Performance Review Summary Examples for Individual Contributors and Managers

A well-crafted performance review summary provides a concise yet comprehensive overview of an employee’s achievements, strengths, and areas for improvement. Whether it’s a self-evaluation, managerial review, or a 360-degree feedback summary, the goal is to highlight key contributions and set the stage for professional growth.

This article explores performance review summaries, including examples for promotions, high performers, or workers needing improvement. We added examples for individual contributors and managers so you will find inspiration for drafting your summaries. We also added best practices for writing an executive summary and included two ready-to-use template paragraphs.

What is a performance summary?

A performance summary is a brief but detailed recap of an employee’s contributions, strengths, and areas for development over a specific period. It synthesizes feedback from various sources, such as self-evaluations, peer reviews, and manager assessments, to provide a well-rounded evaluation.

Performance review summary examples for individual contributors

1. High performer receiving special recognition

“Over the past year, [Employee Name] has consistently exceeded expectations, demonstrating exceptional leadership, problem-solving skills, and collaboration.

Peers frequently praise their ability to foster teamwork and navigate complex challenges. Their self-evaluation highlights a commitment to continuous learning, and managerial feedback emphasizes their proactive approach to innovation. Junior team members appreciate their mentorship, citing their willingness to guide and support others.

Given these contributions, [Employee Name] is recognized for outstanding performance and well-positioned for greater responsibilities.”

Key takeaways from this summary: This summary demonstrates what high performance looks like across multiple feedback sources and how it can justify promotion or recognition. It incorporates positive feedback from all angles, emphasizing leadership, innovation, and teamwork. It uses rich language to go beyond metrics, focusing on leadership impact, mentorship, and innovation. The conclusion sets the stage for career advancement.

2. Employee meeting expectations with growth opportunities

“Throughout this review period, [Employee Name] has delivered solid performance, successfully meeting key objectives and deadlines.

Their self-evaluation highlights strengths in adaptability and task management. Managerial feedback echoed this feedback. While peers recognize their technical expertise, opportunities exist to enhance cross-team collaboration and communication.

With targeted development in these areas, [Employee Name] has strong potential for continued growth and improving their effectiveness.”

Key takeaways from this summary: This is a balanced review for someone meeting—but not exceeding—expectations. It constructively integrates peer and manager feedback, positioning growth areas as development opportunities instead of weaknesses.

3. Underperforming employee requiring a performance improvement plan (PIP)

“During this performance cycle, [Employee Name] has faced challenges in meeting expectations in key areas such as project completion and communication.

While self-evaluation acknowledges difficulties in workload management, peer feedback indicates struggles with responsiveness and teamwork. Managerial reviews highlight inconsistencies in meeting deadlines.

To support [Employee Name] in overcoming these challenges, a structured Performance Improvement Plan (PIP) will be implemented, focusing on time management, accountability, and professional development.”

Key takeaways from this summary: This summary addresses underperformance with clarity and empathy. It reflects a pattern of challenges through multiple feedback sources. It also outlines a next step (PIP) in a supportive tone, focused on growth rather than blame.

4. Employee excelling in leadership and collaboration

"Throughout this review period, [Employee Name] has demonstrated exceptional leadership and collaboration.

Managerial feedback highlights their ability to lead initiatives successfully. Peers recognize their willingness to share knowledge and support cross-functional teamwork. Their self-evaluation reflects strong self-awareness, acknowledging both strengths and areas for growth. Junior team members express appreciation for their approachable attitude and commitment to mentorship.

Their contributions have been instrumental in driving team success, positioning them as a key asset to the organization.”

Key takeaways from this summary: This is a well-rounded example of how 360-degree feedback offers a comprehensive view of someone’s performance. It reinforces strengths in communication, collaboration, and leadership self-awareness, confirming their value to the team and company.

5. Employee with mixed performance requiring targeted development

“Over the past six months, [Employee Name] has made meaningful contributions to team projects, particularly in problem-solving and technical execution.

However, feedback suggests some areas for improvement. Peers note occasional challenges in communication clarity, while managerial reviews highlight the need for stronger strategic planning. Their self-evaluation aligns with these insights, acknowledging their desire to improve.

A development plan focusing on communication and planning will support [Employee Name] in reaching their full potential."

Key takeaways from this summary: This review balances accomplishments with clear development needs. It highlights thoughtful career development planning and how to respond to mixed feedback in a constructive, future-focused way.

6. Successful completion of the probationary period

“During the probationary period, [Employee Name] has demonstrated a strong ability to adapt, learn quickly, and contribute effectively to team goals.

Their technical skills and problem-solving abilities have been well received, with managerial feedback emphasizing their commitment to excellence. Peers appreciate their collaborative approach, and their self-evaluation reflects a proactive mindset toward growth.

Given their consistent performance and alignment with company values, [Employee Name] will transition into a permanent role with confidence."

Key takeaways from this summary: This example highlights a smooth and successful transition from probation to permanent status. It reinforces role fit, growth mindset, and readiness for more responsibility.

7. Extension of the probationary period for further evaluation

"Over the past few months, [Employee Name] has made progress in understanding their role and responsibilities.

While they display notable strengths in technical capabilities, feedback from managers and peers indicates a need for further development in time management and adaptability. Their self-evaluation acknowledges these challenges and a willingness to improve.

To support their success, an extended probationary period of [X] months will provide additional training and mentorship, ensuring they meet the required performance standards.”

Key takeaways from this summary: This review uses a developmental tone to justify a probation extension. It clearly communicates the rationale without discouraging the employee, making aligning expectations during probation meetings easier.

8. Employee facing challenges due to role misalignment

"Throughout this review cycle, [Employee Name] has made significant effort to meet role expectations. However, feedback suggests that their strengths may be better utilized in a different capacity.

Their self-evaluation highlights engagement in specific aspects of their work. Managerial reviews point to challenges in areas such as project prioritization and adaptability. Peers recognize their dedication but note struggles with specific job functions.

Rather than focusing solely on improvement in the current role, a discussion on potential role adjustments or new opportunities within the organization may be beneficial to leverage their talents effectively.”

Key takeaways from this summary: This example shows how to frame a possible role mismatch constructively and forward-looking. It shifts the focus from shortcomings to aligning strengths with a better fit.

9. Employee demonstrating rapid growth in a short timeframe

“Since joining the company [X] months ago, [Employee Name] has made a remarkable impact, quickly adapting to the role and exceeding expectations.

Managerial feedback highlights their ability to learn swiftly, apply feedback effectively, and contribute fresh ideas. Peers appreciate their enthusiasm and strong collaboration skills, while their self-evaluation reflects a commitment to continuous improvement.

Despite being relatively new, they have already taken on additional responsibilities with confidence and a positive attitude. Given their rapid growth, we will explore opportunities for increased responsibilities and career development.”

Key takeaways from this summary: This summary is ideal for rising stars who’ve made an early impact. Feedback is positive and focuses on career development opportunities. It sets the tone for accelerated development while acknowledging maturity and readiness**.**

10. Employee being considered for a leadership role

“Over the past review period, [Employee Name] has demonstrated outstanding leadership potential through their ability to take the initiative, drive projects forward, and mentor colleagues.

Managerial feedback highlights their strategic thinking and ability to align team efforts with company objectives. Peers respect their problem-solving skills and ability to create a collaborative work environment. Their self-evaluation reflects a desire to step into a leadership role, and junior team members have expressed confidence in their ability to lead.

Given these strengths, [Employee Name] is being considered for a leadership position, and a structured plan is in place to develop their management skills further.”

Key takeaways from this summary: This summary highlights an employee’s leadership potential, showcasing feedback that supports their growth into a managerial position. This review is aspirational, showing how performance and feedback can align to justify a promotion into leadership.

11. New leader who prefers a technical role over people management

"In their transition to a leadership role, [New leader name] has demonstrated strong expertise in technical strategy and problem-solving.

Their self-evaluation acknowledges a deep passion for technical development, while managerial feedback highlights their ability to drive innovation. However, both peer and direct report feedback indicate that people management responsibilities—such as coaching, delegation, and team motivation—have been more challenging.

[New leader name] has expressed a preference for a role that allows for deeper technical focus rather than direct management. Moving forward, we will explore opportunities that better align with their strengths, whether through an individual contributor expert track or a hybrid role that minimizes administrative leadership duties while leveraging their technical acumen.”

Key takeaways from this summary: This review describes an employee who recently stepped into a leadership role but realizes they prefer a technical track. This example captures self-awareness, constructive feedback, and the idea that leadership isn’t always the best fit for everyone. It also focuses on finding the right path for the employee rather than positioning the shift as a failure.

Performance review summary examples for managers

The following examples provide a range of scenarios, from high-performing managers to those needing specific development. Each integrates feedback from direct reports, peers, external stakeholders, and self-evaluations, making them comprehensive and realistic.

1. High-performing manager excelling in leadership and stakeholder engagement

“Over the past review cycle, [Manager Name] has consistently demonstrated outstanding leadership, effectively balancing team development with business objectives.

Direct reports highlight their ability to provide clear expectations, constructive feedback, and mentorship, leading to measurable team growth. External stakeholders commend their proactive communication and ability to align team efforts with broader organizational goals. Peer managers recognize their strategic thinking and collaborative leadership style. In their self-evaluation, [Manager Name] emphasizes a commitment to continuous improvement, particularly in cross-functional collaboration.

Their leadership has been instrumental in driving both team engagement and business success, positioning them for continued advancement.”

Key takeaways from this summary: This summary demonstrates how to celebrate a manager’s impact while reinforcing the behaviors that contributed to their success. The summary is particularly useful when preparing someone for advancement, increased visibility, or larger-scale initiatives, as it clearly connects leadership competencies to business outcomes.

2. Manager with strong technical leadership but needing growth in people management

“Throughout this performance cycle, [Manager Name] has consistently demonstrated deep technical knowledge and problem-solving abilities, providing strong guidance on complex projects.

External stakeholders appreciate their ability to navigate technical challenges and deliver high-quality results. However, direct report feedback indicates a need for more structured coaching and clearer communication regarding workload expectations. Peer managers note that while [Manager Name] is a strong individual contributor, delegating effectively and developing team members could enhance their leadership impact. Their self-evaluation acknowledges this gap, and targeted development in leadership coaching and delegation strategies will support their continued success.”

Key takeaways from this summary: This is a great example of tactfully addressing a performance gap without diminishing the manager’s core strengths. It shows how to validate technical contributions while using peer and direct report input to identify developmental areas in coaching and delegation. This approach helps readers frame developmental feedback in a way that preserves trust and motivates improvement—ideal for technical managers evolving into broader leadership roles.

3. New manager adjusting to leadership responsibilities

“Since stepping into a managerial role, [Manager Name] has made commendable progress in leading the team and fostering a positive work environment.

Direct reports appreciate their willingness to listen and support their development. However, feedback suggests a need for more structured performance expectations. External stakeholders acknowledge their enthusiasm and responsiveness, while peer managers recognize their ability to bring fresh ideas to leadership discussions. In their self-evaluation, [Manager Name] notes the challenge of balancing hands-on work with delegation, which will be a key focus in the next review period.

With continued mentorship and leadership training, they are well-positioned to refine their management skills and grow into an effective leader.”

Key takeaways from this summary: This summary illustrates how to evaluate and support a newly promoted manager without overwhelming them. It balances encouragement and direction, validating early efforts while clarifying where they need to grow. This framework is useful for reflecting learning curves, providing confidence, and introducing mentorship or training goals without sounding punitive or vague.

4. Experienced manager excelling in team development but needing better stakeholder communication

“Over the past year, [Manager Name] has been highly effective in coaching and developing their team, with direct reports citing strong mentorship, clear feedback, and a supportive work environment. Their ability to set expectations and guide team members has resulted in improved performance across key projects.

Peer managers appreciate their collaborative leadership style and problem-solving abilities. However, external stakeholder feedback suggests a need for more proactive communication and alignment with broader business objectives. In their self-evaluation, [Manager Name] recognizes this as an area for growth and has committed to improving transparency and engagement with external partners.

With a stronger focus on stakeholder collaboration, they will be well-equipped to drive even greater impact.”

Key takeaways from this summary: This summary focuses on the nuance that even experienced managers may excel internally but need refinement externally. It’s a great reference for strategic alignment, executive presence, or cross-functional visibility. The tone is respectful and appreciative, making it a strong tool for mid-to-senior level feedback that’s both honest and motivating.

5. Manager struggling with workload balance and team support

“During this review period, [Manager Name] has successfully managed high-priority initiatives and contributed to key business outcomes. However, feedback from direct reports indicates challenges in workload balancing, with some team members feeling overwhelmed due to unclear task distribution.

External stakeholders appreciate their expertise but note occasional delays in communication. Peer managers acknowledge their dedication but observe difficulties in prioritizing responsibilities. In their self-evaluation, [Manager Name] recognizes the need to improve delegation and provide clearer expectations.

To address these challenges, a targeted development plan will focus on workload management strategies, improved communication with stakeholders, and structured team support to ensure a more sustainable leadership approach.”

Key takeaways from this summary: This is a thoughtful example of approaching managerial underperformance without being punitive. It shows how to use feedback patterns (e.g., burnout signals, team overwhelm, delayed stakeholder responses) to initiate a specific and actionable performance conversation. It demonstrates empathy while introducing actionable next steps. It’s highly useful for HR documentation and framing support plans for managers under pressure.

Performance review summary templates

Positive summary template

Needs improvement summary template

How to write an executive summary for a performance report: Best practices

An executive summary distills the key takeaways from a performance review, providing a high-level overview that is concise, insightful, and actionable. Here are a few key tips for writing an effective summary for your people:

1. Start with a clear overview: Summarize the employee’s role, key responsibilities, and general performance trends
2. Highlight key strengths: Focus on significant accomplishments, leadership qualities, and contributions to team success
3. Address development areas constructively: Outline growth opportunities while emphasizing the support available for improvement
4. Incorporate 360-degree insights: Include perspectives from managers, peers, and self-assessments for a well-rounded review
5. Keep it concise but impactful: Aim for 1-3 paragraphs that capture essential details without excessive length.

Create your ideal performance evaluation system with Deel Engage

Designing your company’s employee review process can be challenging. It requires significant planning and may encounter resistance. However, a well-structured review system can considerably enhance talent management and boost your people’s motivation, yielding long-term benefits.

Deel’s performance management software can assist you in establishing an effective review process, regardless of your preferred approach. The Deel Engage platform offers numerous options to facilitate this process:

• Competency-based reviews
• Performance reviews with or without ratings
• Upward, downward, peer, or 360-degree feedback
• Public or anonymous feedback
• Performance check-ins
• OKR performance management
• Performance calibration
• Performance overviews and summaries
• Skills matrices, 9-box grids, and competency profiles at individual/team/department levels

Moreover, our platform seamlessly links career paths, feedback, and learning and growth plans in one integrated tool, ensuring a holistic approach to worker development. Additionally, the Deel platform has built-in HRIS functionalities that are available to customers at no additional cost.

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