I think she will become a better collaborator."
• "Lisa seems to stick to familiar routines and processes and be resistant to change. I think that she could benefit from being more open to change and new ways of doing things to encourage growth and innovation for the team. For a concrete suggestion, I would recommend for her to exchange ideas with new team members with different backgrounds or skill sets to broaden her perspective and challenge her existing ideas."

Communication skills

• "I think your ideas are really creative and valuable, but I've noticed that you sometimes struggle to communicate them effectively in meetings. I think it would be helpful for you to practice presenting your ideas to a smaller group or one-on-one and to ask for feedback from your colleagues on how you can improve your communication skills."
• "Greg tends to be unclear or vague in his messaging, causing confusion and misunderstandings. I encourage him to practice active listening techniques such as asking questions to clarify understanding, and summarizing the conversation."
• "I've observed challenges in your approach to communicating with remote workers. At times, there seems to be a disconnect or delay in relaying vital information, which has led to inefficiencies and misunderstandings. It might be beneficial to revisit your communication tools and strategies to ensure that everyone, regardless of their location, stays informed and aligned."

Teamwork and collaboration

• "I appreciate your attention to detail and your commitment to producing high-quality work, but I've noticed that you sometimes struggle to take feedback or suggestions from others. I think it would be helpful for you to practice being more open to feedback and to work on developing your collaboration skills."
• "Frank often puts his personal goals above the team's objectives, causing conflict and tension in the workplace. He could work on being more of a team player and prioritizing the team's objectives over personal goals to avoid conflict and tension and help the team meet our goals faster. For example, I would like him to attend our team-building activities or events to help build stronger relationships within our team."

Time management and meeting deadlines

• "I've noticed that you're having difficulty meeting your deadlines. I think it would be helpful for you to break down your tasks into smaller, more manageable pieces, and to communicate with fellow colleagues if you need more time or support to complete your work."
• "Alex could benefit from developing better time management skills to prioritize tasks effectively and avoid delays and missed deadlines. I think that with the right time management training and resources, he will discover time saving processes."

Task execution and quality

• ‍*"I noticed you aren't meeting your targets. Let's get on a call in two days to go over your cold email strategy. Perhaps you can use an email verification tool to validate prospects' addresses."*‍
• ‍*"Jim could benefit from working on his organization skills and prioritizing his workload to avoid missed deadlines and inconvenience for the team. He could work on creating a system to better manage his workload and set reminders for important deadlines."*
• *"Although he is very fast at handling customer requests, Tim is not detail-oriented and often overlooks important aspects of a project, leading to mistakes and oversights. One idea for improving his attention to detail while maintaining his fast response time could be to implement a system of double-checking or quality control."*‍

Professionalism and attitude‍

• ‍*"Peter could benefit from improving his professionalism in the workplace and avoiding negative or gossipy conversations that create tension. I think that focusing on more positive and constructive interactions with colleagues could help create a better work environment and work relationships."*
• "Samantha can be confrontational and abrasive, making it difficult for others to work with her. She could work on being more approachable and collaborative. One way to do so is by practicing active listening and being more mindful of how she communicates with others."

Personal development and growth

• "I appreciate the effort you're putting in, but I've noticed that you're struggling with certain tasks. I think it would be helpful for you to receive additional training or guidance in those areas."
• "Sarah has great potential, but there is room for improvement, especially with regard to seeking out opportunities to contribute and take initiative on tasks. I think she could benefit from setting goals and creating a plan to take more ownership of her work."

Leadership skills

• "During team meetings, it would be beneficial if you could encourage other team members (especially quiet ones) to voice their opinions. When a few individuals dominate the discussions, it might be stifling innovative ideas from others."
• "I've noticed you generally give feedback in group settings. It would be more effective and respectful to provide constructive criticism in private to avoid any unnecessary embarrassment or tension amongst the team."
• "When receiving feedback, I've observed that you sometimes become defensive or dismissive. Truly embracing feedback can catalyze growth and development. It might be beneficial to explore methods or strategies that foster a more open and accepting attitude towards feedback."

How do you write a peer review: Dos and don’ts for giving feedback to peers

The following steps will help you learn how to write a peer review for your coworkers.

For each step, we included positive peer feedback examples and negative peer feedback examples.

By following these guidelines, giving quality feedback should no longer feel like an intimidating task.

1. Think about their work

Before writing your peer review, think about your colleagues' contribution to the workplace.

Then, to get you started, ask yourself the following questions?

• What are their strengths?
• What are their weaknesses?
• How can they improve?
• What are their latest accomplishments?
• What do you like or appreciate about them?
• What do you wish they did less? What do you want them to do more?
• What are their expected competencies? (In case your company uses a competency model).

Do not: Make the peer review personal. Try to avoid using "I" such as "I don't like..." or "I'm not comfortable with..." when giving constructive feedback.

Do: Tie your comments to the goal of the peer review and not your personal references.

Example: "I don't really pay attention to what John does, so I can't say much about his work."

Why this is a negative example:

1. This example is not helpful or constructive feedback because it doesn't provide any specific information or insights about John's work or his abilities—the feedback is vague and non-specific
2. This kind of feedback is not only unhelpful, but it can also be demotivating and discouraging for John—he may feel that his contributions are not valued or recognized

Example: "John has a great eye for detail and consistently produces high-quality work. I appreciate his ability to prioritize tasks and his willingness to help others when needed."

Why this is a positive example:

1. This is a good peer review example. It acknowledges John's strengths and provides specific examples of his skills and abilities
2. The reviewer highlights John's ability to produce high-quality work, his attention to detail, and his willingness to help others, which are all positive attributes that contribute to the team's success
3. The feedback is also specific and actionable, which can help John continue to excel in his work and contribute to a positive work environment

Example: "I don't like the way that Mary interacts with others on the team. She can be really abrasive and confrontational, which makes it difficult to work with her."

Why this is a negative example:

1. This feedback is overly negative and vague, providing no specific information or insights that could help the colleague improve
2. It also uses emotionally charged language that can be interpreted as a personal attack rather than constructive feedback

Example: "I've noticed that Mary sometimes comes across as confrontational or abrasive in team meetings, which can create tension and make it difficult to collaborate effectively. I think it would be helpful for Mary to work on developing more positive and collaborative communication skills, such as active listening and empathy, to build more positive relationships with her colleagues."

Why this is a positive example:

• By focusing on specific behaviors that Mary can improve, such as communication and relationship-building, the feedback is constructive and helpful for Jane
• It also provides her with specific strategies for growth and development in her role, which can help her to improve her skillset
• Overall, this kind of feedback can be a powerful tool for helping colleagues to grow and develop in their roles, and for promoting a more collaborative work environment

2. Be mindful of your colleague's feelings

While it's okay to give constructive feedback and share your honest thoughts on a peer review, you should communicate your opinions professionally without being rude or insulting. Also, instead of constantly reiterating their weaknesses, let their strengths shine and think of solutions that could motivate them to do better.

Do: Be mindful of the tone of your feedback. Using harsh or judgmental language can damage relationships and create a negative work environment.

Do not: Use condescending language when evaluating your colleague's performance.

Let's look at some negative examples:

• "I don't believe my colleague can function effectively in this job."
• "I'm not really sure what Mary does around here. She seems to just be coasting and not really contributing much to the team."
• "Mary's work is consistently subpar and it's frustrating to work with her. She needs to work harder."

These are poor examples of peer feedback because they are overly negative and do not provide any actionable steps for the person receiving the feedback to improve their performance.

Words like "subpar" and "frustrating" can be hurtful and demotivating, and don't give any specific information on what exactly the person needs to improve on or how to do so.

Positive examples:

• "While there's room for improvement, I appreciate the effort Mary puts into her work. I think she could benefit from more training and guidance on how to prioritize tasks."
• "I think Mary has the potential to be a great team member, but she could benefit from improving her communication skills. I would suggest that she work on being more clear and direct in her interactions with others."

These are better examples of constructive peer feedback because they acknowledge Mary's effort and provide specific steps for improvement. The reviewer uses more positive language to acknowledge that Mary is trying, and suggests that training and guidance could help her prioritize tasks more effectively or her communication.

The positive examples are more specific, actionable, and solution-focused, and are more likely to lead to improved performance and a more positive work environment. By focusing on specific areas for improvement and suggesting a way forward, the feedback provides Mary with a clear path to success and encourages her to continue working hard to improve her skills.

3. Explain in detail

While your goal, when given a peer review form, is to focus solely on a particular area of your co-worker's performance, it won't help them in the long run.

Do: Share a comprehensive review helps your manager identify their areas of improvement and helps your colleague understand how others view their overall performance at work.

Do not: Focus on a single event or project. Discuss how they operate daily and their attitudes to work.

Do not: Critique every tiny detail about your colleague's performance. For example, a colleague's approach to handling a difficult task may be to take some time away from everyone or work and come up with answers than yours.

Do: Understand and appreciate that everyone has different working styles, and it makes up their personalities and who they are.

Let's analyze some concrete example:.

• "Samantha's work is good."
• "Jane is a great teammate. Great work."

This feedback is too vague. It doesn't provide enough detail for the recipient to be actionable or meaningful.

Positive examples:

• "Samantha has great communication skills and is always willing to step in and help others. She excels at problem-solving and is able to stay calm under pressure."
• "I really appreciate Jane's ability to stay calm under pressure and help us problem-solve when things get tough. She's always willing to pitch in and go above and beyond to make sure the team succeeds, whether it's taking on extra work or providing a listening ear when someone needs to vent."

Here, the reviewer provides specific examples of the colleague's behavior and how it positively impacts the team. As a result, the feedback is more meaningful—the receiving peer can use it to continue to be a great teammate in the future.

"I can't believe how poorly Tom handled the client meeting last week. He was disorganized and unprepared, and it was clear that the client was not impressed.

This example of peer review feedback is overly negative and strictly refers to a single event. There is no indication that John always displays the same behavior. It also does not acknowledge any strengths or positive attributes that Tom may possess, which can make the feedback feel overly harsh and unfair.

"I think Tom has a lot of potential, but I have noticed that he tends to struggle with giving presentations. I think it would be helpful for him to work on his preparation and public speaking skills, perhaps by attending a workshop or training session. With some additional support and training, I believe Tom could continue to grow in his role and make a positive impact on the team."

In this example, the reviewer does not refer to a single event but to a recurring behavior. By providing specific feedback and actionable steps for improvement, the feedback is more constructive and helpful for the colleague. It also focuses on growth and development rather than criticism and negativity.

Automate peer reviews with Deel Engage

Peer reviews can drive motivation and increase performance, but matching employees with the right reviewers can be time-consuming. Deel Engage’s performance management module simplifies this process with smart assignments and automation:

• Easily set up growth-oriented 360-degree feedback cycles
• Enable multi-rater feedback with rating or open-ended questions or even a mix of the two
• Gain valuable insights into employee performance, skills, and potential
• Set rules for your peer nomination process, such as approval responsibilities, the maximum number of peers to review per reviewer, the maximum number of peers to nominate per employee, etc.
• Connect the dots between performance reviews, employee training and growth, and future career paths
• 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.