100 effective peer review examples for performance reviews

Peer reviews can be an effective driver of employee growth—and even help boost employee engagement and morale. By involving team members, from colleagues to direct reports, in the peer review process, managers can gather valuable perspectives on how each employee is doing, where they excel, and where their areas for improvement are.

When done properly, peer reviews encourage continuous professional development and help team members refine their communication skills, enhance time management, and work more effectively together.

In this article, we’ll discuss why peer reviews matter, offer feedback examples for peers and managers, and provide best practices to keep your performance reviews objective, constructive, and positive.

Why should you conduct peer reviews?

Conducting peer reviews fosters growth and unity across the entire organization. Below are five reasons why you should incorporate peer evaluations into your performance management strategy:

Expanding viewpoints

Peer reviews allow employees to benefit from the insights of multiple colleagues. 

When reviewers are from different teams or departments, it broadens each employee’s perspective on how they contribute to overall performance. This expanded view can highlight areas for improvement that might remain vague in a top-down evaluation process.

Skill development

By giving feedback on another person’s time management, communication skills, or other competencies, a peer review helps both the reviewer and the reviewed team member. Learning to offer constructive criticism polishes one’s own soft skills. Conversely, receiving feedback directly from colleagues can show employees where they have room for improvement, but in a positive way.

Strengthening team unity

When team members exchange constructive feedback, it can help them feel more invested in each other’s success. 

For example, a helpful comment about meeting deadlines or paying attention to detail can motivate another employee to refine their approach. Over time, consistent peer review comments can lead to stronger teamwork, a better work environment, and stronger morale.

Encouragement and acknowledgment

Peer reviews are a chance to provide positive feedback on how an employee stands out or excels at their work. This recognition can be deeply motivating, especially when it comes from their supervisor—or a colleague who works closely alongside them. Acknowledgement of an employee’s wins can create a positive work environment and encourage further success.

Trust building

Allowing employees to express opinions on each other’s performance fosters transparency, and this openness helps to effectively address conflicts early and build a sense of trust. A well-structured peer review helps employees feel safe giving feedback—and that fosters a culture of continuous improvement.

4 peer review best practices

Implementing a successful peer review process requires more than just writing a few lines of feedback. Below are four best practices to follow:

1. Consider their perspective

Before writing your peer review comments, take a moment to reflect on how your colleague sees their role. This fosters empathy and helps keep your feedback constructive, not dismissive. When you acknowledge their perspective, you’re more likely to provide helpful suggestions.

2. Be considerate of your coworker’s emotions

Peer reviews can inadvertently feel personal rather than objective and professional. That’s why it’s crucial to keep your review phrasing mindful and positive—avoid negative statements that sound accusatory or unkind. Instead, focus on areas for improvement with a tone of constructive criticism.

3. Pay attention to their response

When you deliver your feedback, watch how your colleague reacts. If you sense confusion or discomfort, take a step back and clarify. This is an opportunity for reviewers to show their communication skills by making sure that their feedback is fully understood.

4. Provide a thorough explanation

Vague or generic remarks—like “You need to do better”—aren’t especially helpful. If you want to encourage an employee to excel, include feedback, plus examples with explicit areas for improvement. 

For example, discuss how they can meet deadlines more consistently while giving actionable time management tips, or how their work quality can be enhanced through more attention to detail while pointing to a specific project and how it could have been improved upon.

4 things to avoid when performing peer reviews

When reviewing your colleagues, it’s easy to unintentionally step on toes. Keep these pitfalls in mind:

Ambiguity

Avoid vague statements. If your feedback lacks specifics, your colleague won’t know how to make improvements. Instead of “Your work needs help,” try “I’d love to see you focus on time management strategies to meet deadlines more consistently.”

Personal criticisms

Peer reviews exist to encourage growth, not to attack character. Keep the focus on professional conduct, work quality, and performance metrics. Personal jabs or discussing someone’s personal life erodes trust and lowers morale.

Biased views

It’s normal to have personal friendships or prior conflicts with certain colleagues, but your peer review shouldn’t reflect favoritism or unwarranted negativity. If you suspect bias, double-check your feedback to confirm that it focuses on actual performance rather than personal feelings.

Pure negativity

We all have areas for improvement, but if the entire peer review is negative, it can do more harm than good. Even when offering constructive criticism, try to highlight at least one positive aspect; this fosters a positive work environment conducive to continuous improvement.

100 peer feedback review examples

These peer review examples can guide you in offering constructive feedback and areas for improvement. Use them as reference points to spark your own phrasing. 

Positive feedback examples

1. “I admire your enthusiasm when tackling new tasks; you really set a great tone for the whole team.”
2. “Your supportive attitude during brainstorming sessions ensures everyone feels comfortable sharing ideas.”
3. “I appreciate how you follow up on your commitments promptly, which helps us avoid project delays.”
4. “Your resourcefulness consistently saves time and energy, making our workflow run more smoothly.”
5. “Even under pressure, you stay calm and continue to deliver outstanding results.”
6. “Your willingness to assist with complex issues builds strong collaboration and boosts morale.”
7. “I love how you celebrate team wins—your positivity encourages everyone to stay motivated.”
8. “Your readiness to share helpful tips and insights creates a positive learning environment for us all.”
9. “Your ability to see potential in every challenge is truly inspiring and keeps our goals in focus.”
10. “You often propose innovative solutions that bring a fresh perspective and raise our team’s performance.”

Negative feedback examples

1. “I’ve noticed you sometimes interrupt colleagues mid-sentence—could you work on letting others finish first?”
2. “During tight deadlines, you often become less approachable, which makes it harder for us to coordinate effectively.”
3. “You sometimes brush off constructive feedback too quickly—perhaps taking a moment to reflect could help address potential improvements.”
4. “At times, your emails come across as curt; adding a friendly greeting or closing might maintain a more respectful tone.”
5. “We’ve had a few instances where tasks were delayed because you didn’t communicate changing priorities—keeping us updated would help avoid surprises.”
6. “You tend to focus on the negatives, which might discourage teammates who value a more balanced approach.”
7. “I’ve observed you occasionally double-book meetings, causing scheduling conflicts. Better calendar management would improve team coordination.”
8. “It seems you sometimes avoid delegating tasks; sharing responsibilities might help prevent burnout.”
9. “You’ve openly criticized some team decisions without suggesting alternative solutions. Offering a plan B would make your feedback more constructive.”
10. “Your reluctance to adapt to new processes can stall progress; being more open to change could benefit overall efficiency.”

Competency and job-related examples

1. “Your technical expertise in data analysis has streamlined how we make critical business decisions.”
2. “You consistently stay up to date on industry trends, ensuring our projects remain innovative.”
3. “Your in-depth understanding of coding best practices has reduced our debugging time significantly.”
4. “The accuracy of your documentation helps new hires get up to speed quickly on team standards.”
5. “You handle client questions with ease, demonstrating your strong product knowledge and service mindset.”
6. “Your quick grasp of complex tasks makes you a go-to person when the team faces challenges.”
7. “You’re proactive in identifying training opportunities that bolster our department’s skill set.”
8. “By clarifying every step of a process, you reduce confusion and help maintain consistent quality control.”
9. “Your methodical testing approach catches hidden issues before they escalate, saving time and resources.”
10. “When unusual requests come in, you readily research the topic and apply what you learn to deliver excellent results.”

Leadership skills examples

1. “You empower each person on the team to find their own solutions rather than micromanaging.”
2. “Even under tight deadlines, you distribute tasks fairly so no one feels overloaded.”
3. “Your open-door policy fosters trust, making team members comfortable approaching you with problems or ideas.”
4. “When conflict arises, you address it calmly and fairly, ensuring everyone feels heard.”
5. “You set clear goals and follow up regularly, which keeps the team aligned and engaged.”
6. “By acknowledging team successes openly, you create a sense of shared accomplishment.”
7. “Your willingness to mentor junior staff has accelerated their growth and built a stronger talent pipeline.”
8. “You model accountability—if you make a mistake, you own it, which sets a positive tone for the team.”
9. “You often provide thoughtful feedback that encourages others to exceed their previous performance.”
10. “You know how to adapt your communication style based on individual team members’ needs and motivations.”

Professionalism and attitude examples‍

1. “Your polite greetings every morning create a welcoming atmosphere that lifts everyone’s spirits.”
2. “When an unexpected issue arises, you maintain composure and tackle it methodically instead of panicking.”
3. “You respect confidentiality and handle sensitive information with utmost care.”
4. “Even when you disagree, you remain courteous and steer conversations toward solutions.”
5. “You maintain a level-headed approach during heated discussions, helping de-escalate tension.”
6. “Your willingness to give credit to others fosters a healthy sense of shared achievement.”
7. “You avoid gossip or rumors, focusing on factual information and fairness.”
8. “Your punctuality and reliability set a professional standard for others to follow.”
9. “You handle criticism gracefully, acknowledging potential improvements without taking it personally.”
10. “Your calm and respectful demeanor positively influences how clients perceive our entire team.”

Mindset and perspective examples

1. “You often encourage others to see the bigger picture, preventing us from getting bogged down by small details.”
2. “Your openness to new viewpoints drives us to explore alternative strategies we might have overlooked.”
3. “You quickly pivot when faced with obstacles, embracing change rather than resisting it.”
4. “You’re great at turning challenges into learning experiences, prompting us to brainstorm creative solutions.”
5. “You frequently remind the team to evaluate both pros and cons before making a final call.”
6. “Your growth-focused attitude helps others believe in their capacity for continuous improvement.”
7. “You listen actively to feedback, incorporating suggestions that can boost overall outcomes.”
8. “You rarely let setbacks discourage you; instead, you bounce back with an even stronger plan.”
9. “Your curiosity about different departments’ work broadens your own effectiveness and encourages cross-team synergy.”
10. “You show genuine respect for each colleague’s skill set, recognizing that diverse talents enrich our collective success.”

Quality of work and performance examples

1. “Your reports are consistently accurate, reflecting a high standard of precision and excellence.”
2. “By thoroughly reviewing your drafts, you reduce the need for multiple rounds of corrections.”
3. “You handle parallel tasks efficiently, delivering strong outcomes without sacrificing detail.”
4. “Your coding or design inputs exhibit creativity while adhering to strict guidelines.”
5. “When asked for quick turnarounds, you manage to preserve overall quality despite limited time.”
6. “You often provide real-time status updates, which helps the team stay aligned on critical deadlines.”
7. “Your methodical approach yields dependable results we can rely on for key decisions.”
8. “You deliver each piece of work with clarity and consistency, leaving no room for confusion.”
9. “While others might overlook small errors, you proactively spot and fix them before finalizing.”
10. “You excel at balancing efficiency with thoroughness, ensuring each task meets or surpasses expectations.”

Work ethics examples

1. “You consistently meet deadlines, even when juggling multiple projects, showing remarkable discipline.”
2. “Your honesty and accountability shine through when admitting errors and then promptly fixing them.”
3. “You volunteer to support teammates who are struggling, highlighting your collaborative spirit.”
4. “You respect breaks and boundaries but still remain on-call if urgent issues arise.”
5. “By recognizing the team’s workload, you do what you can to evenly distribute tasks.”
6. “You demonstrate steadfast loyalty to our team’s goals, never hesitating to go the extra mile.”
7. “You offer constructive suggestions on how to enhance standard operating procedures.”
8. “You demonstrate unwavering integrity, treating all colleagues equally, regardless of hierarchy.”
9. “Your consistent attendance and punctuality show how seriously you take your responsibilities.”
10. “You remain flexible during sudden policy changes, adapting readily for the sake of the broader team.”

Strengths and weaknesses examples

1. Strength: “Your creative brainstorming propels new ideas forward when the team feels stuck.”
2. Weakness: “Occasionally, you jump ahead without clarifying essential details, leading to rework.”
3. Strength: “You excel at rallying the group during stressful times, boosting overall morale.”
4. Weakness: “You sometimes ignore personal well-being, risking burnout that could affect performance.”
5. Strength: “Your meticulous planning ensures nothing falls through the cracks.”
6. Weakness: “You might be too cautious in decision-making, delaying actions that others want to expedite.”
7. Strength: “You’re adept at inspiring teammates with positive feedback and recognition.”
8. Weakness: “You can be a bit hesitant to confront conflicts directly, which can prolong tension.”
9. Strength: “Your knack for technical problem-solving is second to none.”
10. Weakness: “Providing clearer status updates might help others see how their tasks fit into the bigger picture.”
11. Strength: “Your unwavering commitment to high-quality outputs is truly impressive.”
12. Weakness: “Handling criticism more openly would help you embrace continuous improvement.”
13. Strength: “You bring a unique perspective to each team project, broadening our creative approaches.”
14. Weakness: “Sometimes, you can be defensive when receiving suggestions.”
15. Strength: “Your reliability under pressure fosters trust among team members.”
16. Weakness: “Prioritizing tasks effectively can be challenging, leading to last-minute scrambles.”
17. Strength: “You excel at mentoring newcomers, helping them integrate quickly into the team.”
18. Weakness: “Delegating tasks more frequently would free up time for high-impact responsibilities.”
19. Strength: “Your capacity for self-reflection drives you to always seek personal development opportunities.”
20. Weakness: “Communicating updates more frequently would help others align their efforts with yours.”

How to write a peer review in 5 steps

When it’s time to write a peer review, it helps to follow a clear structure. Here’s a concise, five-step approach:

Step 1: Identify key discussion points

Begin by listing the strong suits, areas for improvement, or specific tasks relevant to your colleague. This ensures you won’t miss any crucial talking points you should cover in your review.

Step 2: Organize and prioritize what you are going to talk about

Pick the top priorities for this peer review session, whether it’s communication skills, meeting deadlines, time management, or another topic. Having a key topic or priority in mind prevents the conversation from going off track or becoming overwhelming or vague.

Step 3: Choose an appropriate tone

Aim for a positive yet honest tone. You want to provide constructive criticism without sounding accusatory or condescending. Maintaining a balanced voice fosters a positive rapport.

Step 4: Ensure clarity and respect

Vague or ambiguous statements can discourage the employee you’re reviewing. Use specific phrases that directly pinpoint areas for improvement, and remain respectful—even when delivering negative feedback.

Step 5: Use supporting examples

Include real-world examples of your colleague’s behavior. For example, “During Monday’s meeting, your calm approach helped resolve a conflict effectively.” These types of details make your feedback more helpful and more impactful.

Automate peer and performance reviews with Rippling

To automate every step of the performance management process, you need Rippling's performance management software.

Rippling’s end-to-end performance management software includes tools that help you launch the perfect review cycle in minutes, in just three easy steps:

1. Configure your review cycle: Assign employees to your cycle in bulk using attributes, like location, and then select which review types to include.
2. Configure your permissions: Define the scope of executives, managers, and HR business partners instantly, based on their role and reporting relationships.
3. Configure your questions: Build question sets for all your reviewer types. Add targeted questions using employee attributes, like department.

And peer reviews are easy to automate with Rippling’s employee survey tools, which allows you to build any type of survey in minutes, choosing from a library of survey templates or building your own from scratch. Then, send your survey to the whole team or to a curated group of employees.

Peer review examples FAQs

What are the 5 key elements of peer review?

The five key elements of peer review are:

1. Objectivity: Keep personal feelings or biases out
2. Specificity: Provide examples rather than sweeping statements
3. Constructive criticism: Highlight both positive notes and areas for improvement
4. Respect: Maintain professionalism, even if delivering negative feedback
5. Action: Offer solutions or next steps to encourage continuous growth

What do you write in a peer review?

In a peer review, you detail an employee’s strengths and their areas for improvement (or relevant constructive feedback). For example, you may highlight their communication skills, time management, work quality, or how they handle conflicts. Providing feedback examples from real scenarios is often the most valuable approach.

How do you respond to peer review feedback?

Stay open-minded and appreciate that colleagues took time to contribute. If the feedback is negative, ask clarifying questions politely—this prevents misunderstandings and fosters a positive work environment. Aim to address the areas for improvement by proposing an action plan or setting goals, which encourages continuous professional development.

This blog is based on information available to Rippling as of March 26, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.