32 peer review feedback examples for team growth

Peer reviews are essential for shaping high-performing teams — but only when the feedback is specific and actionable. Generic praise or vague critiques don’t help anyone grow.

Done well, peer feedback builds trust, strengthens engagement, and reveals both strengths and less-visible areas for improvement. In fact, employees who receive meaningful feedback are 3.6x more likely to be engaged at work.* But the opposite is also true: unclear or poorly delivered feedback can backfire, reducing motivation and collaboration.

This article shares 32 practical peer review feedback examples that you can readily adapt across departments and roles. Use them to give praise, deliver constructive input, or support a review cycle with more impact.
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‍*Gallup, 2024
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16 positive peer review feedback examples

Peer feedback shouldn’t just be about pointing out areas for improvement. Reinforcing what someone does well can fortify standards, encourage repeat behaviors, and strengthen team morale. These example phrases are grouped into key soft skill areas that show up frequently in 360° rev3iews across roles.
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Collaboration & teamwork

Effective collaboration keeps projects moving and shapes how teams trust and support one another. These examples highlight how teammates contribute to collective effort.

1. “You consistently make space for everyone’s input in team meetings, supporting inclusive and efficient collaboration.”
   
   
2. “I’ve seen how you step in to support others during tight deadlines without being asked. It really strengthens interpersonal relationships and fosters a collaborative culture.”
   
   
3. “Your ability to balance your own work while helping teammates hit their goals makes a real difference in project success.”
   
   
4. “You actively share context with others, which helps the team stay aligned and avoid duplicating work.”
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Communication & clarity

Clear communication reduces friction, improves decision-making, and keeps teams aligned. Use these phrases to reinforce strong habits around information-sharing and clarity.

5. “You’re able to explain complex ideas in a way that’s clear and actionable, even without preparation.”
   
   
6. “You always keep stakeholders in the loop without overloading them, which I really appreciate.”
   
   
7. “I’ve noticed you adapt your communication style depending on who you’re speaking to. This has helped avoid confusion on cross-functional calls.”
   
   
8. “You write very clear project summaries. This makes handoffs and next steps much smoother.”
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Initiative & ownership

Taking ownership means going beyond your job description to solve problems and keep progress on track. These phrases show appreciation for teammates who make things happen.

9. “You often identify issues before they become problems and propose solutions proactively. This helps keep things running smoothly and builds trust with your team.”
   
   
10. “You take full ownership of your workflows, and I’ve seen you go the extra mile to make sure nothing falls through the cracks.”
    
    
11. “You’re always willing to take on new challenges and figure things out independently when needed.”
    
    
12. “You step up when the team is short-handed and never shy away from complex problems.”
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Leadership & mentoring

Leadership goes beyond titles; it’s about influence, support, and setting the tone for others. These examples recognize those who help the people around them grow. 

13. “You’ve become a go-to person for newer teammates. You always make time to explain things clearly and patiently.”
    
    
14. “You lead by example in how you run meetings and give feedback — and it makes others more thoughtful, too.”
    
    
15. “You challenge people constructively and help them level up without being overly critical.”
    
    
16. “You create a psychologically safe environment where others feel comfortable openly sharing their ideas and concerns.”
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16 constructive peer review feedback examples

While positive feedback reinforces what’s working, constructive feedback is where real growth happens. When delivered thoughtfully, it helps teammates identify blockers, course-correct, and develop new skills — all without damaging trust. Below are example comments for common growth areas that show how to be candid while staying supportive.
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Improving communication

When communication breaks down, even strong teams lose momentum. These examples help address clarity, tone, and consistency without sounding personal.

1. “Sometimes your messages in Slack could be more detailed and provide more context. This would help others respond more efficiently.”
   
   
2. “Your ideas are strong, but the way you present them sometimes dilutes their impact. A little more structure could help them land better.”
   
   
3. “In fast-paced meetings, your key points sometimes get buried or overlooked. Ending with a quick summary would make your message stick and ensure alignment.”
   
   
4. “It’s not always clear who’s responsible for what after project check-ins. Being more explicit could reduce confusion.”
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Meeting deadlines & productivity

Delivering work on time is critical for trust and team performance. These comments focus on time management and follow-through without finger-pointing.

5. “I’ve noticed that you’ve missed several of your task deadlines lately. Setting clearer timelines might help with planning.”
   
   
6. “You’re juggling a lot, which can make progress hard to track. Breaking tasks into smaller, visible pieces would make the workload easier to manage and share.”
   
   
7. “Following up proactively when you're blocked would help avoid bottlenecks and give the team the opportunity to support you sooner.”
   
   
8. “Your work is strong but consistently takes longer than expected; batching similar tasks might help you move through them faster.”
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Handling feedback & conflict

How people receive input and navigate disagreements says a lot about team maturity. These examples encourage more openness and reflection without triggering defensiveness.

9. “You’re clearly invested in doing great work, but at times, you react to feedback as a personal critique. Taking a step back can help you focus on improving the work itself, not defending it.”
   
   
10. “You seem to struggle in high-pressure situations where tensions run high. Staying curious in moments of disagreement could help de-escalate conflict.”
    
    
11. “It’s helpful when you ask clarifying questions instead of reacting quickly to critical input.”
    
    
12. “Sometimes you brush off feedback too quickly; giving it more consideration could reveal useful insights to improve your work.”
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Skill development & knowledge gaps

Everyone has areas for growth. This kind of feedback helps teammates build skills while keeping the tone encouraging and supportive.

13. “You’re great at running meetings, but you could strengthen your facilitation skills by asking more open-ended questions and prompting people for specific perspectives.”
    
    
14. “You’ve made progress with data tools, and continuing to deepen your analytical skills would unlock even more impact.”
    
    
15. “There’s an opportunity to build your confidence in cross-functional communication — maybe shadowing another team could help.”
    
    
16. “Your product knowledge is growing. Spending time with customer-facing teams could accelerate that learning.”
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How to tailor peer feedback to different roles & seniority levels

Delivering the same style of peer feedback to all team members isn’t likely to make an impact or facilitate growth. What’s constructive for a junior hire might be unhelpful for a senior leader. And feedback that works for an individual contributor won’t always apply to a team lead who’s juggling strategy, delegation, and mentorship.

To make feedback stick, it needs to match the role, seniority, and responsibilities of the person receiving it — with clarity, context, and care.

Tools like Leapsome AI can help team members share better feedback by providing clear, bias-aware suggestions tailored to growth. They can also turn rough notes into constructive, development-focused input, improving clarity, consistency, and fairness across the board.

When tailoring feedback to different roles and seniority levels, consider the following:

• Junior employees benefit from specific, encouraging feedback, reinforcing early wins and skill-building. Highlight learning opportunities and keep suggestions actionable and tied to clear goals and development initiatives.
  
  
• Senior contributors need more strategic, insight-driven feedback. Focus on how their work influences others, where they can refine processes, and how they’re driving long-term impact across teams.
  
  
• Team leads or managers need feedback on team dynamics, delegation, communication, and support. Go beyond task performance and offer perspective on how they support their teams, navigate priorities, and contribute to broader strategy.
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💡 Leveraging AI to elevate peer feedback ensures comments are thoughtful, relevant, and impactful — no matter who they’re aimed at. That’s critical for leveling up peer-to-peer feedback across your org.

Best practices for giving meaningful peer review feedback

Meaningful peer feedback builds trust, supports growth, and strengthens your team — but only if delivered clearly and constructively. Remember: the best programs rely on a solid 360° feedback template and user-friendly 360° feedback software to streamline this process.

 Here’s how to do it well:

• Be specific, constructive & actionable — Skip vague praise like “great job.” Instead, describe what the person did, the impact, and what they could do next. Clear feedback has been shown to make people 5x more engaged at work.
  
  
• Focus on behavior, not personality — Avoid comments like “you’re too aggressive” — they feel personal and unhelpful. Instead, point to specific actions and explain their impact. That keeps the conversation practical and forward-looking.
  
  
• Balance positive & improvement-focused points — Feedback lands best when people feel supported. Pair areas for improvement with meaningful strengths so employees walk away feeling encouraged, not deflated.
  
  
• Use frameworks to reduce bias & sharpen your message: Tools like SBI (Situation–Behavior–Impact) and COIN (Context–Observation–Impact–Next steps) help you stay objective. They reduce the risk of unconscious bias and guide you to give clearer, more effective feedback. These frameworks also highlight 360° feedback strengths and weaknesses with greater accuracy.
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Turn peer feedback into a growth engine for your team

Peer reviews are vital for understanding team dynamics, performance, and potential. When structured well, they help build a culture of clarity, accountability, and continuous development.

Tools like Leapsome Reviews make it easier to run scalable 360° feedback cycles, collect targeted peer insights, and track how feedback drives outcomes over time. If you’re building your process from scratch, ensure your team understands how to run 360° performance reviews effectively — from setting the right review cadence to framing feedback questions and analyzing results.

Unsurprisingly, 58% of HR leaders are now using employee feedback and engagement tools to redefine work models. Companies that prioritize this shift aren’t just improving reviews — they’re strengthening collaboration, alignment, and growth across the business.
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FAQs about peer review feedback examples

What is a peer review?

A peer review is structured feedback from colleagues who work at the same level or in a similar role. It typically happens during a formal review cycle, but can also be part of continuous feedback efforts. The goal is to share insights on collaboration, communication, and impact from people who work closely together, offering a well-rounded view of employee performance.
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Why do peer reviews matter?

Peer reviews offer a unique perspective that managers might miss. Coworkers see how someone shows up daily, handles collaboration, and contributes to team dynamics. This makes peer input especially valuable in identifying strengths and growth areas that aren’t always visible in top-down evaluations. Peer feedback is also one of the most accessible ways to build a culture of upward feedback, allowing employees to make their voices heard and share their true perspectives.
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What’s the role of peer reviews in 360° feedback?

Peer reviews are a foundational part of 360° feedback surveys, adding a horizontal layer to the traditional manager-only approach. Together with input from managers and direct reports, they contribute to more complete and actionable evaluations. Moreover, understanding 360° feedback advantages and disadvantages helps HR teams build fairer, more effective review cycles, with peer input as a critical source of truth.