Browse employee feedback examples for six common situations, or describe your own. Choose a category and add what happened, how it affected the work, and what you want to say. Get wording for a conversation or a written message.
Prompt Guide
Model
Know what to say when someone does great work, needs support, or could improve. Explore 12 positive and constructive examples for employees, coworkers, and managers, then use GlobalGPT to adapt the wording to your situation.
Describe what happened, explain its impact, and agree on what comes next.
Choose the category that fits: praise, improvement, a performance review, coworker feedback, feedback to your manager, or a new employee.
Name the action you observed and its effect on the work. Include what you would like the person to keep doing or change, and the tone you want.
Read the message aloud, check that the details are accurate, and adjust any wording you would not normally use. Leave room for the other person's perspective.
Use these messages for one-to-ones, performance reviews, or everyday conversations. Choose the example that fits and adjust the details to match what happened.
1. “You brought the support and product teams together and walked us through the handover checklist. Everyone left knowing what they owned and when it was due. Thank you for making the next steps clear.” 2. “You checked the figures against the source sheet before sending the proposal and caught a mismatch. That meant we could discuss accurate numbers with the client. I appreciate the care you put into checking the details.”
1. “The draft arrived after our agreed review time, which left the team less time to check it. What got in the way? For the next draft, please let me know as soon as the deadline looks at risk.” 2. “Two figures in the summary did not match the source sheet, so I had to recheck the totals before sharing it. For the next report, please check each figure against its source. Let's review the process together if anything is unclear.”
1. “Throughout this review period, you met the agreed handover dates and raised dependencies early. That helped the team plan its work and avoid last-minute surprises. Please continue that approach as you take on projects with more contributors.” 2. “Your project updates describe the work completed, but they do not always make clear which decision you need from others. In the next review period, lead each update with the decision needed, who needs to make it, and by when.”
1. “Your handover notes explained why we chose that approach, not just what we decided. I could pick up the task without reopening the discussion. That context was useful, and I would appreciate it in future handovers too.” 2. “The design changed after I had started implementation, which meant reworking the layout. Could we review proposed changes together before they are finalized? That would give us a chance to spot dependencies and agree on the work involved.”
1. “When you explained which deadline mattered most, I could focus on it and pause the less urgent task. That clarity helped me plan my work. Could we agree on what to pause whenever a new urgent request comes in?” 2. “Our last check-in helped me resolve a decision I had been stuck on. Could we set a regular time to discuss blockers? I can bring a short list of questions so we can focus on the decisions that need your input.”
1. “You worked through the onboarding checklist and asked for clarification when the instructions were unclear. That helped us spot gaps in the guide as well as answer your questions. Please keep raising anything that needs explaining as you settle in.” 2. “You completed the first practice case and explained your reasoning clearly. The next step is to try a less familiar case together so we can identify where you need support before you handle similar work independently.”
“You explained the next steps clearly at the end of the call, so everyone knew what to do. Thank you for keeping the handover organized.” Positive feedback works best when it names a specific action and explains why it helped, rather than stopping at “Good job.”
Describe the behavior, explain its effect, and make a clear request. For example: “The update did not include a decision owner, so I could not move the task forward. Could you add one to the next update?” Ask what got in the way and listen before agreeing on a next step. Avoid labels such as “careless” or “lazy.”
Start with what you observed and how it affected your own work. For a coworker, suggest a shared next step: “Could we confirm ownership before we start?” For your manager, ask for specific support: “Could we agree on which task takes priority?” Keep the conversation focused on the work rather than assumptions about the person.
Use examples from the review period to describe contributions, their impact, and areas for development. A useful structure is: “You did [specific action], which helped [outcome]. Next, let's focus on [action or goal].” Make sure the comment reflects the person's actual work and the expectations you have discussed.
Yes. You can read and adapt the examples on this page without generating anything. Eligible registered accounts can also try the AI writer once with the available trial model. Sign in to see your current trial availability, credits, and plan limits.
