How long should review comments be?

Two to four sentences per goal or competency. Specific beats long.

What words should managers avoid?

Personality labels ("abrasive", "lazy") and vague praise ("rockstar"). Describe behaviour instead.

How do you write a performance review comment?

Use the formula: name the behaviour, give a specific example, state the impact, and say what to keep or change. Avoid “great team player.”

What are examples of performance review comments?

“Led the pricing migration two weeks early with zero billing errors; it set the standard for launches.” “Missed three of five sprint commitments because scope was accepted without estimates.”

What should employees write in a review?

Lead with two or three results and their impact, name one growth area and what you are doing about it, and ask what you would need to show to reach the next level.

What words should managers avoid in reviews?

Personality labels like “abrasive” or “lazy,” and vague praise like “rockstar.” Describe specific behaviour and its impact instead.

GlossaryFeedback, Reviews & 1:1s

Performance Review Comments

Performance review comments are the written statements a manager (and often the employee) adds to a performance review to explain ratings, describe strengths, and set expectations. Good comments are specific, tied to goals, and backed by examples. Weak comments are adjectives like "great team player" that nobody can act on.

Also known as: appraisal comments, review comments, performance review phrases, performance appraisal comments

Reviewed 3 October 2026

Key takeaways

Review comments are the written feedback that explains ratings and sets expectations.
Comments get reread, quoted in promotion cases, and used in disputes, so make them specific.
Formula: behaviour + specific example + impact + what to keep or change.
Avoid personality labels and vague praise; describe behaviour instead.

Watch: How to Write Performance Review Comments That Mean Something

A comment people can act on: the behaviour, a specific example, the impact, and what to change.

Why do performance review comments matter?

Ratings get forgotten. Comments get reread, quoted in promotion cases, and used in disputes. A clear comment protects the employee, the manager, and the company.

Formula for a good comment

Behaviour or result + specific example + impact + what to keep or change.

Examples by category (manager)

Exceeds expectations: "Led the pricing migration two weeks early with zero billing errors. This set the standard for how we run launches."

Collaboration: "Pairs readily with support on escalations. Resolution time on her accounts dropped from 3 days to 1."

Communication: "Weekly updates are clear and lead with risks. Leadership uses them as the source of truth."

Needs improvement: "Missed three of five sprint commitments this half because scope was accepted without estimates. Next half: estimate before committing."

Development: "Ready to lead a small project end to end. Next step: own the Q3 onboarding revamp."

What to say as an employee

Lead with two or three results and their impact, name one growth area and what you are already doing about it, and ask directly: "What would I need to show to reach the next level?"

Frequently asked questions

How long should review comments be?: Two to four sentences per goal or competency. Specific beats long.
What words should managers avoid?: Personality labels ("abrasive", "lazy") and vague praise ("rockstar"). Describe behaviour instead.
How do you write a performance review comment?: Use the formula: name the behaviour, give a specific example, state the impact, and say what to keep or change. Avoid “great team player.”
What are examples of performance review comments?: “Led the pricing migration two weeks early with zero billing errors; it set the standard for launches.” “Missed three of five sprint commitments because scope was accepted without estimates.”
What should employees write in a review?: Lead with two or three results and their impact, name one growth area and what you are doing about it, and ask what you would need to show to reach the next level.
What words should managers avoid in reviews?: Personality labels like “abrasive” or “lazy,” and vague praise like “rockstar.” Describe specific behaviour and its impact instead.

See it in practice

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