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40+ Employee Feedback Examples in 2024

36 min read

employee feedback examples

Here’s my question: Employee feedback is the hype real? 

Many HRs consider it as a tool for boosting the productivity and morale of their workforce, while a few consider it as a regular tedious chore.  

You see, feedback is irreplaceable as a tool. Stories of customer feedback changing the entire product strategy are not uncommon. Cadbury’s recent news being one instance.  

Employee feedback is equally significant to an organization. In the corporate world, the example of Buffer stands out! Imagine a company with a global, remote workforce yet outperforming its competitors. That’s Buffer’s reality! 

Its core principle is the secret to Buffer’s success: “Trust your employees, listen to their needs, prioritize their well-being, and watch them thrive.”  

This focus on feedback isn’t unique and innovative. Take the words of the CEO of Netflix, known for its innovative culture. 

In fact, studies show that 80% of employees receiving meaningful feedback are happier and more engaged. 

Let’s uncover all the mysteries surrounding feedback in this blog, discover essential tips, and 40+ feedback examples for your next session! 

What is Employee Feedback? 

Employee feedback is providing professional praise, constructive criticism, or comments on an employee’s performance, attitude, work style, or other aspects of their work 

It can be a single comment received regularly or can be a comprehensive discussion on a scheduled basis. 

One example of day-to-day feedback is: “I think you can improve the report by including the statistical figure collected from…” 

Similarly, an example of more structured feedback is as follows: “I have arranged this meeting with you to discuss your frequent delay….” 

While most employee feedback is delivered top-down, where employees receive feedback from their superiors, the practice of 360-degree feedback has gained popularity, where employees receive feedback from various stakeholders, including their juniors. 

While the importance of feedback cannot be understated, as in the words of Reed Hastings 

I recommend instead of focusing first on something much more difficult: getting employees to give candidate feedback on the boss. This can be accompanied by boss-to-employee feedback. But it’s when employees begin providing truthful feedback to their leaders that the big benefits of candor really takes off.

Reed Hastings

This proves that Netflix’s commitment to feedback goes way beyond mere words and transcends into daily operations, prioritizing people over processes, and treating it as a daily ritual by investing in manager’ training. Now, let’s explore 40+ feedback examples to simplify your feedback sessions. 

40+ Employee Feedback Examples 

Imagine this, you are in a performance review session and suddenly blackout, resulting in feedback that confuses the employees rather than guides them. 

Have you been in a similar situation? 

To avoid such situations in the future, here are 40+ ideal employee feedback examples for various situations. 

Feel free to tailor and use them accordingly. 

Examples of Positive Feedback: 

These examples are for situations where employees exceed expectations, such as using innovative solutions, adapting to new changes, or collaborating with the team. 

1. “Tasha, your recent endeavor in the XYZ project exceeded all my expectations. Despite many delays and complexities on the way, your quick thinking and innovative ideas helped turn the tide in our favor. Bravo, and keep up the excellent work!” 

2. “I really appreciate your attention to detail, subject matter clarity, and calmness while handling our recent US clients. It was a risky affair with all the repeated scheduling conflicts, but you handled it with a lot of expertise, Well done! 

3. “I know your recent transition from sales to marketing department was not easy, but I commend your adaptability and willingness to embrace new skills, team environments, and working styles in such a short time. I value your flexibility and believe you will be a valuable addition to this team.” 

4. “Raghav, the recent brainstorming session on our new ABC campaign was a great success because of your collaborative spirit, willingness to listen to new ideas, and positive energy actively. Continue the good work.” 

5. “Smriti your helpful nature and empathy are truly an asset to the team. Thank you for always being such a great mentor to all the new joiners and in helping them learn more about our industry and operations.” 

Examples of Developmental Feedback: 

Developmental feedback focuses on both the action and the impact. It’s essential to mention corrective actions or solutions while giving these types of feedback.  

6. “Your recent interactions with our US clients have been truly amazing. Your subject matter expertise and practical insights on the dynamic challenges of the US technology industry added a distinctive layer to the presentation. Just one suggestion for the next presentations: engage the audience with an interactive poll or Q&A session. All the best for the next meetings!” 

7. “Hey, I noticed you are not on track on the deliverables of the current project, which goes against your usual work style. If there is any specific reason for this, we can address it together and adjust the timeline. You can also consider using Keka’s PSA to track all the project resources and budget constraints. Let’s get on a quick 15 min call to discuss this, what say?” 

8. “Your recent monthly report was well done with all the intricate details of last month’s projects and additional assignments, and it shows the growth in your data analysis skills. But let’s make the report more comprehensible for next month’s reports. There’s a 3-hour course on YouTube on data visualization that might help you, and after you finish the course, let’s discuss it in detail.” 

9. “Your recent 360-degree review shed light on a few interesting aspects of your public speaking skills. While you always deliver all the tasks on time, there have been certain limitations to your internal communication. I suggest you attend a few workshops on corporate communication and take some online courses. Keep building the momentum. All the best!” 

10. “Hey, I must say your communication skills have grown tremendously since the last review session. You are much more open, confident, and active now. Keep this momentum going and take the lead on our next project.” 

 Examples of Constructive Feedback: 

Constructive feedback acts as a functional criticism that helps identify the areas of improvement and offers suggestions 

11. “Your writing style in this blog is really engaging. The information flows smoothly and holds my attention throughout the piece. To make it more informative, I suggest you incorporate more graphs and tables. Keep up the good work!” 

12. “Your presentation was really interesting. I liked how you used visuals to demonstrate the graphs and statistics. For your future presentations consider adding a small Q&A session to answer the questions that a few people might have.” 

13. “You have met all your deadlines this quarter and shown phenomenal growth in the project quality. However, you need to work on interdepartmental communication, and so I want you to lead our next project.” 

14. “The colors and the contrast you used in this design add a whole new dimension! To make the design stand out, try changing the background shade and font style.” 

15. “Your code is well-structured and secure. But for this section you could use a different function to make it more navigational and secure.” 

Examples of Performance Feedback: 

Performance feedback is usually a two-way communication between the manager and the employee for an honest analysis of the employee’s performance. 

16. “Your recent role you played in the client meeting was commendable and the way you led the entire meeting really impressed the clients. Your multitasking ability and discipline throughout the project was remarkable. Hence, we have decided to make you the key point of contact for the client for any future projects. Best of luck and continue the momentum.” 

17. “Your recent content collaterals missed the quality mark. Let’s have a meeting today to discuss your next steps to ensure that you always meet the high-quality standards and additional training courses or resources that will be helpful.” 

18. “Your communication and clarity in thought process is outstanding, to help you further develop this how about attending a webinar on this weekend, and further develop it.” 

19. “Your collaborative spirit and helpful nature helped maintain a positive vibe in the team. You actively listen to suggestions in the meeting, offer constructive feedback to your teammates and always lift their spirits, helping the team to consistently deliver its best. Continue this team spirit!” 

20. “I have received a report of your recent misbehavior with your teammate. While you might have your personal reasons, your behavior decreases the team’s morale. So, let’s get in a quick call later in the day and discuss a few strategies that will help you handle conflicts and maintain a harmonious work environment.” 

Examples of 360-degree Feedback: 

360-degree feedback provides a well-rounded view of the employees’ performance by gathering inputs from various stakeholders, such as managers, peers, direct reporters, and clients.  

21.  “You received excellent reviews on your recent project. All the stakeholders were impressed with your research and communication skills, specifically the way you handled the sudden deadline changes. Keep up the momentum in your next projects!” 

22. “Your recent quarterly review reveals that you have been taking up additional responsibilities and excelling in them as well. However, you tend to stay beyond scheduled hours and work on weekends. While it is appreciated, you need to maintain a healthy balance to prevent burnout. I hope you will take appropriate measures to avoid it.” 

23. “Your attentiveness and professionalism helped us avoid a huge catastrophe in the XYZ project and led the team to win one of our biggest clients. Let’s keep up the good work and make it even better in the next quarter.” 

24. “I appreciate your enthusiasm and collaboration during team meetings. It helped us garner some of the best solutions while avoiding any conflicts of interest. But I also noticed that you tend to be overly enthusiastic, preventing a few calmer members from raising their concerns or questions. So, I suggest you work on your listening skills to ensure everyone is heard.” 

25. “Your recent initiative in designing the process for delivering content helped us streamline our workflow and enhance the team’s overall productivity. However, your communication style sometimes seems a bit direct and blunt. Let’s work on it to ensure effective collaboration in the future. Good luck!” 

 Examples of Formal Feedback: 

Formal feedback is the documented records of the employee’s annual performance evaluations. It is written and more structured. 

26. “Raghav consistently met all his deadlines this year and helped the team achieve 120% growth in the overall traffic report. His professionalism, collaboration, and empathetic nature helped maintain a harmonious team environment and was key behind driving the team’s growth.” 

27. “Shriya initially struggled to multitask, but after shadowing her team lead for a month and attending a few training sessions she showcased tremendous growth and met all the deadlines 30% faster.” 

28. “Mary has been one of the best performers, always meeting the deadlines, but her limited subject matter expertise slows her pace at times. After investing time in books, training modules, and peer sessions, she improved her competence.” 

29. “Daisy is one of the active members of the team, driving positive conversations, uplifting the team’s morale, and mentoring the junior members. These qualities were detrimental to driving our recent ad campaign.” 

30. “Based on the recent client feedback, Navya needs to improve her attitude and attentiveness, as her current score falls below the expectations. She can improve these skills by attending weekly training sessions and shadowing a senior team member.” 

Examples of Appreciative Feedback: 

Appreciative feedback celebrates the employees’ achievements and reinforces positive attitudes and behavior. 

31. “I am impressed with your approach to handling the strict deadlines, your interaction with the client and the proactiveness you showed while resolving the client’s doubts. Keep it up!” 

32. “Thank you for leading the team with your proactiveness and positive attitude and handling all the challenges efficiently. Good job!” 

33. “The initiative you showed in raising the team’s morale after the recent events is commendable. Continue working with this positive attitude.” 

34. “I have noticed your proactiveness in keeping yourself up to date with the latest market trends and your dedication to lifelong learning and continuous improvement. Keep it up, and best of luck!” 

35. “Your thought process, creativity, and professionalism throughout the project were amazing! They helped gain tremendous results that boosted our profitability.” 

Examples of Upward Feedback: 

Upward feedback, or manager feedback, is when employees provide suggestions to managers, helping them identify areas for improvement. 

36. “Raj, I appreciate your weekly review meetings as they help keep track of our deadlines. But sometimes these meetings lack a clear agenda or last long, making it challenging to focus on our daily activities. I would suggest you provide a clear agenda beforehand so the members who are directly involved can attend while the rest can focus on their daily tasks.” 

37. “I appreciate your efforts in delivering constructive feedback on my tasks as they have helped me grow tremendously. However, I sometimes face difficulties in understanding the specific areas of improvement. Could you explain them with real examples, as it will help me improve my skills?” 

38. “You have been instrumental to our team’s consistent success, and I feel overwhelmed to be a part of this team. But sometimes you look extra stressed and overwork yourself. Could you please be open to delegating your extra work to the competent team members so we can get an opportunity to handle challenging tasks?” 

39. “While your management style has always helped me flourish in my role, the recently added workload makes it challenging to maintain a healthy balance between my personal and professional life. Will you be more open to discussing with the team beforehand while accepting new responsibilities? This will help us prioritize tasks without compromising on the quality of the outcomes.” 

40. “In recent weeks, I have observed a growing inclination toward different tasks. Could you be open to exchanging the responsibilities of the key members of the team so all of us get equal exposure to different experiences?” 

Examples of Peer Feedback: 

Peer feedback is the exchange of positive and constructive feedback among colleagues and team members. It helps enhance the harmony between teams and build team dynamics: 

41. “I really loved your writing style and your approach towards the design structure. Have you tried changing the background color that will make the web design more interactive and easily understood?” 

42. “Hey, loved your proactiveness in leading today’s meeting session. I just have a tiny suggestion: Why don’t you use an interactive tool where everyone can share their suggestions and ideas, making it easier for everyone to contribute within the stipulated time?” 

43. “The data visualization technique used in today’s presentation really added an additional layer to the entire presentation. However, I would suggest you work on your presentation skills. Take a few public speaking courses this will help you in overcoming stage fright and make you more audible and assertive while addressing large crowds.” 

44. “Thank you for helping me with the recent project. I also observed your helpful nature and the way you are always at the frontline to help your teammates. However, a few take undue advantage by claiming all the credit for your hard work. From next time on, mention all the additional tasks to the team lead. This will help you in your career progression.” 

45. “Congratulations on being the top performer three times in a row. Being consistent with your work quality and sticking to the deadlines is commendable. However, I also noticed this dedication disbalances your work-life balance, which affects your mental health. Why don’t you take vacation and let others handle everything for a change?” 

Examples of Regular Feedback: 

This feedback happens regularly. They usually follow an informal format and act as quick words of encouragement. 

46. “Thank you for completing the collaterals. Your knowledge of the industry and product is truly commendable.” 

47. “Wow, that’s a creative solution, and gives us the opportunity to explore a whole new dimension.” 

48. “Your recent report on the future trends helped us identify new market opportunities. Thank you!” 

49. “The blog is concise, informative, and engaging. Just one suggestion: consider changing the introduction.” 

50. “I noticed you are having difficulties handling and incorporating feature suggestions. Would you like me to show you how it’s done?” 

Thus, these 50 feedback example templates will help enhance the quality of your feedback and bring some positive outcomes. Now, let’ discover the critical ways on how feedback helps organizations prosper. 

Why does employee feedback matter? 

I firmly believe that providing feedback is the most cost-effective strategy for improving performance and instilling satisfaction. It can be done quickly, it costs nothing, and it can turn people around fast.

Kenneth H Blanchard

This answers everyone’s questions on the significance of employee feedback in enhancing workforce productivity and business profitability. Here are some of the other key reasons why effective employee feedback is essential: 

employee feedback examples

1. Boosts employee efficiency: 

Regular, effective feedback helps employees identify productivity limitations, such as inefficient processes, unclear communication, or insufficient resources. 68% of employees feel that ongoing feedback positively impacts productivity and enhances business profitability. 

2. Enhances creativity and innovation: 

Feedback promotes two-way communication between managers and employees, uncovering hidden opportunities. When employees feel their voices are heard they are 4.6 times more likely to contribute their unique skills and perspectives, fostering creativity and innovation. 

3. Improved customer satisfaction: 

Regular feedback also helps businesses serve their external customers better, as satisfied employees understand their customers’ frustrations and address them more effectively. This leads to better products, services, and support. 

4. Improves retention rates: 

Attracting and retaining talent is crucial for businesses.  A SHRM survey reveals that replacing an existing employee is twice as costly. A regular feedback system shows the company’s concern about the employees resulting in higher retention rates 

5. Effective change management: 

Employee feedback helps leaders predict future business trends and prepare their workforce for likely changes, such as new job roles, new leaders, market expansion, or organization restructuring. A recent PwC report reveals that companies that excel at anticipating future needs are 50% more likely to outperform their competitors. 

Employee feedback is one of the essential components of a happier, more engaged, and satisfied workforce, sustaining businesses in the long run. 

Now that the importance of feedback is evident, let’s understand when it is appropriate to give employee feedback. 

When should I give employee feedback?

It’s not just the quality of feedback that’s important; the timing of it is equally essential. The perfect timing of feedback is when employees are aware of their actions and impact.

Early feedback, when employees are unaware of the impact of their actions, doesn’t generate the right result. Delayed feedback results in a lack of time for corrective actions.

These tips will give you a better understanding of when to share feedback as a manager or a leader:

  • The best time to give feedback is “in the moment”, as the impact of the activity is fresh.
  • Don’t wait for annual performance reviews to share feedback; try giving it regularly, as it loses its importance with the passage of time.
  • Give feedback when you see a positive change in an employee, in the form of recognition or encouragement, which helps sustain it for a longer time. Follow the same approach when you observe a negative change, as it helps employees control potential damage.
  • Monitor the constructive and appreciative feedback ratio, as too much of one disrupts the team’s balance.

Here are a few instances of good and bad feedback timing: 

Examples of Good Feedback Timing Examples of Bad Feedback Timing 
When the project is just completed, or a skill is being practiced. Too long after the event. 
When the emotions of both parties are neutral. Emotions of either of the parties are high. 
During one-on-one meetings. Right before a project deadline. 
Right after tasting huge professional success. During an unrelated team meeting. 
During brainstorming sessions. In an email without prior context. 
When employees have confusion or doubts regarding tasks. After a major professional setback. 

These examples will help you provide feedback at the right time. Let’s move on to the next section.

How to give feedback? 

giving quality feedback

A question that might be the reason for nightmares, because many managers assume giving effective feedback is quite hard. But that’s not the case! 

Here is a simple solution to ensure that you always give good feedback that is action-driven and results in positive outcomes. 

STAR (Situation, Task, Action, and Result) method is the easiest way to ensure that your feedback never misses the mark.  

1. Situation: Analyze the situation, identify the key stakeholders, the environment, and acknowledge the time of the incident. For example, “I have noticed you failed to attend the meetings during two instances in the past week, once on Monday and the other on Wednesday…” 

2. Task: Mention the activity they excelled at, or the exact deadline missed and the reason like a specific skill set or competence behind it. For example, “Your team meeting starts at 8 every day and it’s our team’s agreement that you will always be early…” 

3. Action: Mention the impact of the employee’s actions, like a project delay, or lack of team alignment. For example, “Because you were late on the separate occasion last week, your teammates had to answer client questions both on your behalf and their behalf, increasing their workload…” 

4. Result: Mention the future course of action due to the impact of the activity. For example, “Seeing the added workload you bring to this project, we have decided to give you another chance to prove your worth, and on failing you will be suspended from this project.” 

Hence, STAR method of giving feedback is quite effective, to explore more on this give this blog a quick read

Tips for Giving Effective Employee Feedback 

Now, that you are aware of the best step to give feedback, here are few additional tips to enhance the quality of your feedback: 

1. Be respectful: 

Always treat the other party with respect while giving feedback and adopting a thoughtful approach with a friendly demeanor 

2. Be Honest: 

Objective and honest feedback are the best ways to reinforce desirable behavior and encourage employees. Feedback should be given to nurture a mentoring relationship between both parties. 

3. Encourage self-introspection: 

It’s also important to remember that your feedback encourages the employee to self-introspect and not self-discouragement. 

4. Focus on positive outcomes: 

Discuss the actual consequences of the employees’ actions and support the claims with quantitative data and encourage them to see the bigger picture. 

5. Be collaborative: 

Always remember that feedback is a two-way communication. So be supportive and encourage them to own their actions and results. Be open to listening to the other parties’ suggestions on the topic. 

Thus, these tips help you in giving better feedback to employees, managers, peers, or any other stakeholders. 

5 Golden Rules of Giving Good Feedback:

  1. The best feedback focuses on the actions and not the attitude of the receiver.
  2. Feedback is always future-oriented and not past-focused.
  3. Useful feedback is always purpose-driven and goal-oriented.
  4. Good feedback is supportive and multidirectional.
  5. The act of feedback is not occasional but supportive.

How should I ask for feedback? 

how should i ask feedback

While giving feedback is essential, another process is equally important, the process of asking for feedback. The way you ask for feedback often impacts the quality of the feedback received.  

But why do you need to ask for feedback? 

Because feedback is the only way to gain an accurate picture of your efforts, and the impact it has on the organization and helps in improving the outcomes of your actions. 

While you can ask your colleagues or managers for feedback at any time: 

  • Inform the other party beforehand that you expect feedback, giving them ample time to prepare. 
  • Be specific on the tasks or actions that you want feedback on. 

If you are a manager and seeking feedback from your subordinates: 

  • Be mindful of the reaction you have, as a negative reaction might trigger a series of biased opinions. 
  • Be open-minded to suggestions and reflect them in your daily actions. 
  • Always express your gratitude on receiving feedback and be respectful even when you don’t agree with the opinions 

Golden rules of asking for feedback:

  • Be open-minded and respectful of opinions.
  • Be honest about your preferences for receiving feedback.
  • Be understanding of the opposite party’s emotional state.
  • Be outcome and solution-oriented.

Here are a few example questions that you can use to seek feedback on your actions, behavior, or other preferences: 

During a performance discussion Part of daily work 
  • How can I better support you to do your job? 
  • What could I do differently that would help you do your job? 
  • What am I doing that helps you do your job? 
  • Am I giving you enough feedback? 
  • Do you feel supported to achieve your goals? 
  • Do you feel you are given enough opportunities to use and develop your knowledge and skills? 
  • How could I have better supported on this task? 
  • Have I given you enough guidance and support to perform this activity? 
  • What would you like me to do differently the next time? 
  • Could I have provided you with more guidance and feedback on the way? 
  • Have you been able to learn new skills while performing this activity? 
  • Is there a way I can help you? 

Thus, these questions and the golden rules will help you ask for quality feedback from your managers, peers, or other stakeholders. 

Wrapping It Up 

Feedback is crucial for measuring team competence, enhancing efficiency, and motivating individuals to achieve greater outcomes. It’s a continuous two-way communication process among employees and managers or among peers. 

Maintaining the frequency of feedback is as important as its quality. That’s where Keka enters. Keka’s continuous feedback feature makes feedback a team habit, a part and parcel of daily activity. With systems like 9-box and Bell curve embedded in the performance review feature, it enables employees to receive the best feedback. But its most prominent feature is the public feedback on the Keka Wall, acknowledging the employees’ hard work and publicly celebrating important milestones. 

keka employee feedback

Are you ready to redesign your feedback system with Keka? Book a free demo today!

Frequently Asked Questions (FAQs) 

Q1. What are some examples of constructive feedback for employees? 

Some examples of constructive feedback for employees involve highlighting specific strengths, offering actionable insights, encouraging professional development, and acknowledging the employees’ efforts and hard work. 

Q2. Can you provide examples of positive feedback for employees? 

Positive feedback examples comprise praising accomplishments, acknowledging efforts, recognizing strengths, and expressing gratitude for dedication, etc. 

Q3. What are some examples of feedback for improving communication skills? 

Feedback for improving communication involves suggestions for public speaking, understanding non-verbal cues, tailoring tone for audience segments, and practicing empathy. 

Q4. What are examples of feedback for enhancing leadership skills? 

Examples of feedback for enhancing leadership skills include providing real-life examples of effective leadership, highlighting areas of improvement, and encouraging continuous learning. 

Q5. How do I give feedback on performance without demotivating the employee? 

Provide examples, be empathetic, offer support, and schedule it in the right moment and environment to avoid demotivating employees with your feedback. 

Q6. What are examples of feedback for improving time management?  

Feedback for time management focuses on prioritization techniques, using time management tools, encouraging regular breaks, and adjusting schedules for better efficiency. 

Q7. How can I give feedback on employee performance that is actionable and measurable? 

To give actionable and measurable feedback, focus on specific outcomes, use clear language, and offer suggestions to improve results. 

Table of Contents

    Meet the author

    Anwesha Panja

    Content Writer

    Anwesha Panja is a Content Writer at Keka Technologies. She has a passion for crafting captivating pieces around the latest HR trends. With a love for mysterious and spine-tingling things, she spends her free time exploring haunted locations. She is also a bookworm and an avid Sherlock fan.


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