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30 presentation feedback examples

Jump to section

You're doing great

You should think of improving

Tips to improve

3 things to look for when providing presentation feedback

3 tips for giving effective feedback.

We’re all learning as we go. 

And that’s perfectly OK — that’s part of being human. On my own personal growth journey, I know I need to get better at public speaking and presenting. It’s one of those things that doesn’t necessarily come naturally to me. 

And I know there are plenty of people in my shoes. So when it comes to presenting in the workplace, it can be intimidating. But there’s one thing that can help people continue to get better at presentations: feedback . 

The following examples not only relate to presentations. They can also be helpful for public speaking and captivating your audience. 

You’re doing great 

• You really have the natural ability to hand out presentation material in a very organized way! Good job!
• Your presentations are often compelling and visually stunning. You really know how to effectively captivate the audience. Well done!
• You often allow your colleagues to make presentations on your behalf. This is a great learning opportunity for them and they often thrive at the challenge.
• Keeping presentations focused on key agenda items can be tough, but you’re really good at it. You effectively outline exactly what it is that you will be discussing and you make sure you keep to it. Well done!!
• You created downloadable visual presentations and bound them for the client. Excellent way to portray the company! Well done!
• Your content was relevant and your format was visually appealing and easy to follow and understand. Great job! You’re a real designer at heart!
• You always remain consistent with the way you present and often your presentations have the same style and layout. This is great for continuity. Well done!
• You always remain consistent with every presentation, whether it be one on ones, small group chats, with peers, direct reports, and the company bosses. You have no problem presenting in any one of these situations. Well done!
• You are an effective presenter both to employees and to potential clients. When controversial topics come up, you deal with them in a timely manner and you make sure these topics are fully dealt with before moving on. Well done!
• You effectively command attention and you have no problem managing groups during the presentation.

You should think of improving 

• You’re a great presenter in certain situations, but you struggle to present in others. Try to be more consistent when presenting so that you get one single-minded message across. This will also help you broaden your presentation skills by being able to portray one single idea or message.
• You tend to be a little shy when making presentations. You have the self-confidence in one-on-one conversations , so you definitely have the ability to make compelling presentations. Come on! You can do it!
• During presentations, there seems to be quite a lack of focus . I know it can be difficult to stick to the subject matter, however you need to in order for people to understand what the presentation is about and what is trying to be achieved.
• To engage with your audience and make them attentively listen to what you have to say, you need to be able to use your voice in an effective manner to achieve this. Try to focus on certain words that require extra attention and emphasis these words during your presentation.
• Knowing your audience is critical to the success of any presentation. Learn to pick up on their body language and social cues to gauge your style and tone. Listen to what your audience has to say and adjust your presentation accordingly.

• During presentations, it’s expected that there will be tough questions . Try to prepare at least a couple of days before the time so that you can handle these questions in an effective manner.
• To be an effective presenter you need to be able to adjust to varying audiences and circumstances. Try learning about who will be in the room at the time of the presentation and adjust accordingly.
• Remember not to take debate as a personal attack. You tend to lose your cool a little too often, which hinders the discussion and people feel alienated. You can disagree without conflict .
• The only way you are going to get better at public speaking is by practicing, practicing, practicing. Learn your speech by heart, practice in the mirror, practice in front of the mirror. Eventually, you’ll become a natural and you won't be afraid of public speaking any longer.
• Your presentations are beautiful and I have no doubt you have strong presentation software skills. However, your content tends to be a bit weak and often you lack the substance. Without important content, the presentation is empty.

Tips to improve 

• Remember it’s always good to present about the things you are passionate about . When you speak to people about your passions they can sense it. The same goes for presentations. Identify what it is that excites you and somehow bring it into every presentation. it’ll make it easier to present and your audience will feel the energy you portray.
• Sometimes it can be easier to plan with the end result in mind. Try visualizing what it is you are exactly expecting your audience to come away with and develop your presentation around that.
• Simplicity is a beautiful thing. Try to keep your presentations as simple as possible. Make it visually appealing with the least amount of words possible. Try interactive pictures and videos to fully immerse your audience in the presentation.
• It’s a fine balance between winging the presentation and memorizing the presentation. If you wing it too much it may come across as if you didn't prepare. If you memorize it, the presentation may come off a bit robotic. Try to find the sweet spot, if you can.
• When presenting, try to present in a way that is cause for curiosity . Make people interested in what you have to say to really captivate them. Have a look at some TED talks to get some tips on how you can go about doing this.
• Remember presentations should be about quality, not quantity. Presentations that are text-heavy and go on for longer than they should bore your audience and people are less likely to remember them.
• Try to arrive at every staff meeting on time and always be well prepared. This will ensure that meetings will go smoothly in the future.
• Remember to respect other people's time by always arriving on time or five minutes before the presentation.
• Remember to ask the others in the meeting for their point of view if there are individuals during presentations.
• If you notice presentations are deviating off-topic, try to steer it back to the important topic being discussed.

Presentation feedback can be intimidating. It’s likely the presenter has spent a good deal of time and energy on creating the presentation.

As an audience member, you can hone in on a few aspects of the presentation to help frame your feedback. If it's an oral presentation, you should consider also audience attention and visual aids.

It’s important to keep in mind three key aspects of the presentation when giving feedback. 

Communication

• Were the key messages clear? 
• Was the speaker clear and concise in their language?
• Did the presenter clearly communicate the key objectives? 
• Did the presenter give the audience clear takeaways? 
• How well did the presenter’s voice carry in the presentation space? 

Delivery 

• Was the presentation engaging? 
• How well did the presenter capture their audience? 
• Did the presenter engage employees in fun or innovative ways? 
• How interactive was the presentation? 
• How approachable did the presenter appear? 
• Was the presentation accessible to all? 

Body language and presence 

• How did the presenter carry themselves? 
• Did the presenter make eye contact with the audience? 
• How confident did the presenter appear based on nonverbal communication? 
• Were there any nonverbal distractions to the presentation? (i.e. too many hand gestures, facial expressions, etc.)  

There are plenty of benefits of feedback . But giving effective feedback isn’t an easy task. Here are some tips for giving effective feedback. 

1. Prepare what you’d like to say 

I’m willing to bet we’ve all felt like we’ve put our foot in our mouth at one point or another. Knee-jerk, emotional reactions are rarely helpful. In fact, they can do quite the opposite of help. 

Make sure you prepare thoughtfully. Think through what feedback would be most impactful and helpful for the recipient. How will you word certain phrases? What’s most important to communicate? What feedback isn’t helpful to the recipient? 

You can always do practice runs with your coach. Your coach will serve as a guide and consultant. You can practice how you’ll give feedback and get feedback … on your feedback. Sounds like a big loop, but it can be immensely helpful. 

2. Be direct and clear (but lead with empathy) 

Have you ever received feedback from someone where you’re not quite sure what they’re trying to say? Me, too. 

I’ve been in roundabout conversations where I walk away even more confused than I was before. This is where clear, direct, and concise communication comes into play. 

Be clear and direct in your message. But still, lead with empathy and kindness . Feedback doesn’t need to be harsh or cruel. If it’s coming from a place of care, the recipient should feel that care from you. 

3. Create dialogue (and listen carefully) 

Feedback is never a one-way street. Without the opportunity for dialogue, you’re already shutting down and not listening to the other person. Make sure you’re creating space for dialogue and active listening . Invite questions — or, even better, feedback. You should make the person feel safe, secure, and trusted . You should also make sure the person feels heard and valued. 

Your point of view is just that: it's one perspective. Invite team members to share their perspectives, including positive feedback . 

You might also offer the recipient the opportunity for self-evaluation . By doing a self-evaluation, you can reflect on things like communication skills and confidence. They might come to some of the same important points you did — all on their own.

Now, let’s go practice that feedback 

We're all learners in life.

It's OK to not be perfect . In fact, we shouldn't be. We're perfectly imperfect human beings, constantly learning , evolving, and bettering ourselves. 

The same goes for tough things like presentations. You might be working on perfecting your students' presentation. Or you might want to get better at capturing your audience's attention. No matter what, feedback is critical to that learning journey . 

Even a good presentation has the opportunity for improvement . Don't forget the role a coach can play in your feedback journey.

Your coach will be able to provide a unique point of view to help you better communicate key points. Your coach can also help with things like performance reviews , presentation evaluations, and even how to communicate with others.

Understand Yourself Better:

Big 5 Personality Test

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

How to not be nervous for a presentation — 13 tips that work (really!)

6 presentation skills and how to improve them, how to give a good presentation that captivates any audience, josh bersin on the importance of talent management in the modern workplace, reading the room gives you an edge — no matter who you're talking to, how to make a presentation interactive and exciting, 8 clever hooks for presentations (with tips), the self presentation theory and how to present your best self, coaching insider: trusting your team as a new manager, 30 communication feedback examples, 30 leadership feedback examples for managers, your guide to what storytelling is and how to be a good storyteller, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Effective Presentation Feedback: Examples, Importance, and Tips

• By Judhajit Sen
• August 7, 2024

Learning how to give a good presentation isn’t a talent; it’s a skill that requires time and presentation practice. The same goes for giving feedback. If you’re a manager or leader, your feedback can significantly improve a speaker’s performance and boost their confidence.

Continuous improvement starts with consistent feedback. Providing feedback, positive or otherwise, is crucial for ongoing growth. Everyone is on a journey of personal and professional development, and asking presentation feedback questions is a key part of that process.

Many people find public speaking and presenting intimidating, but feedback can help them get better. It highlights areas for improvement and reinforces strengths. Without feedback, growth is slow, and bad habits can become ingrained.

Feedback targets key aspects of performance, helping individuals focus on specific skills in an organized manner. It drives personal and professional growth by providing clear guidance and structure. Continuous feedback ensures that improvement is ongoing, making the learning process more effective.

Key Takeaways

• Feedback Drives Improvement: Providing consistent feedback helps speakers refine their skills, boost confidence, and address both strengths and weaknesses.
• Engage Your Audience: Collect feedback through presentation feedback sheets and forms or direct interaction to gauge engagement and improve future presentations.
• Balance Positive and Negative Feedback: Use specific PowerPoint presentation feedback examples to highlight what went well and offer practical advice for areas needing improvement.
• Receive Feedback Openly: Listen carefully, avoid taking feedback personally, and reflect on it to make meaningful changes in your presentation skills.

Importance of Presentation Feedback

Evaluation for a presentation is essential for several reasons. Firstly, it serves as a gauge for audience engagement . While we might think our presentations are perfect, there’s always room for improvement. Feedback, whether positive or negative, helps us grow. If you complete a presentation and receive no feedback, it might not be a sign of perfection but rather an indication that the audience was disengaged. Without their attention, they can’t provide feedback.

To avoid this, make it easier for your audience to engage and provide feedback on a presentation example. Consider using feedback forms to collect responses. These tools allow your audience to share their thoughts conveniently. Additionally, direct interaction can be beneficial. If there’s an opportunity to chat with attendees after the presentation, don’t hesitate to ask for their feedback. Most people are willing to help.

Secondly, feedback directly contributes to improving your public speaking skills. When people provide feedback, they often comment on your delivery or slides. You might hear things like, “You command attention well,” or “Your slides could be more visually appealing.” Candid criticism, such as, “Your facial expressions were distracting,” is also valuable. 

It’s crucial to actively seek, receive, and act on this feedback. By addressing the comments and suggestions, you can enhance both your presentation skills and the quality of your slides. Continuous improvement through feedback leads to better presentations and a more engaged audience.

Presentation Feedback Examples

Positive Feedback

Positive feedback in presentations highlights the strengths of the speaker and their effective delivery. It should:

Acknowledge Strengths: Point out what the speaker did well.

Provide Specific Examples: Mention moments that exceeded expectations.

Having good things to say about a presentation is about recognizing the speaker’s efforts beyond basic expectations. Instead of generic praise like “Good job!” specify how:

– The presentation flowed logically, enhancing audience understanding.

– Detailed research strengthened the presentation’s credibility.

– Inclusion of relevant slides demonstrated audience awareness.

– Engaging icebreakers established authority and captured attention.

– Complex topics were simplified for better audience comprehension.

– Real-life examples made the topic relatable and significant.

– Visual aids effectively supported key points, maintaining audience focus.

– Interactive elements encouraged audience engagement and clarity.

– Professional yet passionate delivery sustained audience interest.

– Conclusion effectively summarized key points while encouraging further exploration.

– Attention to detail in slides and delivery enhanced overall impact.

– Confident body language underscored authority and engagement.

– Additional resources provided enriched learning opportunities for all audience members.

Recognizing these specific strengths helps speakers refine their skills and deliver even stronger presentations in the future.

Constructive Feedback

Constructive feedback focuses on areas that need help while offering guidance on how to address those issues in future presentations. The goal is to build up the speaker, not tear them down, by highlighting specific weaknesses and providing practical advice.

When giving candid feedback, it’s important to focus on the presentation, not the presenter. If you notice a recurring problem, provide a few examples instead of pointing out every instance. Asking the speaker about their thought process before critiquing their slides or speech can help identify knowledge gaps.

Here are some examples of constructive feedback for a presentation:

Engage the Audience: Start with a thought-provoking question or an interesting statistic to grab the audience’s attention right away.

Eye Contact: Making eye contact helps connect with the audience and boosts your confidence.

Clarity and Pace: Speak with clarity and at a slower pace. Recording yourself and listening back can help you improve.

Interactive Elements: Include time for audience questions to make the presentation more engaging.

Audience Knowledge: Tailor your content to the audience’s knowledge level. Remove unnecessary parts and focus on what’s relevant.

Presentation Structure: Organize your presentation from general to specific to make it easier to follow.

Real-World Examples: Use real-world examples to make your points more relatable and understandable.

Visuals: Balance text and visuals on your slides to maintain audience interest.

Humor and Media: Use humor and GIFs sparingly to enhance transitions, not distract from the content.

Confidence and Preparation: Practice regularly and consider a script or outline to keep on track and improve pacing.

Additionally, understand your audience’s body language and social cues to adjust your presentation style and tone. Preparing for tough questions and remaining calm during debates can help maintain a positive discussion. Practicing consistently will build your confidence and improve your overall presentation skills.

Candid feedback on how to perform a presentation is about continuous improvement, helping speakers refine their skills and deliver more impactful presentations in the future.

Things to Look for When Providing Presentation Feedback

Giving feedback on a presentation can seem daunting, but breaking it down into specific areas can make the process easier and more effective. Here are key aspects to consider:

Understanding: Did the speakers know who their audience was?

Context: Was the amount of context provided suitable for the audience’s knowledge level?

Engagement: Did the speaker allow time for audience questions?

Tone: Was the presentation’s tone appropriate for the audience?

Body Language and Presence

Approachability: Did the speaker appear approachable and confident?

Clarity: Was the speaker speaking clearly and at a good pace?

Eye Contact: Did the presenter make eye contact with the audience?

Nonverbal Cues: Were the presenter’s nonverbal cues appropriate and not distracting?

Clarity: Was the information clear, specific, and easy to understand?

Relevance: Was the material relevant to the topic and audience?

Examples: Did the presenter include real-world examples to illustrate points?

Relevance: Were the visuals relevant to the content?

Clarity: Were the visuals easy to see and understand?

Balance: Was there a good balance between text and visuals?

Professionalism: Did the slides look professional and well-designed?

Communication

Key Messages: Were the key messages clear and concise?

Objectives: Did the presenter clearly communicate the objectives of the presentation?

Takeaways: Did the presenter provide clear takeaways for the audience?

Voice: How well did the presenter’s voice carry in the presentation space?

Engagement: Was the presentation engaging and interactive?

Capturing Attention: How well did the presenter capture and maintain audience attention?

Accessibility: Was the presentation accessible to all audience members?

Using a checklist based on these categories can help you provide structured and transparent feedback on the quality of a presentation, highlighting both strengths and areas for improvement.

Tips to Give Effective Presentation Feedback

Giving effective feedback on presentations is a skill that takes practice to master. Here are some tips to help you provide constructive and positive feedback to presenters:

Prepare What You’d Like to Say  

Before giving feedback, think carefully about what you want to communicate. Prepare your thoughts to avoid knee-jerk reactions that can be unhelpful. Practice your feedback with a coach if possible to ensure clarity and effectiveness.

Use the Feedback Sandwich

Start with something positive, then offer candid feedback, and end with another positive comment. This method helps balance your feedback and shows the presenter what they did well.

Be Specific and Concrete  

Use specific examples from the presentation when giving feedback. Avoid vague comments like “ improve your communication skills .” Instead, say, “I suggest adding a slide with key agenda items to help the audience follow along.”

Focus on Behavior, Not Personality  

Address actions and behaviors rather than personal traits. For example, instead of saying, “You seemed nervous,” say, “I noticed that you were fidgeting, which can be distracting.”

Use “I” Statements  

Frame your feedback with “I” statements to make it clear that you’re sharing your perspective. For instance, say, “I felt the presentation could benefit from more examples.”

Give feedback as soon as possible after the presentation. This ensures that the details are fresh in your mind and provides more accurate and helpful feedback.

Offer Solutions or Suggestions

When pointing out areas for improvement, offer actionable advice. For example, “I recommend practicing with a friend to improve your pacing.”

Create Dialogue

Encourage a two-way conversation by asking the presenter for their thoughts on their performance. This helps them reflect on their strengths and areas for improvement.

Lead with Empathy

Be clear and direct, but also kind. Feedback should come from a place of care and support, making the recipient feel valued.

Check in with the presenter after some time to see how they are progressing. Offer continued support and share any positive changes you’ve noticed.

Choose the Right Setting

Provide feedback in a private and comfortable setting where the presenter feels safe to receive and discuss it.

End on a Positive Note  

Finish with a sincere compliment to reinforce positive behaviors and encourage growth. For example, “I was really impressed with your opening—it grabbed everyone’s attention.”

By following these tips, you can give feedback that is constructive, supportive, and effective, helping presenters improve their skills and confidence.

Tips to Constructively Receive Presentation Feedback

Once you’ve learned how to give good feedback, it’s time to focus on receiving it. Here’s how to make the most of feedback after your presentation:

Pay Close Attention

When you ask for feedback, stop talking and listen. Avoid justifying your actions or steering the conversation. Simply listen to what the person has to say.

Don’t Take it Personally

Pay attention to how you respond to feedback, including your body language and facial expressions. Don’t take feedback personally, as this might make the person giving it feel like they’re hurting your feelings. This can lead to less honest feedback, which isn’t helpful. Create an environment that allows honest and constructive dialogue.

Be Open-minded

To grow, be open to all feedback you receive. Closing yourself off from feedback hinders your progress and development. Embrace feedback as a chance to improve.

Understand the Message

Before making any changes based on feedback, ensure you fully understand the message. Avoid changing something that’s working well. Confirm that you’re addressing the right issues before taking action.

Reflect & Process

After receiving feedback, take time to reflect and process it. Compare the feedback with your own self-evaluation. Look for differences between your perspective and the feedback you received. Remember, no presentation is perfect, and it’s challenging to meet everyone’s expectations.

Always follow up after receiving feedback. This shows you value the input and are committed to improvement. It also demonstrates that you’ve taken action based on their advice.

Wrap-up: Presentation Feedback

Presentation feedback is crucial for improvement and confidence building. It involves both positive and constructive elements that help speakers refine their skills. Positive feedback highlights what went well, offering specific praise to reinforce strengths and encourage continued success. Constructive feedback, on the other hand, focuses on areas for growth, providing actionable advice to address weaknesses. This balanced approach ensures ongoing development and enhances presentation quality.

Effective feedback should be specific, timely, and empathetic, aiming to support rather than criticize. By actively seeking and integrating feedback, presenters can enhance their delivery, engage their audience better, and continuously improve their skills. Embracing feedback as a tool for growth helps transform challenges into opportunities for learning and achievement.

Frequently Asked Questions (FAQs)

1. Why is feedback important for presentations?  

Feedback helps improve presentation skills by highlighting strengths and areas needing improvement. It boosts confidence and ensures ongoing growth, making presentations more effective and engaging.

2. How can you provide effective feedback to a speaker?  

Focus on specific behaviors and provide actionable advice. Use examples from the presentation, offer solutions, and maintain a supportive tone to help the speaker improve without discouraging them.

3. What is the best way to receive feedback?  

Listen carefully without getting defensive. Be open-minded, understand the feedback fully, and reflect on it before making changes. Following up shows you value the input and are committed to improvement.

4. How can I make feedback easier for my audience to give?  

Use feedback forms or engage directly with your audience after the presentation. This makes it convenient for them to share their thoughts and ensures you get valuable insights for improvement.

Elevate Your Presentation Skills with Expert Feedback

At Prezentium, we understand that effective presentation feedback is essential for growth and improvement. Whether you’re refining your skills or seeking to make a lasting impression, our AI-powered services can make a difference. Our Overnight Presentations service ensures you receive expertly designed, visually compelling presentations. For ongoing improvement, our Accelerators team transforms your ideas and notes into polished presentations and custom templates. And with Zenith Learning , we offer interactive workshops that combine structured problem-solving with visual storytelling to enhance your communication skills.

Don’t let feedback intimidate you—let it be a tool for excellence. Partner with Prezentium to receive the insights and support you need to shine. Contact us today to see how we can help you deliver outstanding presentations and continuously improve your skills.

Why wait? Avail a complimentary 1-on-1 session with our presentation expert. See how other enterprise leaders are creating impactful presentations with us.

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Presentation Skills: 40 Useful Performance Feedback Phrases

Presentation Skills: Use these sample phrases to craft meaningful performance evaluations, drive change and motivate your workforce.

Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Presentation Skills: Exceeds Expectations Phrases

• Always prepares well before making any form of presentation whether formal or non-formal.
• Gives a clear and well-structured delivery when making a presentation.
• Exhibits excellent skill when it comes to expressing ideas and opinions with clarity.
• Knows the audience well enough to use proper language and terms.
• Engages well with audiences before, during and after delivering a presentation.
• Gives the audiences ample and appropriate time to ask questions.
• Creates a very lively and positive outlook when delivering a presentation.
• Adjusts very well to the new surrounding and exudes a great aura of confidence.
• Knows how to get and maintain the attention of the audience.
• Responds well to questions and issues raised by the audience.

Presentation Skills: Meets Expectations Phrases

• Organizes a good, balanced and dynamic presentation with high impact results.
• Demonstrates good ability to use visual aids most appropriately during presentations.
• Speaks in a good speech rate not so fast and at the same time not too slow.
• Explains each point to the fullest and only tries to emphasize the key points.
• Demonstrates a good logical order when presenting ideas not to confuse the audience.
• Uses non-verbal forms of communication such as facial expressions in a good way.
• Does proper research on the topic to be presented to gather all updated facts and figures.
• Delivers short and powerful presentations that create interest and excitement.
• Knows how to use true stories in between the presentation to pass across a point or to grab the audience's attention.
• Makes good eye contact with the audience from the start of the presentation to the end.

Presentation Skills: Needs Improvement Phrases

• Does not make good and consistent eye contact with the audience.
• Has minimal movement on stage and does not walk around the presentation room.
• Does not talk in a very engaging and positive way something that creates a dull presentation.
• Does not exude confidence and poise when delivering a presentation.
• Uses old facts and figures when presenting as a result of not doing enough research.
• Gives long presentations and does little to get the attention of the audience.
• Does not use the visual aids to help deliver a powerful conversation.
• Does not know the audience well and uses hard words that they do not understand.
• Does not give audiences ample time to raise questions and to seek clarification if need be.
• Presents ideas in a non-logical manner that creates confusion to the audience.

Presentation Skills: Self Evaluation Questions

• Have you ever gone for presentation without preparing well? How did the presentation go?
• How frequently do you engage your audience during any presentation?
• What was the highest score or reviews you received for any presentation that you have made so far?
• Give an instance your presentation backfired and what was your backup plan?
• How do you normally conclude your presentations and how can you rate it?
• How well do you deal with questions and issues raised by the audience?
• When it comes to nervousness, how do you manage or deal with it before hand?
• How can you rate your experience level when it comes to giving presentations?
• What do you like or dislike most about giving presentations?
• What presentation method do you like and why do you like it?

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How to Give Effective Presentation Feedback

A conversation with sam j. lubner, md, facp.

Giving an effective scientific presentation, like all public speaking, is an acquired skill that takes practice to perfect. When delivered successfully, an oral presentation can be an invaluable opportunity to showcase your latest research results among your colleagues and peers. It can also promote attendee engagement and help audience members retain the information being presented, enhancing the educational benefit of your talk, according to Sam J. ­Lubner, MD, FACP , Associate Professor of Medicine and Program Director, Hematology-Oncology Fellowship, at the University of Wisconsin Carbone Cancer Center, and a member of ASCO’s Education Council.

Sam J. ­Lubner, MD, FACP

In 2019, the Education Council launched a pilot program to provide a group of selected speakers at the ASCO Annual Meeting with feedback on their presentations. Although some of the reviewers, which included members of the Education Council and Education Scholars Program, as well as ASCO’s program directors, conveyed information to the presenters that was goal-referenced, tangible, transparent, actionable, specific, and personalized—the hallmarks of effective feedback—others provided comments that were too vague to improve the speaker’s performance, said Dr. Lubner. For example, they offered comments such as “Great session” or “Your slides were too complicated,” without being specific about what made the session “great” or the slides “too complicated.”

“Giving a presentation at a scientific meeting is different from what we were trained to do. We’re trained to take care of patients, and while we do have some training in presentation, it usually centers around how to deliver clinical information,” said Dr. Lubner. “What we are trying to do with the Education Council’s presentation feedback project is to apply evidence-based methods for giving effective feedback to make presentations at ASCO’s Annual Meeting, international meetings, symposia, and conferences more clinically relevant and educationally beneficial.”

GUEST EDITOR

The ASCO Post talked with Dr. Lubner about how to give effective feedback and how to become a more effective presenter.

Defining Effective Feedback

Feedback is often confused with giving advice, praise, and evaluation, but none of these descriptions are exactly accurate. What constitutes effective feedback?

When I was looking over the literature on feedback to prepare myself on how to give effective feedback to the medical students and residents I oversee, I was amazed to find the information is largely outdated. For example, recommendations in the 1980s and 1990s called for employing the “sandwich” feedback method, which involves saying something positive, then saying what needs to be improved, and then making another positive remark. But that method is time-intensive, and it feels disingenuous to me.

What constitutes helpful feedback to me is information that is goal-referenced, actionable, specific, and has immediate impact. It should be constructive, descriptive, and nonjudgmental. After I give feedback to a student or resident, my next comments often start with a self-reflective question, “How did that go?” and that opens the door to further discussion. The mnemonic I use to provide better feedback and achieve learning goals is SMART: specific, measurable, achievable, realistic, and timely, as described here:

• Specific: Avoid using ambiguous language, for example, “Your presentation was great.” Be specific about what made the presentation “great,” such as, “Starting your presentation off with a provocative question grabbed my attention.”
• Measurable: Suggest quantifiable objectives to meet so there is no uncertainty about what the goals are. For example, “Next time, try a summary slide with one or two take-home points for the audience.”
• Achievable: The goal of the presentation should be attainable. For example, “Trim your slides to no more than six lines per slide and no more than six words per line; otherwise, you are just reading your slides.”
• Realistic: The feedback you give should relate to the goal the presenter is trying to achieve. For example, “Relating the research results back to an initial case presentation will solidify the take-home point that for cancer x, treatment y is the best choice.”
• Timely: Feedback given directly after completion of the presentation is more effective than feedback provided at a later date.

The ultimate goal of effective feedback is to help the presenter become more adept at relaying his or her research in an engaging and concise way, to maintain the audience’s attention and ensure that they retain the information presented.

“Giving a presentation at a scientific meeting is different from what we were trained to do.” — Sam J. Lubner, MD, FACP Tweet this quote

Honing Your Communication Skills

What are some specific tips on how to give effective feedback?

There are five tips that immediately come to mind: (1) focus on description rather than judgment; (2) focus on observation rather than inference; (3) focus on observable behaviors; (4) share both positive and constructive specific points of feedback with the presenter; and (5) focus on the most important points to improve future ­presentations.

Becoming a Proficient Presenter

How can ASCO faculty become more proficient at delivering their research at the Annual Meeting and at ASCO’s thematic meetings?

ASCO has published faculty guidelines and best practices to help speakers immediately involve an audience in their presentation and hold their attention throughout the talk. They include the following recommendations:

• Be engaging. Include content that will grab the audience’s attention early. For example, interesting facts, images, or a short video to hold the audience’s focus.
• Be cohesive and concise. When preparing slides, make sure the presentation has a clear and logical flow to it, from the introduction to its conclusion. Establish key points and clearly define their importance and impact in a concise, digestible manner.
• Include take-home points. Speakers should briefly summarize key findings from their research and ensure that their conclusion is fully supported by the data in their presentation. If possible, they should provide recommendations or actions to help solidify their message. Thinking about and answering this question—if the audience remembers one thing from my presentation, what do I want it to be?—will help speakers focus their presentation.
• When it comes to slide design, remember, less is more. It’s imperative to keep slides simple to make an impact on the audience.

Another method to keep the audience engaged and enhance the educational benefit of the talk is to use the Think-Pair ( ± Share) strategy, by which the speaker asks attendees to think through questions using two to three steps. They include:

• Think independently about the question that has been posed, forming ideas.
• Pair to discuss thoughts, allowing learners to articulate their ideas and to consider those of others.
• Share (as a pair) the ideas with the larger group.

The value of this exercise is that it helps participants retain the information presented, encourages individual participation, and refines ideas and knowledge through collaboration.

RECOMMENDATIONS FOR SLIDE DESIGN

• Have a single point per line.
• Use < 6 words per line.
• Use < 6 lines per slide.
• Use < 30 characters per slide.
• Use simple words.
• When using tables, maintain a maximum of 6 rows and 6 columns.
• Avoid busy graphics or tables. If you find yourself apologizing to the audience because your slide is too busy, it’s a bad slide and should not be included in the presentation.
• Use cues, not full thoughts, to make your point.
• Keep to one slide per minute as a guide to the length of the presentation.
• Include summary/take-home points per concept. We are all physicians who care about our patients and believe in adhering to good science. Highlight the information you want the audience to take away from your presentation and how that information applies to excellent patient care.

Speakers should also avoid using shorthand communication or dehumanizing language when describing research results. For example, do not refer to patients as a disease: “The study included 250 EGFR mutants.” Say instead, “The study included 250 patients with EGFR -mutant tumors.” And do not use language that appears to blame patients when their cancer progresses after treatment, such as, “Six patients failed to respond to [study drug].” Instead say, “Six patients had tumors that did not respond to [study drug].”

We all have respect for our patients, families, and colleagues, but sometimes our language doesn’t reflect that level of respect, and we need to be more careful and precise in the language we use when talking with our patients and our colleagues.

ASCO has developed a document titled “The Language of Respect” to provide guidance on appropriate respectful language to use when talking with patients, family members, or other health-care providers and when giving presentations at the Annual Meeting and other ASCO symposia. Presenters should keep these critical points in mind and put them into practice when delivering research data at these meetings. ■

DISCLOSURE: Dr. Lubner has been employed by Farcast Biosciences and has held a leadership role at Farcast Biosciences.

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Blog > Effective Feedback for Presentations - digital with PowerPoint or with printable sheets

Effective Feedback for Presentations - digital with PowerPoint or with printable sheets

10.26.20   •  #powerpoint #feedback #presentation.

Do you know whether you are a good presenter or not? If you do, chances are it's because people have told you so - they've given you feedback. Getting other's opinions about your performance is something that's important for most aspects in life, especially professionally. However, today we're focusing on a specific aspect, which is (as you may have guessed from the title): presentations.

The importance of feedback

Take a minute to think about the first presentation you've given: what was it like? Was it perfect? Probably not. Practise makes perfect, and nobody does everything right in the beginning. Even if you're a natural at speaking and presenting, there is usually something to improve and to work on. And this is where feedback comes in - because how are you going to know what it is that you should improve? You can and should of course assess yourself after each and every presentation you give, as that is an important part of learning and improvement. The problem is that you yourself are not aware of all the things that you do well (or wrong) during your presentation. But your audience is! And that's why you should get audience feedback.

Qualities of good Feedback

Before we get into the different ways of how you can get feedback from your audience, let's briefly discuss what makes good feedback. P.S.: These do not just apply for presentations, but for any kind of feedback.

• Good feedback is constructive, not destructive. The person receiving feedback should feel empowered and inspired to work on their skills, not discouraged. You can of course criticize on an objective level, but mean and insulting comments have to be kept to yourself.
• Good feedback involves saying bot what has to be improved (if there is anything) and what is already good (there is almost always something!)
• After receiving good feedback, the recipient is aware of the steps he can and should take in order to improve.

Ways of receiving / giving Feedback after a Presentation

1. print a feedback form.

Let's start with a classic: the feedback / evaluation sheet. It contains several questions, these can be either open (aka "What did you like about the presentation?") or answered on a scale (e.g. from "strongly disagree" to "strongly agree"). The second question format makes a lot of sense if you have a large audience, and it also makes it easy to get an overview of the results. That's why in our feedback forms (which you can download at the end of this post), you'll find mainly statements with scales. This has been a proven way for getting and giving valuable feedback efficiently for years. We do like the feedback form a lot, though you have to be aware that you'll need to invest some time to prepare, count up and analyse.

• ask specifically what you want to ask
• good overview of the results
• anonymous (people are likely to be more honest)
• easy to access: you can just download a feedback sheet online (ours, for example, which you'll find at the end of this blog post!)
• analysing the results can be time-consuming
• you have to print out the sheets, it takes preparation

2. Online: Get digital Feedback

In the year 2020, there's got to be a better way of giving feedback, right? There is, and you should definitely try it out! SlideLizard is a free PowerPoint extension that allows you to get your audience's feedback in the quickest and easiest way possible. You can of course customize the feedback question form to your specific needs and make sure you get exactly the kind of feedback you need. Click here to download SlideLizard right now, or scroll down to read some more about the tool.

• quick and easy to access
• easy and fast export, analysis and overview of feedback
• save feedback directly on your computer
• Participants need a working Internet connection (but that usually isn't a problem nowadays)

3. Verbal Feedback

"So, how did you like the presentation?", asks the lecturer. A few people in the audience nod friendly, one or two might even say something about how the slides were nice and the content interesting. Getting verbal feedback is hard, especially in big groups. If you really want to analyse and improve your presentation habits and skills, we recommend using one of the other methods. However, if you have no internet connection and forgot to bring your feedback sheets, asking for verbal feedback is still better than nothing.

• no prerequisites
• open format
• okay for small audiences
• not anonymous (people might not be honest)
• time consuming
• no detailed evaluation
• no way to save the feedback (except for your memory)
• not suitable for big audiences

Feedback to yourself - Self Assessment

I've mentioned before that it is incredibly important to not only let others tell you what went well and what didn't in your presentation. Your own impressions are of huge value, too. After each presentation you give, ask yourself the following questions (or better yet, write your answers down!):

• What went wrong (in my opinion)? What can I do in order to avoid this from happening next time?
• What went well? What was well received by the audience? What should I do more of?
• How was I feeling during this presentation? (Nervous? Confident? ...)

Tip: If you really want to actively work on your presentation skills, filming yourself while presenting and analysing the video after is a great way to go. You'll get a different view on the way you talk, move, and come across.

Digital Feedback with SlideLizard

Were you intrigued by the idea of easy Online-feedback? With SlideLizard your attendees can easily give you feedback directly with their Smartphone. After the presentation you can analyze the result in detail.

• type in your own feedback questions
• choose your rating scale: 1-5 points, 1-6 points, 1-5 stars or 1-6 stars;
• show your attendees an open text field and let them enter any text they want

Note: SlideLizard is amazing for giving and receiving feedback, but it's definitely not the only thing it's great for. Once you download the extension, you get access to the most amazing tools - most importantly, live polls and quizzes, live Q&A sessions, attendee note taking, content and slide sharing, and presentation analytics. And the best thing about all this? You can get it for free, and it is really easy to use, as it is directly integrated in PowerPoint! Click here to discover more about SlideLizard.

Free Download: Printable Feedback Sheets for Business or School Presentations

If you'd rather stick with the good old paper-and-pen method, that's okay, too. You can choose between one of our two feedback sheet templates: there is one tailored to business presentations and seminars, and one that is created specifically for teachers assessing their students. Both forms can be downloaded as a Word, Excel, or pdf file. A lot of thought has gone into both of the forms, so you can benefit as much as possible; however, if you feel like you need to change some questions in order to better suit your needs, feel free to do so!

Feedback form for business

Template as PDF, Word & Excel - perfect for seminars, trainings,...

Feedback form for teachers (school or university)

Template as PDF, Word & Excel - perfect for school or university,...

Where can I find a free feedback form for presentations?

There are many templates available online. We designed two exclusive, free-to-download feedback sheets, which you can get in our blog article

What's the best way to get feedback for presentations?

You can get feedback on your presentations by using feedback sheets, asking for feedback verbally, or, the easiest and fastest option: get digital feedback with an online tool

Related articles

About the author.

Pia Lehner-Mittermaier

Pia works in Marketing as a graphic designer and writer at SlideLizard. She uses her vivid imagination and creativity to produce good content.

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The big SlideLizard presentation glossary

Co-located audience.

Co-located Audience means that the speaker talks to the audience in person. It is used verbal and non-verbal methods to communicate a message. The speaker makes gestures with their hands, changes their face expression and shows images.

Keynote is a programme which, like PowerPoint, is used to create digital screen presentations. It is mainly used by Apple users.

External Communication

External communication is the exchange of information between two organisations. For example, it can be an exchange with customers, clients or traders. Feedback from a customer also counts as external communication.

PowerPoint Online

PowerPoint Online is the web version of PowerPoint. You can present and edit your PowerPoint presentation with it, without having PowerPoint installed on your computer. It's only necessary to have a Microsoft - or a Microsoft 365 account.

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How to Give Feedback on Presentation (Step by Step Guide)

Presentations can be a powerful tool to inform, persuade, or inspire. But let's be honest, they can also be nerve-wracking experiences. You pour your heart and soul into crafting the content, but the real test lies in how it resonates with your audience.

Did your message land? Were you able to communicate key points effectively? The answer often hinges on one crucial element: presentation feedback.

Here's the thing: Feedback isn't just about pointing out flaws. It's a double-edged sword that can elevate your presentation skills and drive you towards becoming a confident and impactful presenter. 

Constructive feedback provides valuable insights that can help you refine your delivery, strengthen your content, and connect with your audience on a deeper level. Presentation feedback acts as a mirror, reflecting our strengths and weaknesses and empowering us to continuously hone our craft.

But how do you ensure you're giving and receiving feedback that's truly helpful? This blog will equip you with the tools to navigate the feedback process effectively. 

Characteristics of Effective Feedback

Not all feedback is created equal. Effective feedback is a carefully crafted message that provides clear direction for improvement while fostering a positive learning environment.

Here are the key characteristics that define effective feedback on presentations:

(1) Specific

Ditch vague comments like "good job" or "it needs work" . Instead, pinpoint specific aspects of the presentation that were strong and areas where improvement is possible.

For example, "Instead of saying 'your slides were a bit crowded,' you could offer: 'The information on slide 5 seems overwhelming. Consider breaking it down into two slides or using bullet points to improve readability.'"

Another example of effective feedback might be: "The data you presented on target audience demographics was clear and well-organized (positive note).

However, consider briefly explaining how this data will be used to tailor the campaign message for different audience segments (actionable suggestion)."

(2) Actionable

Good feedback goes beyond simply identifying issues. It provides concrete suggestions for improvement.

Instead of saying, "Your body language seemed stiff," offer actionable advice like "Focusing on maintaining eye contact with different audience members can help project confidence and connect with the audience on a more personal level."

(3) Respectful

Remember, the goal is to provide constructive criticism, not tear someone down. Maintain a respectful and encouraging tone.

Phrase your feedback in a way that focuses on the presentation itself, not the presenter's personality.

(4) Future-Oriented

Effective feedback should be focused on something other than past mistakes. Frame your suggestions in a way that guides the presenter towards future presentations.

(5) Balanced

While constructive criticism is important, don't neglect to acknowledge the presenter's strengths.

A positive note at the beginning or end of your feedback can create a more receptive environment and reinforce positive behaviors.

Giving Feedback Like a Pro: A Step-By-Step Guide

So, you're ready to provide effective feedback on a presentation, but where do you begin? 

This step-by-step guide will equip you with the tools to deliver clear, actionable feedback that is ultimately well-received.

Step 1: Preparation

Before diving headfirst into feedback, take a moment to familiarize yourself with the context of the presentation. Review the presentation material beforehand, focusing on the topic, objectives, and key messages the presenter aimed to convey.

Understanding the presenter's goals allows you to tailor your feedback for maximum impact.

Step 2: Active Observation

Shift your mindset from passive observer to active listener. Pay close attention to the presenter's delivery, both verbal and nonverbal.

This includes:

• Content:  Is the information clear, concise, and well-organized? Does it effectively support the  key points ?
• Delivery:  Is the pace appropriate? Does the presenter use vocal variety to keep the audience engaged?
• Visual Aids:  Are the slides visually appealing and easy to understand? Do they complement the spoken content or create distractions?
• Body Language:  Does the presenter maintain good posture and eye contact with the audience? Does their body language convey confidence and enthusiasm?

Step 3: The Feedback Framework

Now for the heart of the matter: delivering your feedback!

Here's a framework to ensure your message is clear and constructive:

(1) Set the Stage

Briefly acknowledge the topic and  objectives  of the presentation. This helps the presenter understand the context within which you're providing feedback.

(2) Specificity is Crucial

Avoid vague comments. Instead, highlight specific aspects of the presentation that were effective and areas for improvement.

For example, "The opening story did a great job of grabbing the audience's attention (positive note). However, some of the technical terminology on the following slides might have been confusing for a non-specialist audience (actionable suggestion)."

(3) The Positive Sandwich

Frame your feedback with a positive note. Compliment the presenter on something they did well before offering constructive criticism. This creates a more receptive environment for feedback.

(4) Open-Ended Questions

Don't just tell; prompt discussion. Use open-ended questions to encourage the presenter to reflect on their delivery and explore potential improvements.

For example, "How did you feel the audience responded to that particular statistic?"

(5) Focus on the Future

Instead of dwelling on what went wrong, frame your feedback in a way that guides the presenter towards future presentations.

For example, "Consider adding a real-world example to illustrate that point for your next audience."

(6) Delivery Matters

Remember, even the most valuable feedback can fall flat if delivered poorly. Maintain a respectful and encouraging tone, and avoid accusatory language.

Focus on providing helpful suggestions for improvement.

(7) Consider the Audience

Tailoring your feedback to the audience can also be beneficial. If you're providing feedback to a colleague for a client presentation, your focus might be on the clarity and persuasiveness of the message.

For internal presentations, you might emphasize the organization and flow of the content.

Receiving Feedback Gracefully: A Practical Guide

So you've just delivered a presentation, and now comes the feedback.

While constructive criticism can feel daunting, it's actually a gift – a valuable opportunity to identify areas for improvement and elevate your presentation skills. But how do you ensure you receive feedback with grace and a growth mindset?

Here are some practical tips to help you navigate the process effectively:

(1) Maintain a Positive Attitude

It's natural to feel defensive when receiving feedback, especially if it's critical. However, resist the urge to get discouraged.

Remember, the goal is to learn and grow. Approach the feedback session with an open mind and a willingness to listen. Thank the person for their time and effort, and express your genuine interest in their insights.

(2) Active Listening is Key

Don't just hear the feedback; actively listen. Pay close attention to the specific points being raised. Ask clarifying questions if needed to ensure you fully understand the feedback.

Taking notes can also be helpful to remember key points for later reflection. If taking notes manually feels distracting and difficult, consider utilizing AI note-taking assistants like  Wudpecker .

Wudpecker's AI features automatically transcribe meetings and generate summaries, capturing key points and decisions. This will free you from the burden of note-taking, allowing you to fully engage in the discussion. 

(3) Separate Feedback from Emotion

It's easy to take feedback personally. However, try to separate the feedback from your own emotions.

Focus on the content of the message, not the delivery. Remember, the feedback is about the presentation, not you as a person.

(4) Identify Actionable Items

As you listen to the feedback, identify specific, actionable items you can work on to improve your future presentations.

This might involve refining your content structure, incorporating new visual aids, or practicing your delivery techniques.

(5) Don't Try to Defend Yourself

The urge to defend your choices is understandable but resist it. Instead, acknowledge the feedback and take time to process it later.

You can always ask follow-up questions for clarification, but avoid getting into a defensive debate.

(6) Express Gratitude

Thank the person for their feedback, regardless of whether it's positive or critical. Their willingness to share their insights is a valuable asset to your growth as a presenter.

(7) Reflect and Refine

Once you've received the feedback, take some time to reflect on it. Consider which points resonate most and identify areas where you can make improvements.

Develop a plan to incorporate the actionable items into your presentation skills development strategy.

Enhancing Presentation Skills Through Feedback

We've established that presentation feedback is a powerful tool for improvement. But how exactly can you leverage this feedback to enhance your presentation skills and become a more confident and impactful communicator? 

Here are some ways to turn feedback into action:

Self-Evaluation and Targeted Feedback

Seeking feedback doesn't have to be a one-time event. Develop a habit of self-evaluation after each presentation. Consider areas where you felt strong and areas where you could improve.

Based on your self-assessment, identify specific aspects you'd like to get targeted feedback on from colleagues or mentors. This targeted approach allows you to delve deeper into specific skills and receive focused insights.

Embrace Diverse Feedback Sources

Don't limit yourself to feedback from just one or two people. Seek feedback from a diverse audience whenever possible.

This could include colleagues, managers, clients, or even friends and family who witnessed your presentation.

Each person will have a unique perspective, offering valuable insights into how your message resonated with different audience members.

Leverage Technology

Technology can be a powerful tool for gathering feedback. Consider using online feedback forms or survey tools to collect anonymous feedback from a wider audience.

You can also record your presentations and watch them back to identify areas for improvement in areas like pacing, body language, and vocal variety.

Practice Makes Progress

Once you've identified areas for improvement based on feedback, it's time to put that knowledge into action!

Practice your delivery with a focus on the specific skills you're working on.

Role-play with a colleague, record yourself practicing, or join a public speaking group to gain experience and refine your presentation style.

Consistency Is Key

Remember, presentation skills don't develop overnight. The key to becoming a confident and impactful presenter lies in consistent effort and dedication.

Integrate feedback into your ongoing development plan, actively seek opportunities to present, and continuously strive to refine your craft.

Presentations can be powerful tools for informing, persuading, and inspiring, but mastering the art of delivery takes dedication and continuous improvement.

This blog has equipped you with the knowledge to harness the power of presentation feedback. You've learned how to provide clear, actionable feedback that empowers presenters, and you've explored strategies for receiving feedback with grace and a growth mindset.

Remember, the journey to becoming a captivating presenter is an ongoing process. Embrace the power of feedback, actively seek opportunities to practice, and never stop refining your skills.

By consistently seeking improvement, you'll transform those nervous presentation jitters into the confidence and clarity needed to deliver truly impactful presentations that resonate with any audience.

What Is an Example of Feedback on a Presentation?

Scenario:  You listened to a presentation on the benefits of switching to a new project management software. 

Here's how you could provide constructive feedback:

Positive Aspects:

• Clear Introduction:  "The introduction did a great job of grabbing the audience's attention by highlighting the common pain points associated with traditional project management methods. It effectively set the stage for the presentation."

Areas for Improvement:

• Visual Aids:  "The slides felt a bit text-heavy at times. Consider incorporating more visuals like charts, graphs, or even screenshots to illustrate the features and benefits of the new software."
• Content Depth:  "While you covered the key features of the software, it might be beneficial to delve deeper into how it addresses specific challenges faced by different user groups within the company (e.g., project managers vs. team members)."

Actionable Suggestions:

• "For your next presentation, you could try including a short demo of the software in action to showcase its user-friendliness."
• "Consider adding a slide that compares the new software to existing options, highlighting its unique advantages."

How Do You Comment on a Good Presentation?

Here are some ways to comment on a good presentation:

Highlight Specific Strengths:

• Content:  "The information you presented was clear, concise, and well-organized. It was easy to follow and understand." (focuses on clarity and structure)
• Oral Presentation:  "You delivered the presentation with great enthusiasm and confidence. Your use of vocal variety kept the audience engaged." (highlights delivery skills)
• Visual Aids:  "The slides were visually appealing and effectively complemented your spoken points. They were easy to read and understand." (focuses on visuals)
• Structure:  "The flow of the presentation was logical and well-paced. You transitioned smoothly between topics and kept the audience engaged throughout." (highlights structure and audience engagement)

Focus on Impact:

• "Your presentation was very informative and insightful. I learned a lot about [topic]."
• "You did a great job capturing the audience's attention and keeping them engaged throughout the presentation."
• "Your presentation was well-organized and easy to follow. I felt like I had a clear understanding of the key points."
• "I particularly enjoyed [specific aspect of the presentation, e.g., the real-world example you used, the humor you incorporated]."

Positive and Encouraging Tone:

• "Overall, it was a very impressive presentation. Well done!"
• "I can tell you put a lot of effort into this presentation, and it showed. Great job!"
• "Thank you for sharing your insights with us. It was a very informative presentation."
• "I look forward to seeing more presentations from you in the future."
• Be genuine and specific in your compliments. Make sure you are giving constructive feedback.
• Tailor your comments to the presenter and the presentation content.
• Focus on both the delivery and the content itself.
• End with a positive feedback and encouraging note.

How Do You Give Peer Feedback to a Presentation?

Here are some things to keep in mind when giving peer feedback on presentation:

Before the Feedback:

• Preparation:  Review the presentation topic and objectives beforehand (if available) to understand the presenter's goals.
• Mindset: Approach the feedback with a positive and helpful attitude.

Delivering the Feedback:

• Start Positive:  Start by acknowledging the presenter's effort and highlighting your observed strength.
• Specificity is Key:  Focus on specific aspects of the presentation, both positive and areas for improvement. Avoid vague comments.
• Actionable Suggestions:  Don't just point out problems; offer suggestions for improvement. Use "I" statements to frame your feedback (e.g., "I found the opening story engaging. Perhaps adding a visual element could enhance it further").
• Respectful Tone:  Maintain a respectful and encouraging tone throughout the feedback session.
• Focus on the Future:  Frame your suggestions in a way that guides the presenter towards future presentations.
• Open-Ended Questions:  Consider asking open-ended questions to encourage discussion and reflection (e.g., "How did you feel the audience responded to that statistic?").

Here’s an Example of How You Might Structure Your Feedback:

"Thanks for the presentation, [presenter's name]. I really enjoyed the way you [positive aspect, e.g., explained the technical details clearly and concisely]. I noticed that [area for improvement, e.g., some of the slides seemed text-heavy]. Perhaps you could consider [actionable suggestion, e.g., using bullet points or visuals to break up the text]."

Additional Tips for Constructive Feedback:

• Tailor Your Feedback:  Consider the audience and purpose of the presentation when providing feedback.
• Be Mindful of Time:  Keep your feedback concise and focused on the most important points.
• Offer to Help:  If you have specific skills or resources that could benefit the presenter, offer your help.
• Welcome Questions:  Encourage the presenter to ask clarifying questions or seek further feedback.

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Presentation Skill Appraisal Comments: Crafting Self-Assessment and Performance Evaluation

• Presentation Skills
• June 1, 2024

Imagine it’s that time of the year again—appraisal season. You sit down with your supervisor to discuss your performance over the past year, and one aspect that consistently comes up is your presentation skills. Whether it’s delivering updates in team meetings, pitching ideas to stakeholders, or leading training sessions, your ability to communicate effectively significantly impacts your performance review and professional growth.

Recognizing where you have excelled and how you have improved, as well as areas you need to focus on, can be instrumental in shaping your career trajectory.

As you reflect on your presentation experiences throughout the year, you realise the importance of accurately assessing your strengths and areas for improvement. After all, effective communication isn’t just about conveying information; it’s about connecting with your audience, inspiring action, and achieving desired outcomes.

Its important to know where you have improved and where you have room to be better. This can help you enhance your presentation skills to present more confidently and effectively to get your message across.

In this guide, we’ll navigate the intricacies of crafting appraisal comments for presentation skills. From acknowledging your strengths to identifying areas for growth, we’ll provide insights and sample comments to help you articulate your performance effectively during appraisal discussions. So, let’s dive into the world of presentation skill appraisal comments and empower you to excel in every presentation opportunity. Let’s get started!

Self-Assessment Scenarios

In this comprehensive section, we’ll explore various scenarios in which presentation skills play a crucial role. Each scenario offers a unique perspective on evaluating your performance and provides sample comments for effective self-evaluation. By exploring these scenarios in depth, you’ll gain valuable insights into your presentation abilities and discover actionable steps for improvement. Let’s embark on this journey of self-discovery and skill enhancement in presentation skills.

Scenario 1: Effective Communication:

Effective communication involves conveying information, engaging the audience, and articulating impactful ideas. Your performance in this area significantly influences how well your audience receives and understands your message.

“I consistently deliver presentations with clarity and precision, ensuring audience comprehension.”

“My engaging delivery style captivates the audience’s attention and maintains their interest throughout.”

“I effectively structure my presentations to guide the audience through key points and conclusions.”

“My ability to articulate complex ideas in a straightforward manner facilitates audience understanding.”

“I actively solicit feedback from peers and supervisors to refine my communication skills.”

For paragraph-length comments:

“During presentations, I strive to establish a strong connection with the audience by incorporating interactive elements and encouraging participation. By fostering a collaborative atmosphere, I ensure that the audience remains engaged and receptive to the message being conveyed. Additionally, I pay close attention to audience reactions and adjust my delivery style accordingly to maintain their interest and address any questions or concerns that may arise.”

“One of my strengths in effective communication is my skillful use of visual aids to support and reinforce key points. I carefully design slides and graphics that complement my verbal presentation, making information more accessible and memorable for the audience. By incorporating visual elements strategically, I enhance audience engagement and facilitate a deeper understanding of complex concepts.”

“In terms of structuring my presentations, I meticulously plan the flow of information to ensure coherence and logical progression. I begin with a compelling introduction to capture the audience’s attention, followed by a well-organised body that explores key ideas in depth. Finally, I conclude with a strong summary that reinforces key takeaways and leaves a lasting impression on the audience.”

“Throughout my presentations, I prioritise active listening and responsiveness to audience feedback. I encourage questions and comments, welcoming opportunities for dialogue and clarification. By being attentive to the needs and interests of the audience, I create a more interactive and engaging presentation experience that fosters collaboration and knowledge sharing.”

“As part of my commitment to continuous improvement, I actively seek out opportunities to enhance my communication skills. This includes participating in workshops, seminars, and online courses focused on presentation techniques, public speaking, and effective communication strategies. By investing in my professional development, I strive to stay abreast of industry trends and best practices while refining my abilities as a presenter.”

Scenario 2: Confidence and Presence

Confidence and presence are crucial elements that contribute to the overall effectiveness of your delivery. Your demeanour and body language can significantly impact how your message is perceived and received by the audience.

“I exude confidence and professionalism throughout my presentations, which instils trust and credibility among the audience.”

“My strong presence and authoritative demeanour command attention and respect, establishing a positive impression from the outset.”

“I remain composed and collected, even in high-pressure situations, demonstrating resilience and adaptability.”

“My confident body language, including posture, gestures, and facial expressions, reinforces the strength of my message and enhances audience engagement.”

“I project enthusiasm and passion for the topic, inspiring audience members to share in my excitement and energy.”

“Confidence is the cornerstone of my presentation style, and I make a conscious effort to cultivate it through thorough preparation and self-assurance. By rehearsing my content and visualising success beforehand, I enter each presentation with a sense of confidence and conviction that resonates with the audience. Additionally, I leverage positive affirmations and mindfulness techniques to manage any nerves or apprehensions, allowing me to deliver my message with poise and assurance.”

“Maintaining a strong presence is essential for capturing and holding the audience’s attention throughout the presentation. I approach each speaking opportunity with a sense of purpose and authority, projecting an air of confidence that immediately commands respect. Through confident body language and vocal delivery, I establish myself as a credible and trustworthy source of information, fostering a receptive atmosphere for effective communication and collaboration.”

“In moments of adversity or unexpected challenges during presentations, I rely on my resilience and adaptability to maintain control and composure. Rather than being thrown off course by disruptions or setbacks, I remain focused and composed, navigating through obstacles with grace and professionalism. By demonstrating resilience in the face of adversity, I inspire confidence and reassurance in the audience, reinforcing my credibility as a capable and reliable presenter.”

“A key aspect of projecting confidence and presence is aligning my verbal and non-verbal communication to convey authority and conviction. I pay close attention to my body language, ensuring that it reflects confidence and openness, while also maintaining strong eye contact and vocal modulation to engage the audience. By exuding confidence in both my words and actions, I create a powerful presence that captivates and inspires audience members, leaving a lasting impression long after the presentation ends.”

“As part of my commitment to personal development, I continually seek opportunities to strengthen my confidence and presence in presentations. This includes participating in public speaking workshops, receiving coaching and feedback from mentors, and actively practising techniques to enhance my stage presence. By investing in my professional growth in this area, I aim to elevate my performance as a presenter and inspire others with my confident and impactful communication style.”

Scenario 3: Audience Engagement

Audience engagement is crucial for maintaining interest, fostering interaction, and ensuring the effectiveness of your message delivery. Your skill in captivating and involving your audience directly influences their receptiveness to your ideas and the overall impact of your presentation.

“I employ interactive techniques such as polls, quizzes, and group activities to encourage audience participation and foster a collaborative atmosphere.”

“My presentations are tailored to the audience’s interests and needs, ensuring relevance and maximising engagement.”

“I actively encourage questions and feedback from the audience, promoting dialogue and exchange of ideas.”

“I use storytelling and real-life examples to make the content relatable and resonate with the audience on a personal level.”

“I gauge audience reactions and adjust my delivery dynamically to maintain engagement and address any concerns or confusion.”

“Creating a participative environment is fundamental to my approach in presentations. I design interactive elements such as polls, quizzes, and brainstorming sessions to actively involve the audience in the learning process. By inviting their contributions and perspectives, I not only enhance engagement but also foster a sense of ownership and investment in the presentation content. Additionally, I leverage group activities and discussions to promote collaboration and knowledge sharing among audience members, resulting in a more enriching and memorable experience for everyone involved.”

“Tailoring my presentations to the specific interests and needs of the audience is a key strategy for maximising engagement and relevance. Before each presentation, I conduct thorough research to understand the demographics, preferences, and knowledge level of the audience. Armed with this insight, I customise my content and delivery style to resonate with their interests and address their concerns effectively. By demonstrating empathy and catering to their unique needs, I create a more meaningful and impactful presentation experience that leaves a lasting impression on the audience.”

“Actively encouraging questions and feedback from the audience is essential for fostering dialogue and promoting an open exchange of ideas. Throughout my presentations, I create opportunities for audience members to ask questions, share insights, and provide feedback on the content. By listening attentively to their input and responding thoughtfully, I demonstrate respect for their perspectives and create a collaborative atmosphere conducive to learning and discovery. Additionally, I use audience feedback as a valuable source of insight for refining future presentations and enhancing the overall effectiveness of my communication.”

“Storytelling is a powerful tool for capturing the audience’s imagination and making the content more relatable and memorable. I incorporate relevant anecdotes, case studies, and real-life examples into my presentations to illustrate key points and connect with the audience on an emotional level. By weaving storytelling elements throughout the presentation, I create a narrative arc that engages the audience’s interest and keeps them invested in the message being conveyed. Additionally, I use storytelling as a means of humanising complex concepts and making them more accessible and understandable to a diverse audience.”

“As part of my commitment to continuous improvement, I continually seek out new strategies and techniques for enhancing audience engagement in presentations. This includes attending workshops, reading books, and studying successful speakers to learn from their experiences and incorporate best practices into my own presentations. By embracing a growth mindset and actively seeking feedback from peers and mentors, I strive to refine my skills and become a more effective and engaging presenter over time.”

Scenario 4: Presentation

A good presentation requires mastery in multiple areas to effectively convey your message and engage your audience.

“I deliver presentations with confidence and clarity, commanding attention from start to finish.”

“My presentations are well-organised, with a clear structure that guides the audience through key points seamlessly.”

“I use visual aids strategically to enhance understanding and reinforce key concepts.”

“My presentations are concise and to the point, respecting the audience’s time and attention span.”

“I effectively manage time during presentations, ensuring that all key points are covered within the allotted time frame.”

“My delivery style is engaging and dynamic, capturing the audience’s interest and maintaining their focus throughout.”

“I incorporate storytelling techniques to make the content more compelling and memorable for the audience.”

“I actively seek feedback from peers and supervisors to refine my presentation skills and delivery.”

“I adapt my presentation style to suit the needs and preferences of different audiences.”

“I continuously seek opportunities for professional development to enhance my presentation skills.”

“Delivering presentations with confidence and clarity is essential for establishing credibility and engaging the audience effectively. I approach each presentation with a sense of assurance and self-belief, projecting confidence through my body language, vocal delivery, and overall demeanour. By exuding confidence from the outset, I create a positive impression that instils trust and credibility in the audience, making them more receptive to the message being conveyed.”

“Organising presentations in a clear and logical manner is key to ensuring that the audience can follow along and grasp the main ideas effectively. I begin by outlining the objectives and structure of the presentation, providing a roadmap that guides the audience through the content. Each section is carefully sequenced to build upon the previous one, leading to a cohesive and comprehensive presentation experience. By maintaining a clear and organised structure, I facilitate understanding and retention of key information among the audience.”

“Using visual aids strategically enhances the effectiveness of presentations by providing visual reinforcement and aiding comprehension. I design slides and graphics that complement the verbal presentation, using visuals to illustrate key points, data, and concepts. Visual aids are used sparingly and purposefully, avoiding clutter and distractions while maximising impact and clarity. By incorporating visual elements thoughtfully, I enhance audience engagement and retention of information.”

“Respecting the audience’s time and attention span is crucial when delivering presentations. I strive to keep my presentations concise and focused, distilling complex ideas into clear and digestible chunks. Unnecessary information is eliminated, and only the most relevant and impactful content is included. By respecting the audience’s time constraints, I ensure that they remain engaged and attentive throughout the presentation, maximising the impact and effectiveness of the message.”

“Effective time management is paramount during presentations to ensure that all key points are covered within the allotted time frame. I carefully plan and rehearse the timing of each section, allowing sufficient time for introduction, content delivery, and conclusion. During the presentation, I monitor the time closely and make adjustments as needed to stay on track. By managing time effectively, I demonstrate professionalism and consideration for the audience’s time, ensuring a smooth and efficient presentation experience.”

“Engaging the audience through dynamic delivery is essential for capturing and maintaining their interest throughout the presentation. I vary my delivery style to include elements such as storytelling, humour, and audience interaction, keeping the presentation lively and engaging. Additionally, I pay attention to verbal and non-verbal cues from the audience, adjusting my delivery accordingly to maintain engagement and address any questions or concerns that may arise.”

“Storytelling is a powerful technique for making presentations more compelling and memorable. I incorporate storytelling elements into my presentations to create emotional connections with the audience and bring key concepts to life. By weaving narratives, anecdotes, and real-life examples throughout the presentation, I make the content more relatable and engaging, leaving a lasting impression on the audience.”

“Seeking feedback from peers and supervisors is invaluable for refining presentation skills and improving delivery. I actively solicit constructive criticism and input from others, welcoming their perspectives and suggestions for improvement. By incorporating feedback into my practice and presentations, I continually strive to enhance my skills and deliver more effective presentations in the future.”

“Adapting presentation style to suit the needs and preferences of different audiences is essential for maximising impact and engagement. I tailor my approach based on factors such as audience demographics, cultural considerations, and topic relevance, ensuring that the presentation resonates with the specific audience. By demonstrating flexibility and adaptability in my presentation style, I create a more personalised and impactful experience for the audience.”

“Committing to ongoing professional development is key to staying current and continuously improving presentation skills. I actively seek out opportunities for learning and growth, such as attending workshops, seminars, and online courses focused on presentation techniques and public speaking. By investing in my development and honing my skills, I strive to become a more confident, effective, and influential presenter.”

Importance Of Self-Appraisal

Self-appraisal is a valuable tool for self-improvement and career advancement. It provides an opportunity to celebrate your achievements and strategize on ways to enhance your skills and capabilities. By reflecting on your performance, you can discover your strengths and recognise opportunities for growth, fostering a positive outlook on your professional journey.

How To Conduct An Effective Self-Appraisal

Celebrate Your Successes: Start by acknowledging your accomplishments. This positive affirmation sets a constructive tone for your self-assessment and boosts your confidence.

Identify Opportunities for Growth: Instead of focusing on weaknesses, frame challenges as opportunities. This perspective encourages a proactive approach to personal and professional development.

Set Achievable Goals: Establish clear, attainable objectives for the future. Setting realistic goals makes the process of striving towards them more engaging and less daunting.

Develop a Constructive Plan: Create a plan that leverages your strengths and addresses areas you want to improve. Include specific steps and resources that will help you achieve your goals.

Engage with Supporters: Share your insights and plans with a mentor or peers who can provide encouragement and constructive feedback. This support network can motivate you and offer valuable perspectives.

By regularly conducting self-appraisals, you empower yourself to recognise your achievements and continuously strive towards personal excellence. This process not only enhances your professional capabilities but also contributes to a more fulfilling and optimistic career path.

Conclusion: Presentation Skill Appraisal Comments

Mastering presentation skills is a pivotal asset that can propel individuals towards success in various spheres of their careers. By using these presentation skill appraisal comments , individuals can conduct thorough self-assessments, identify areas of strength, and pinpoint growth opportunities. Whether it’s acknowledging skilled delivery techniques, recognising adept audience interaction, or outlining strategies for improvement, these comments serve as invaluable tools for fostering professional development and career advancement.

Rishabh Bhandari

Rishabh Bhandari is the Content Strategist at Kapable. Rishabh likes to transform complex ideas into captivating narratives relatable to the target audience. He loves telling stories through his content. He believes that stories have the power to shift mindsets and move mountains. He has 3 years of experience in educational blog writing and copywriting.

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How to give feedback on a presentation

Knowing how to give feedback on a presentation helps people become better presenters, sharpens their message, and gauges audience engagement ahead of time.

December 7, 2022

How many times have you been asked to give feedback on a presentation, and, while trying to organize your thoughts after hearing the presentation in real-time, found it hard to muster anything more than, "It's good"?

Or, you've taken the time to give thoughtful, nuanced advice on how a colleague can improve their presentation, only to find that you don't know exactly how to communicate it, or they don't know exactly how to implement it?

Any kind of creative feedback is difficult to conceptualize without the proper context, and that's doubly true for presentations, where you're often asked to listen to the presentation, absorb the information it's conveying, process your thoughts, and deliver a critique — all in real time. No one can give good feedback that way, but it's not the presenter's fault (or yours!). You just need a better feedback process.

Giving better presentation feedback requires examining two things:

• The feedback itself
• How it's being given (and received)

Ready to learn how to improve them both? Let's get started.

Why it's important to give feedback on a presentation

Giving feedback on a presentation comes with several key benefits.

It promotes growth and builds better presentation skills

No one is born an effective presenter. It takes time, skill, and practice to build public speaking and communication skills to where you can knock a presentation out of the park — every time.

As the old adage goes, practice makes perfect. Giving practice presentations for feedback from trusted peers and colleagues gives you an opportunity to get more presenting time under your belt — with lower stakes.

And by giving effective, actionable feedback (more on that below) to a colleague, you help ensure their next presentation is even better, which can benefit your company or organization.

It helps sharpen the message

When it comes to getting the message exactly right in a presentation, self evaluation can really only go so far. Sometimes it takes another point of view (or several of them, from all across your organization) to collaborate and craft exactly what key points you want attendees to take away from a presentation. Giving feedback allows you to help refine and sharpen the message — and to work with others who are also giving feedback — until it's perfect.

It gauges audience engagement

One of the hardest things about giving a presentation is holding audience attention from the first slide until the last.

This is especially true for an oral presentation that doesn't have any audiovisual components. In this case, it's crucial to know if there are any points where audience members might be more prone to losing focus — like if your presentation gets a little too in the weeds.

Giving feedback allows you to put yourself in the audience's shoes. Try to see and hear the presentation from their perspective, and if there's any point where you feel your mind start to wander, make a note of it — that's a point where audience engagement may be at risk during the real thing.

All feedback is not created equal

It's important to note that not all feedback is good feedback.

Not all feedback provides a benefit to the person giving the presentation. It isn't all actionable. It isn't all relevant. It isn't all useful.

When feedback is bad, it's usually for one of two reasons.

The feedback itself is of poor quality

Even when you have the best of intentions, you might still give bad feedback.

Some examples of poor quality feedback include:

• Feedback that's vague or unclear
• Feedback that's overly personal or meant as an attack
• Feedback that's dishonest, even if intended to spare the presenter's feelings

The feedback isn't communicated effectively

It's also possible to have useful feedback to give to a presenter, but to lack an effective system for communicating it. This can be especially challenging when there are multiple people trying to give feedback on one presentation at the same time. 

That's why bubbles is the best way to give feedback on a presentation. 

The presenter can record their speech, including a video of their screen to capture a Powerpoint presentation or any other visual aid they plan to use. Then, colleagues who are giving feedback can do so by leaving their comments at the exact, time-stamped moment where their feedback applies — and they can give their critique in text, audio, or video. Anyone can respond to a comment within a thread that captures (and preserves) all the context of the conversation so far. This makes it easier for a group to give feedback collaboratively, and makes it possible for the presenter to refer back to feedback at any time.

6 ways to give effective feedback on a presentation

Ready to give feedback that will turn a good presentation into a great one? The six tips below will help you give feedback that's effective and useful to the presenter, leaving them with clear takeaways they can use to level up their presentation. Let's get started.

Be specific

When giving feedback, try to be as specific as possible. Rather than saying something like, "I thought the presentation was effective," tell the presenter exactly what was effective. For example, a better piece of feedback is: "The key takeaway from the fifth slide was clear and really resonated with me." It tells the presenter exactly what you thought worked, rather than a vague, catch-all compliment.

If you're having trouble being more specific with your feedback (like if you aren't sure how to articulate your advice), sometimes an example can help! In your bubble comment, use a snippet of your own presentation (or even a Ted Talk or other professional speaking event) to more clearly illustrate what you're asking the presenter to do or change.

When you leave comments on the presenter's bubble, be sure to time-stamp them to the exact part of the presentation where the feedback applies. This can help ensure that the presenter gets the most value from your feedback, and can see what you mean in the proper context.

Be actionable

Even if your feedback is as specific as possible, it won't help the presenter if there's nothing they can do about it. That's why the next tip is to give feedback that's actionable — that is, don't just tell the presenter what they should change, but tell them what steps they can take to improve.

For example, don't just say someone needs to work on their body language while presenting. Tell them, as specifically as possible, how their body language could be improved; for example, if they should make more eye contact with audience members or gesture more with their hands while speaking.

You can even take this a step further and explain why you made this suggestion. For example, this feedback might be something like, "I would suggest making an effort to make eye contact with more members of the audience. This will engage more people and hold their attention, while helping your speech sound more natural."

Be constructive

In the same vein as giving actionable feedback is making sure you're giving constructive feedback — that is, that your feedback is about things the presenter can control and change.

Constructive criticism can be difficult to do well. It requires pointing out ways a presenter can improve — sometimes ways that can feel personal to them as they're on the receiving end of the feedback. But if the feedback is truly constructive, it's better to give it than to sugarcoat your critique to spare a presenter's feelings. And if hurting the presenter's feelings is the goal for the feedback, it's definitely not constructive.

Call out positives along with points of improvement

When giving feedback on a presentation, it can be easy to only focus on things you feel the presenter needs to improve. But it's just as important to give positive feedback that lets them know what they're doing well.

In fact, you might want to work even harder to find the positives than to point out places where the presenter can improve. In one study, conducted by academic Emily Heaphy and consultant Marcial Losada, team effectiveness was measured and compared with the ratio of positive and negative comments that team members made to one another. Heaphy and Losada found that in the most effective teams, the ratio was 5.6 — meaning those team members gave each other nearly six positive comments for every single negative one.

Medium performing teams averaged 1.9 positive comments for each negative one. And low performing teams were more negative than positive, with a 0.36 ratio (nearly three negative comments for every positive one).

The research shows that, as tempting as it may be to only point out ways a presenter can improve, it may help them even more to find as many positives as possible to go along with your constructive criticism.

This is another tip where you have a balance to strike. You should give feedback to the presenter quickly, but not so quickly that you don't have time to absorb their presentation and process your thoughts, first.

Giving feedback in real-time (for example, in a review meeting) can seem effective, since it gives the presenter a way of receiving feedback instantly. However, giving instant feedback isn't always ideal for the colleagues who are critiquing the presentation, who might give more helpful feedback if they have more time to gather their thoughts.

When you use bubbles to give feedback on a presentation, it allows everyone on the team to give feedback at their own pace. It also allows people to watch the presentation more than once, or go back through certain sections they'd like to revisit before giving feedback.

It also eliminates the need to schedule a meeting to deliver presentation feedback. Even if the presenter and people giving feedback are separated by time zones , they can watch the presentation and deliver feedback at times that are convenient for them — and the presenter can access (and action) that feedback whenever they're back online.

Do a few rounds of feedback

As everyone gives their feedback, they can collaborate in comment threads in the bubble. This allows everyone to see what's been said already, including all the context and nuance of the discussion, keeping everyone on the same page. The presenter can follow up with comments, and those giving feedback can watch the presentation more than once to give a few rounds of feedback.

This helps ensure that feedback is as comprehensive as possible, and that the presenter and everyone critiquing their presentation is able to focus on any key messages that come out of the feedback rounds — what changes are most impactful? What will really take this presentation to the next level?

Make feedback more comprehensive and collaborative

Giving feedback on a presentation will be most effective when your entire team can work together, seamlessly, to give comprehensive feedback to the presenter. With bubbles, you can have that conversation together, with all the context necessary to craft the perfect presentation.

Get started today with bubbles' free Chrome extension and start working together, in context.

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Hey, before you continue...

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by TED Masterclass Team • May 12, 2020

Getting useful feedback can be a critical step in developing an effective presentation - it can also be harder to find than you might expect. Honest feedback calls on you to be vulnerable, and forces your feedback partner to sometimes deliver difficult constructive criticism. The good news is that this type of deep and authentic feedback can encourage personal growth and a willingness to take creative risks.

Get high-quality feedback that elevates your presentation skills by putting in a little extra preparation and focus.

First, decide who to ask for feedback

Feedback can feel personally risky if it’s coming from a close friend or colleague. Because these relationships are so important to us, honest feedback can end up feeling critical. In these situations, it can become tempting to give non-critical feedback, but that’s not helpful.

The person you work with to give you feedback should be someone:

• You want to learn from, who pushes you to think creatively
• With a different perspective - it can help to look beyond the people you spend a lot of time with personally or professionally
• Who shares your enthusiasm for acquiring new skills and is excited for you to become a better presenter

Then, prepare to receive feedback

Just as important as deciding who will be giving you feedback, is creating an environment and mindset where giving and receiving constructive feedback is easy.

• Create a distraction-free time and space for getting feedback. Ideally both of you should be present, focused, and open. If we’re feeling stressed or pressed for time, it’s hard to be a good feedback partner. That’s why it’s wise to tune in to how you’re feeling before you schedule a session.
• Remind the person that you’re looking for honest feedback to be the best presenter you can be.
• Before getting started, tell the person if there are any specific aspects of your idea or talk that you’d like them to focus feedback on.

Finally, ask the right questions

Giving feedback can be overwhelming for your partner if they don’t know what they should be focusing on. Decide on these areas ahead of time, and let your partner know. Then follow up with questions that will help them hone in on the most helpful feedback points for you.

Get overall feedback using these three questions:

• What works?
• What needs work?
• What’s a suggestion for one thing I might try?

Get specific feedback using these questions:

• Delivery: How is it landing for you overall? Are there places where your attention is wandering? What’s distracting?
• Content: Do you get this - will the audience? What questions do you have? Where are you engaged? Surprised? Moved? Is there a clear takeaway for the audience? Do you have any clarifying questions?

Good feedback is a gift that can really elevate your presentation skills. Make the most of your feedback opportunities with a little preparation.

© 2024 TED Conferences, LLC. All rights reserved. Please note that the TED Talks Usage policy does not apply to this content and is not subject to our creative commons license.

33 Positive Feedback Examples for Employees

by Emre Ok July 12, 2024, 8:13 pm updated August 23, 2024, 1:26 am 32.4k Views

Welcome to our freshly updated list of positive feedback examples for colleagues, peers, and direct reports ! 

While the misconception that one should only concern themselves with the negative or constructive feedback they received is still going strong, we are here to assure you that consistent, continuous, and positive feedback for employees is just as important to employee engagement and performance.

In this blog post we will answer the question of “How to give positive feedback to peers?” while giving you multiple different positive feedback examples on various categories.

While the positive feedback examples on this list can just as easily be used as they are, we strongly recommend you customize them to reflect your relationship with your coworker, your company culture, and most importantly the specific instances the feedback is about!

Table of Contents

Can I write employee feedback with AI?

Yes, you can! While we don’t advocate you leave all your communications with your team to AI, using an AI writing assistant to enhance the quality of your feedback and the speed at which you deliver it is a great idea!

Teamflect’s digitized employee feedback templates have an AI writing assistant built into them that will help you deliver your feedback as effectively and efficiently as possible! When giving your feedback, you can:

• Lengthen 
• Shorten 
• Formalize 
• Spell Check 
• Regenerate 

Your employee feedback as well as check for biased language! You can try Teamflect’s 360 feedback software and AI feedback assistant right inside Microsoft Teams and Outlook, today, for absolutely free!

1. Positive Feedback Examples on Exceptional Work

One of the simplest positive feedback examples you can come across is the case of offering feedback to colleagues on the quality of their work.

Quality of work is an area in which you should always have some positive feedback for your colleagues in your back pocket. At the end of the day, we all fall in love with our own work and ideas from time to time.

Having a colleague appreciate that work and recognize its quality is a great morale boost. So here are some professional positive feedback examples for colleagues on exceptional work:

“I wanted to take a moment to express my sincere appreciation for the exceptional work you delivered on the recent [project name]. Your dedication, attention to detail, and innovative approach were truly remarkable and did not go unnoticed.”

“I wanted to express my appreciation for the exceptional work you delivered on [specific task/project]. Your expertise and dedication were evident, and your efforts played a crucial role in our success. Thank you for consistently going above and beyond.”

2. Positive Presentation Feedback Examples

Presentation feedback is perhaps the most common area where people need to offer feedback to their colleagues. It can also be one of the areas where your peers and colleagues might be the most insecure at. That is why giving positive feedback on presentations is incredibly important.

In order to help you do just that we put together some positive presentation feedback examples right here. These presentation feedback examples, while being relatively general, should definitely be customized in order to give specific examples from the presentation you are giving feedback about.

“ I was thoroughly impressed with your presentation at the [specific meeting/event]. Your confident delivery and well-structured content made it highly effective and engaging. Thank you for your hard work and skillful execution. “

“ Your presentation during the [specific meeting/event] was outstanding. Your ability to clearly convey complex information and engage the audience was impressive. Thank you for your excellent work. “

“ I wanted to commend you on your exceptional presentation skills during the [specific meeting/event]. Your clear communication, engaging delivery, and thorough preparation made a significant impact. Thank you for setting such a high standard. “

3. Positive Feedback Example on Professionalism in Difficult Situations

While many discuss how to give positive feedback, the question of when to give positive feedback hardly ever comes up. One of the most underrated instances where a colleague definitely deserves positive feedback is when someone keeps their cool and maintains professionalism in difficult situations.  So here are some professional positive feedback examples for those who never lose their professionalism:

“ Your ability to remain professional and composed during the recent [specific situation/event] was outstanding. Your calm approach and quick thinking were key in resolving the issue effectively. Great job! “

“ In the face of the [specific situation/event], your professionalism truly shone. Your level-headedness and strategic thinking turned a challenging situation into a manageable one. Thank you for your exemplary behavior. “

4. Positive Feedback Example on Teamwork and Collaboration

We can’t possibly make a list of positive feedback examples without listing some positive peer feedback on collaboration and teamwork.

Feedback for colleagues have multiple different purposes. One of those purposes is to reinforce some of the behavious you want to keep seing in them.

Excelling at working as a team and collaborating with others successfully is definitely worthy of recognition. So if here is a positive feedback example about teamwork and collaboration.

“ Your exceptional teamwork on the [specific project/task] has truly stood out. By effectively communicating and cooperating with your colleagues, you ensured that the project ran smoothly and efficiently. Your ability to bring the team together and foster a collaborative atmosphere is greatly appreciated. Thank you for your invaluable contributions. “

5. Positive Feedback for Coworkers on Leadership Skills

Another area where giving positive feedback to peers can really make a difference is leadership skills. Positive feedback on leadership can really help an individual grow into a leadership role that they perhaps weren’t considering before. Stepping up and taking the lead on anything is intimidating for anyone. So here is a positive feedback example on leadership skills.

“ Your leadership during the [specific project/task] has been exemplary. You consistently demonstrated a clear vision, guided the team with confidence, and ensured everyone felt valued and motivated. The way you manage and inspire others has not only driven our success but also fostered a positive team dynamic. Well done and thank you for your exceptional leadership. “

6. Sample Positive Feedback on Creativity and Innovation

When it comes to skills and competencies in today’s rapidly evolving world of work, the one employee competency that has consistently risen to prominence is creativity and innovation. A key part of any employee competency framework, creativity deserves some positive feedback from colleagues. So here is an example of positive feedback about creativity and innovation.

“I just wanted to say how much I admire your creativity and innovative ideas. The new approach you suggested for our project was brilliant and really pushed us forward. Your fresh perspective is a huge asset to our team.”

7. Positive Feedback about Customer Service

In an era where good customer service can make or break an organization, regardless of the field, an individual that displays great customer service, deserves a pat on the back. That is why this list of positive feedback examples for peers wouldn’t be complete without some feedback about customer service skills.

“ I wanted to express my appreciation for the outstanding customer service you provided during the [specific incident]. Your way of handling the situation with empathy and professionalism made a significant difference to the customer experience. Thank you for your exceptional service. “

8. Example of Positive Feedback about Problem-Solving Skills

Speaking of employee competencies that never go out of style… Regardless of which new trend comes around, an individual with exceptional problem-solving skills will always be a valuable member of any team they join. So here is an example of positive feedback about problem-solving skills. When using this peer feedback example, make sure you dive further into the specifics of the problem they solved!

“ Your quick thinking and innovative approach to solving the issue during [specific project/task] were impressive. The way you find effective solutions under pressure is a true asset to our team. Great job! “

9. Feedback Example for Colleagues on Meeting Deadlines

While regularly meeting deadlines may seem like an ordinary feat and simply a part of everyone’s job description, it is easier said than done. With how demanding the modern workplace is and how many projects everyone is juggling at once, an individual who constantly meets their deadlines deserves positive feedback. So here is a positive feedback example for just topic!

“ I want to commend you for consistently meeting deadlines, especially on the [specific project/task]. Your time management and commitment ensured we stayed on track and delivered high-quality results. Thank you for your dedication. “

10. Professional Feedback Example about Attention to Detail

Regardless of your field, we all know that a small mistake can make or break an entire project. Whether it is catching that one typo in a newsletter or reporting a pesky bug in your software, employees with great attention to detail save the day! So here is how to give positive feedback to your peers on their attention to detail!

“ Your meticulous attention to detail on the [specific project/task] was remarkable. You caught errors that others missed and ensured everything was perfect. Your keen eye for detail makes a significant impact. Thank you! “

11. Positive Feedback for Colleagues on Their Technical Expertise

One of the most common areas where a colleague might receive positive feedback is their technical expertise. When an individual makes a difference in a specific task, project, or process using their background and technical skills, recognizing and appreciating them will make them feel like the heroes that they are. So here is a sample positive feedback comment on technical expertise

“Your technical expertise on the [specific project/task] has been invaluable. Your deep knowledge and ability to apply it effectively have greatly contributed to our success. Thank you for sharing your skills with the team. “

12. Example of Positive Feedback for Colleagues on Their Communication Skills

Great communicators are an asset to any workplace they are a part of. Communication and interpersonal skills are more often than not a tender subject for most people. So offering individuals some good feedback on their communication skills can boost their confidence greatly! 

“ I want to highlight your exceptional communication skills displayed during the [specific meeting/event]. Your consistent knack for conveying complex ideas clearly and engaging the audience is outstanding. Thank you for your effective communication. “

13. Positive Attitude Warrants Positive Feedback

Do you know who the unsung heroes of a workplace are? Those people who show up with a smile on their gace regardless of the occasion and boost everyone’s spirits. They do more for team morale and employee engagement than a million workshops and activities. So here is a positive feedback example for those with the most positive attitudes!

“ Your positive attitude is infectious and greatly appreciated by everyone on the team. During [specific project/task], your enthusiasm and can-do spirit kept us all motivated. Thank you for your unwavering positivity. “

14. Positive Peer Feedback Example on Work Ethic

A coworker with an unwavering work ethic sets a high standard for everyone around them, boosting their coworkers’ performances alongside their own. When giving positive feedback to a coworker or direct report on their work ethic, you can use the feedback example below. As always, customizing it with specific examples can be make your feedback even more effective.

“ Your strong work ethic, especially evident in the [specific project/task], has not gone unnoticed. You consistently go above and beyond to ensure the job is done right. Thank you for your dedication and hard work. “

15. Positive Feedback Example on Adaptability

Many of the entries on this list have something in them about how the world of work is constantly evolving and changing. Perhaps one of the most important skill an individual can have in such a landscape is the ability to adapt to those changes. So here is a professional positive feedback example on a teammates adaptability.

“Your adaptability during the [specific change/event] was impressive. You handled the transition smoothly and helped the team adjust quickly. Your flexibility and willingness to embrace change are truly commendable. “

16. Good Feedback Example on Mentoring and Coaching

Having employees with great mentorship skills ensures that you have a workplace that is welcoming to new hires. Having great mentors as a part of your team can also help with talent development, and employee retention in the long-run. A colleagues ability to mentor others shouldn’t go unnoticed. That is why we included a good feedback example for mentors in the workplace.

“ Your mentoring and coaching skills have made a significant difference in the team’s development. Your guidance and support during [specific project/task] have helped many colleagues grow. Thank you for being an excellent mentor. “

17. Good Feedback on Time Management

Who isn’t juggling multiple tasks at work these days? Those who can manage all their tasks and time effectively are modern, everyday heroes. The concept of giving positive feedback to colleagues shouldn’t just be reserved for special occasions and big achievements but also those everyday acts that ensure operational excellence.

“ Your excellent time management skills were evident in the way you handled the [specific project/task]. You balanced multiple priorities effectively and ensured everything was completed on time. Thank you for your efficiency “

18. Good Feedback Example on Taking Initiative

The next positive feedback example on our list is for those who take charge and show initiative. Heading beyond their usual allotment of responsibilities and going that extra mile to ensure the success of a particular project, task, or process can result in some amazing success stories in the workplace. 

“I want to recognize your initiative in taking on the [specific project/task]. Your proactive approach and willingness to go the extra mile have been instrumental in our success. Thank you for stepping up and making a difference. “

19. Example of Positive Feedback on Reliability and Dependability

Again we go with the “Rapidly changing times…” narrative. This time however, the positive feedback goes out to ones who don’t change with the tides but remain reliable and dependable. While a workplace needs people who can change and stay flexible, it also needs some sturdy, reliable individuals to be the rocks! 

“Your reliability and dependability, especially during [specific project/task], have been crucial to our team. Knowing we can count on you to deliver high-quality work consistently is invaluable. Thank you for being so dependable. “

20. Example of Good Feedback to Colleagues on Conflict Resolution

Conflicts are a natural part of any workplace. Whenever there is a conflict, there are always those special individuals who are there to resolve it. Conflict resolution is another one of those key competencies that will never not be relevant. That is why we wanted to include an example of positive feedback for colleagues on their conflict resolution skills.

“ Your skill in resolving conflicts during the [specific situation] was exceptional. You handled the situation with diplomacy and ensured a positive outcome for everyone involved. Thank you for your effective conflict resolution. “

21. Example of Positive Feedback to Colleagues on Project Management

When you are offering good feedback to colleagues on their project management skills, you are in fact complimenting them on not one specific aspect of their job but a complex set of skills that has assured success of a particular project.  Here is a sample feedback on project management that can be taken in any direction.

“ Your project management skills on the [specific project] were outstanding. Your ability to plan, coordinate, and execute the project efficiently ensured its success.  “

22. Feedback Example on Commitment to Quality

The term perfectionist has been memed to death on social media and sketch comedy when discussing employee strengths and weaknesses. That being said having those individuals who are committed to excellence is an asset to every single team. 

“Your commitment to quality was evident in the [specific project/task]. Your dedication to ensuring the highest standards of work has greatly contributed to our success. Thank you for your unwavering commitment. “

23. Example of Positive Feedback for a Colleague on Empathy and Support

Individuals that show empathy and support to their teammates are valuable members to any team they are a part of. So when you are looking for examples of areas where you can offer positive feedback to employees, those who show empathy and support towards others shouldn’t be excluded from that list!

“ Time and time again, you’ve shown great empathy and support towards your colleagues, building bridges. Your understanding and kindness helped the team navigate through challenging times. Thank you for being so supportive. “

24. Positive Employee Feedback Example on Strategic Thinking

Every team needs those individuals who are playing 4D chess while everyone is playing checkers! Another area leaders should offer positive feedback to employees is strategic thinking. So below you will find an example of positive feedback for employees on strategic thinking.

“ Your strategic thinking during the [specific project/task] was instrumental in our success. Your ability to see the big picture and plan accordingly helped us achieve our goals. Thank you for your insightful contributions. “

25. Example of Positive Feedback on Organizational Skills

As companies grow the ammount of responsibility everyone takes on increases. Those with great organizational skills are the ones that keep the ship running during growing pains. We’ve included a positive employee feedback example on organizational skills below for you.

“ Your organizational skills during the [specific project/task] were outstanding. You kept everything on track and ensured that all details were accounted for. You have, time and time again, kept our team focused on what really matters! Great work! “

26. Positive Employee Feedback on Decision-Making

When you want your positive feedback on leadership, taking initiative, or project management to be more specific, you need to look at some of the core building blocks of those concepts. If you do so, you will find that decision-making is a core competency for all of them. So in order to make your feedback more specific, here is a feedback example on decision making.

“ Your decision-making skills during the [specific situation/event] were impressive. You made well-informed decisions quickly and effectively, leading to a successful outcome. Thank you for your sound judgment. “

27. Positive Employee Feedback Example on Continuous Improvement

Employees who constantly grow and develop their skills are an asset to their organization and the people around them. They inspire growth and development in their teammates and show that they are committed to their careers. For that reason, we added a positive feedback example on continuous improvement to the list!

“ Your commitment to continuous improvement is evident in your work on the [specific project/task]. Your efforts to find better ways of doing things have made a significant impact. Thank you for always striving for excellence. “

28. Positive Feedback Example on Resourcefulness

In a workplace filled with unexpected challenges and limited resources, the ability to be resourceful is a highly valued trait. Resourcefulness is not just about finding quick fixes; it’s about using creativity and ingenuity to solve problems and make the best use of what’s available.

Acknowledging someone’s resourcefulness can inspire continued innovation and problem-solving. Here’s an example of positive feedback on resourcefulness:

“ Your resourcefulness during the [specific project/task] was remarkable. You found creative solutions to problems and used available resources effectively. Thank you for your ingenuity and problem-solving skills. “

29. Example of Positive Feedback on Flexibility

Flexibility is an essential competency in today’s fast-paced and ever-changing work environment. Being adaptable to shifting priorities and new situations is crucial for both personal and team success. Praising someone for their flexibility not only boosts their morale but also encourages a culture of resilience and adaptability within the team. Here’s an example of positive feedback on flexibility:

“ Your flexibility in adapting to the changes during the [specific project/task] was highly appreciated. You handled the shifting priorities with ease and maintained high standards throughout. Thank you for being so adaptable. “

30. Positive Feedback about Interpersonal Skills

Interpersonal skills are fundamental in creating a collaborative and positive work environment. The ability to communicate effectively, build relationships, and foster teamwork is invaluable. Recognizing and appreciating these skills can strengthen team dynamics and enhance overall productivity. Right here you will find an example of positive feedback about interpersonal skills:

“ Your interpersonal skills have greatly contributed to the positive work environment in our team. You have your very own way to connect with colleagues and foster collaboration and it  was evident during the [specific project/task]. Thank you for your excellent people skills. “

Tips for Giving Positive Feedback

When it comes to giving positive feedback for colleagues, there are some general tips we can give to help you provide effective and meaningful recognition. Our tips will ensure that your feedback is well-received and encourages further growth and development.

A. Be specific and detailed in your feedback

When offering positive feedback, it’s important to be specific about what the person did well. Instead of simply saying, “Good job,” provide detailed examples and describe the specific actions or behaviors that impressed you. Giving specificity to your feedback helps your colleague understand exactly what they did right and encourages them to continue those positive actions.

B. Provide feedback in a timely manner

Timeliness is key when giving positive feedback. Aim to recognize and acknowledge the person’s accomplishments as soon as possible after they occur. Giving immediate feedback reinforces the positive behavior or achievement and shows that you value their efforts. Delayed feedback may lose its impact and fail to motivate the individual effectively.

C. Use positive language and tone

The language and tone you use while giving positive feedback greatly influence how it is received. Ensure that your words convey genuine appreciation and positivity. Choose uplifting and encouraging phrases that make the person feel valued and respected. Avoid mixing positive feedback with negative criticism, as it can dilute the impact of your appreciation.

D. Tailor your feedback to the individual’s strengths and accomplishments

Recognize and highlight the specific strengths and accomplishments of the individual. Everyone has different talents and areas of expertise, so tailor your feedback to align with their unique qualities. Acknowledging their strengths helps boost their confidence and encourages them to further excel in those areas.

What are the benefits of giving positive feedback at work?

Giving positive feedback can be a real game-changer in the workplace! Not only can it boost morale and motivation, but it can also help to create a supportive and positive work environment.

When someone receives positive feedback, they feel valued and appreciated, which can increase their engagement and commitment to their job. Plus, it’s always nice to know that your hard work is being recognized by your peers. Remember, peer recognition is magic!

Positive feedback doesn’t just boost morale and motivation! It also reinforces the positive behavior you praise. It is quite simply common sense, really. When you praise someone for a job well done, they’re more likely to continue doing the same things in the future. This leads to a more productive and efficient workplace, as well as happier and more fulfilled employees.

When to give positive feedback?

Positive feedback can be given at any time, but it’s most effective when it’s given as close to the event as possible. To make sure you give positive feedback at the best possible time, here is a small list of situations you should give positive feedback for:

When a colleague has completed a challenging project or task When a team member has gone above and beyond to help the team meet a deadline After a coworker has demonstrated exceptional teamwork or collaboration skills When an employee has achieved a significant milestone or accomplished a major goal When a team member has consistently shown improvement in their work or has overcome a personal or professional challenge.

How to give positive feedback examples?

Giving positive feedback is an important skill in both personal and professional settings. It helps motivate and encourage others, builds strong relationships, and fosters a positive environment.

Express appreciation: Let the person know that you value their contribution and effort.

Example: “I want to express my appreciation for your hard work on the project. Your dedication, attention to detail, and creativity really made a difference. The project turned out to be a great success, and you played a significant role in that.”

Focus on strengths: Highlight the person’s strengths and how they have positively impacted the situation or task.

Example: “Your problem-solving skills have been outstanding. Every time we face a challenge, you come up with innovative solutions that not only solve the problem but also improve our overall processes. Your ability to think outside the box is truly impressive.”

Connect to impact: Explain the positive impact of the person’s actions on the team, organization, or project.

Example: “Your leadership during the team project was invaluable. Your ability to delegate tasks effectively and provide guidance and support to team members greatly contributed to our success. Your leadership style fostered a collaborative environment where everyone felt motivated and empowered to do their best.”

Encourage personal growth: Highlight growth or improvement in someone’s skills or abilities.

Example: “I’ve noticed a significant improvement in your presentation skills over the past few months. Your confidence, delivery, and ability to engage the audience have all improved tremendously. Keep up the great work!”

Be genuine and sincere: Make sure your feedback comes from a place of authenticity and sincerity.

Example: “I genuinely appreciate your positive attitude and enthusiasm. Your energy is contagious, and it really boosts the team’s morale. Your positive outlook has created a supportive and enjoyable work environment.”

What to avoid when giving positive feedback to your colleagues?

While it may seem counterintuitive to consider potential issues when giving positive feedback, there are still important nuances to consider. While it may seem like positive feedback can’t do any harm, you just might be surprised at some of the nuances that go into good feedback comments. Here are some positive feedback issues you have to avoid!

Issue 1: Generic Praise One common mistake when giving positive feedback is being too vague or generic. Generic compliments like “Great job!” or “You’re awesome!” lack specificity and may not carry the weight of genuine appreciation. Be specific in your praise. Highlight the particular actions, behaviors, or achievements that impressed you. For example, instead of saying “Great presentation,” you could say, “I was impressed by how well you articulated the key points during the presentation, and your use of visuals made it engaging and informative.”

Issue 2: Overdoing It While frequent positive feedback is encouraged, overdoing it can dilute its impact. If you praise every little thing, it may come across as insincere. Reserve your positive feedback for truly outstanding or noteworthy accomplishments. This way, when you do offer praise, it will be seen as genuine and meaningful.

Issue 3: Public vs. Private Feedback Publicly acknowledging your colleagues’ achievements can boost their morale, but not everyone is comfortable with public recognition. Gauge your colleague’s preferences and comfort level with public praise. Some may appreciate it, while others may prefer private acknowledgment. Respect their preferences to ensure your feedback is well-received.

Issue 4: Exaggeration Exaggerating your praise can make it seem insincere and overblown. Colleagues may question the authenticity of your compliments if they feel inflated. Stick to genuine, honest, and good feedback. Express your admiration without resorting to hyperbole. If you genuinely believe your colleague did an exceptional job, your sincerity will shine through.

In Conclusion

We want to end this post with a bit of a disclaimer. There isn’t a single example of positive feedback that has to be followed to a tee. While we wanted to provide you with as many professional positive feedback examples as we could, at the end of the day, the way you give positive feedback should change depending on who you are talking to, your organization’s culture, and a billion other things.

If you’ve come to this blog post with the question “What are some examples of positive feedback for colleagues?”, we do hope that you’re leaving satisfied and that we’ve also provided you with more than just good feedback examples but also some insight on how to give feedback as well!

Whether you are coming up with ideas for creative feedback for colleagues or simply looking to whip up some positive feedback for your coworkers, we hope you have the best of times!

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Written by emre ok.

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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04-12-2019 HOW TO BE A SUCCESS AT EVERYTHING

3 helpful ways to give feedback on a presentation

When you discuss these 3 things, you help someone else take their presentation to the next level.

[Photo: Miguel Henriques /Unsplash]

BY  Anett Grant 3 minute read

How many times has your coworker, your boss, or your friend asked you, “How was my presentation?”

Chances are, if you thought the presentation was boring, you said, “great job” with a flat tone. If you thought it was actually great, you said, “great job!” with an enthusiastic tone. After all, giving someone feedback about their presentation is a delicate act. You don’t want to provide feedback that upsets them, but you know that flattery isn’t going to turn them into a better speaker. So how can you give feedback that makes a difference without risking hurt feelings?

Here are three ways you can give your teammate feedback about their presentation that inspires improvement, whether it’s from okay to good, or from very good to excellent.

1) Discuss what was memorable

Begin your feedback by telling your presenter what you found memorable about his or her presentation. This takes your feedback to big-picture level, which is much more effective than providing granular comments. Your presenter probably has no memories of  their behavior at any particular moment, so feedback on details won’t get them very far. For example, in our Ted Talk Tips, we direct you to look at a particular moment in the talker’s presentation. Unless the talker was a highly trained orator or had meticulously rehearsed their presentation, they would have no conscious memory of exactly how they moved. They wouldn’t know what foot they were standing on, or the precise moment that they made that gesture.

Rather than giving feedback about particular moments or habits, you should describe what was most memorable to you. This way, you’re providing feedback at a level that helps the presenter understand their dominant message. If you tell them that what you remember the most was their passion, their conviction, or their idea, you’re helping your speaker focus on the big takeaway. You’ll inspire creative behavior, not obsessional adjustment.

2) Discuss the key message

If you tell your speaker, “I thought your key message was X,” you’re opening up the door to the most critical part of the presentation–what the message was, and not what the data, graphs, or charts were. In business today, presentations are not just PowerPoint parades . It doesn’t matter if you’re presenting to high-level executives or a group of interns, your talk needs to have meaning. It has to show how you think and how you synergize data into meaningful messages that have relevance and impact on the business.

By giving your presenter feedback about their key message, you are helping your presenter position their ideas at the right level, for the right audience. You’re not telling them what to do in a robotic way–you’re challenging them to align their thinking to their situation. You want to help them increase their impact, not wordsmith their speaking notes.

3) Share when you started to tune out?

No matter how much good intention you have, you’ll inevitably tune out, occasionally at best, frequently at worst. Of course, you could blame yourself or feel ashamed, but that’s a dead end. A more productive route would be to think about why you tuned out at that particular moment. Were there too many details? Was i too monotone? Too irrelevant?

When you pinpoint and share the moment that you disengaged, you identify a problem you had. You’re inviting your speaker to think about solutions to the problem–you’re not telling them what to do. Even better, you’re focusing your teammate’s attention on connecting with their audience versus getting through the material.

So, next time your colleague asks you, “What did you think about my presentation?” don’t just bite your tongue and say “great!” When you discuss the things set out in this article, you’re help your coworker become a better speaker. Who knows, you might even learn a thing or two about how to improve your own presentation.

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ABOUT THE AUTHOR

Anett Grant is the CEO of Executive Speaking, Inc. and the author of multiple e-books on speaking. Read her latest e-book here   More

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How To Give & Receive Constructive Presentation Feedback

Table of contents, why feedback is important.

We’ve heard it before, to never stop learning. To strive for continuous growth and personal improvement. As intuitive as it sounds, it can be harder than expected.

How do you know what to improve on or why to improve on certain key points? Our personal bias of performance and fear of failure blinds us from our weaknesses. You pinpoint what needs improvement based on feedback.

Feedback is important because it promotes personal and professional growth by targeting key aspects of one’s performance. With ongoing constructive feedback, an individual is able to hone in on individual skill sets in a very organized way.

Without feedback, the progression of growth is slowed. Bad habits are often overlooked and become permanent habits and giving up is more likely to occur as proper structure and guidance isn’t given.

At Presentation Geeks, we’ve completed multiple presentation designs for some of the world’s best speakers and companies . We’ve created downloadable visual presentations , sizzle reels , e-learning solutions and business forecasts reports. What we’re trying to say is we’ve seen it all. By seeing it all, we’ve also heard it all. Feedback is second nature to us and one of the foundational blocks in which our business is built upon. We know how important receiving and giving feedback is.

With that being said, we’ve outlined and gone into more detail on two reasons why feedback is important.

Gauges Audience Engagement

Feedback is important because it can be used as a gauge for audience engagement.

As perfect as we’d like to think we are, everyone has an opportunity to grow. Even a good presentation has at least a couple of things in which it can improve on. With opportunities to grow means feedback to be received. There will always be feedback to receive whether positive or negative.

If you have just completed a presentation and request feedback but receive none, you might think to yourself, “Excellent! There is absolutely nothing I need to improve on.” which unfortunately can mean quite the opposite.

Receiving no feedback could be an indication that you lost the audience’s attention. How can they provide feedback when they weren’t even listening to begin with?

Before jumping to the worst case scenario, there are a few things you can do to help weed out whether your presentation was not engaging .

First, try adding easier ways for the audience to engage with you and provide feedback. By having audience members sign-up online, you can get their email address and follow up with a feedback form such as SurveyMonkey .

Feedback forms are great because it allows the audience to easily provide feedback without needing to go out of their way to do it.

You might also take the approach of getting direct feedback. If there is an opportunity after the presentation to interact with the crowd and break off into small group chats, don’t be afraid to ask for feedback. Most people are more than happy to provide feedback and want to!

Improves Presentation Skills

Asking for feedback will also help improve your presentation skills .

When people are asked to give feedback on a presentation, most of the feedback you will receive will be on your delivery or the slides.

You’ll receive feedback such as, “You effectively command attention.” or, “Your slides could be more visually appealing.” or, “You overdid it on the facial expressions and they became a bit distracting.”.

The feedback you’ll receive will be both positive and negative. Don’t forget, it’s up to you to ask for the feedback, receive the feedback and take action on it. By taking action on the feedback as it relates to your presentation skills or your presentation slides, you’ll ultimately improve on your presentation skills.

Now that we know why feedback is important, let’s go over how to give and receive feedback.

How To Give Constructive Presentation Feedback

People are always looking for feedback yet not enough people give honest, good, constructive feedback. The feedback received is rarely helpful.

Giving constructive presentation feedback is an art you should master. By being able to not only receive constructive criticism, but give it as well, you’ll get a better appreciation for other people’s presentation skills and reflect upon yours. It will make navigating your own feedback journey easier.

Below you’ll find ways on how to give constructive feedback next time you’re asked.

Focus On Behaviour, Not The Person

When giving feedback, make sure it’s on the skills a person can control and change such as their behaviour rather than themselves as a person.

When you give feedback which targets a person’s character rather than their behaviour, they’ll become defensive and the feedback comes across as harsh criticism rather than constructive feedback.

Be Actionable

When giving feedback, follow up with an actionable item the person can do to work towards improving.

For example, if you felt their presentation didn’t flow well and you were lost as an audience member, don’t just leave it at that. Expand upon your comment by suggesting they add a slide outlining key agenda items. Take it a step further and explain why you suggested this.

You may say, ” I would suggest adding a slide which outlines key objectives because it will give the audience clear takeaways as to what to expect throughout the presentation. This is something I felt was missing.”

This is an actionable item someone can take away and implement and you’ve backed it up with a strong reason as to why they should do it.

Be Specific

Make sure the feedback you’re providing is specific.

Don’t just say someone needs to improve their communication skills. Be specific!

You could frame the feedback in a way that targets different forms of communication. You could pinpoint to their body language or their oral presentation. Both are forms of communication skills and without being specific, they wouldn’t know what to improve upon.

Be Realistic

Learning and growing is an ongoing progression. We can’t go from 0 – 100 overnight. We need to set realistic boundaries with the feedback we provide.

You want to be realistic when you communicate key points someone can improve on to ensure they don’t get discouraged and quit.

If requested to give feedback, be sure to do it in a timely manner.

Providing feedback in a timely manner will not only benefit the one asking, but you as well as you’re able to provide more accurate feedback.

As time goes on, you’ll begin to forget the small details that made up the entire presentation. By giving feedback in a timely manner, you’ll be able to provide more accurate and effective feedback.

Offer Continuing Support

Continuing support will take your ability to provide feedback to the next level and is immensely helpful.

Offer continuing support will allow you to establish a long-lasting rapport with people. These same people will most likely be providing you with feedback in the future.

Giving ongoing support will also allow you to become a master of your craft. The best way of fully understanding a topic is by teaching it. To become a master of presenting, you also need to be open to giving feedback. It will help you remain consistent.

End On A Positive Note

Lastly, end all feedback on a positive note.

The best growth and learning stems from positive reinforcement which can be as simple as ending things off with a positive note. Be mindful and honest with what positive note you want to end on.

A sincere compliment is far more effective than one that feels forced.

How To Receive Constructive Presentation Feedback

Once you’re able to effectively give good constructive feedback, we can now focus on receiving feedback.

What good is asking and receiving feedback if you don’t know what to do with the information. Instead of squandering golden nuggets of information, here is what you should do when asking for feedback after your own presentation.

Listen Carefully

Once you’ve asked for feedback, stop talking and listen.

Don’t try to justify your reasoning, don’t try and steer the conversation in a direction which favours your actions, just listen.

Be Aware Of Your Responses

Be aware of your responses to feedback. This includes body language, facial expressions and social cues.

You don’t want to come across as if you’re taking the feedback too personally. This will make the person providing the feedback feel like they’re hurting your feelings and they should stop or begin sugarcoating the feedback.

This will only result in inauthentic feedback which is not constructive. You want to be creating a space which can create dialogue surrounding helpful feedback.

You’ll receive a bunch of feedback over your life and the only way to grow is to be completely open with all the feedback you’ll receive.

The moment you start to close yourself off from feedback, is the moment you hinder your progression and growth.

Understand The Message

Before you leave with the feedback, make sure you fully understand what the person was trying to say.

The worst thing you can do is change something that isn’t broken. Before you walk away to start changing things, always make sure you know what you’re about to change is correct.

Reflect & Process

After you received the feedback, take time to reflect and process. This is a perfect time to conduct a self-evaluation on how you believe you did with your presentation.

Does the other person feel the same way? What are the differences they saw in my presentation that I didn’t see?

Don’t forget, we are perfectly imperfect human beings. You will never have a perfect presentation. With varying audiences all interested in something unique, you will have a hard time crafting presentation material with key messages that is compelling to everyone.

Always follow up.

Following up allows you to take action and measure your success to see if you’ve changed for the better.

Following up also makes sure the other person feels heard. What is the point of giving feedback if the person you give it to does nothing with it?

By following up, it shows you’ve taken their feedback to heart and you’re taking action.

Author:  Ryan

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600 Helpful Examples of Performance Evaluation Comments

By Status.net Editorial Team on April 5, 2024 — 34 minutes to read

• Work Ethic Performance Review Comments Part 1
• Problem-Solving Skills Performance Evaluation Phrases Part 2
• Adaptability Performance Review Phrases Part 3
• Communication Skills Performance Review Phrases Part 4
• Teamwork and Collaboration Evaluation Comments Part 5
• Leadership Abilities Performance Review Phrases Part 6
• Technical Skills Performance Evaluation Comments Part 7
• Interpersonal Skills Performance Review Examples Part 8
• Self-Management Performance Review Examples Part 9
• Innovation and Creativity Performance Evaluation Examples Part 10
• Customer Service Performance Review Phrases Part 11

Performance reviews don’t have to be tough for managers or their teams. You can make them better and less stressful by knowing the right things to say, and this article gives you a list of simple comments you can use in reviews, sorted by the skills they relate to.

Part 1 Work Ethic Performance Review Comments

Consistency and reliability evaluation examples.

• You consistently meet deadlines and can be counted on to finish tasks.
• Your attendance record is impeccable, and you rarely take unexpected days off.
• You handle high-pressure situations with grace and remain productive.
• You deliver quality work consistently, which makes you a valuable team member.
• Your coworkers appreciate that they can rely on your steady performance.
• You maintain a high level of energy throughout the day.
• Your determination ensures that every task is completed to the best of your ability.
• You consistently exceed expectations with the quality of your work.
• Peers know that they can delegate tasks to you with confidence.
• You have a strong record of being prompt and ready to contribute when needed.

Weaknesses:

• Occasionally, your work may lack consistency when juggling multiple tasks.
• You could improve upon following up on tasks after initial completion.
• There are moments when your focus on details wanes, affecting reliability.
• You sometimes prioritize less important tasks, affecting overall productivity.
• Your performance occasionally drops under stressful circumstances.
• You’ve been known to require reminders on tasks you’ve committed to.
• Deadlines have been missed a few times, which has impacted team performance.
• You could work on maintaining steadiness in your attitude towards repetitive tasks.
• Reliance on team members for problem-solving could be reduced with more confidence.
• Balancing quality and speed is sometimes a challenge for you.

Time Management Performance Evaluation Examples

• You are skilled at prioritizing tasks and managing your time effectively.
• You rarely rush to complete tasks and consistently manage deliverables well before deadlines.
• Your planning skills are excellent, allowing you to allocate time for all tasks judiciously.
• You utilize time-saving strategies that increase your productivity without compromising quality.
• You make smart decisions on the fly that prevent wasted time.
• You balance multiple projects successfully and manage your time to accommodate all.
• Your efficient work pace sets a good example for your peers.
• You’ve mastered the skill of estimating how much time tasks will take.
• You delegate appropriately, which aids in effective time management.
• You have a talent for recovering lost time and getting back on schedule.
• You occasionally underestimate the time required for tasks, leading to delays.
• Procrastination has sometimes pushed you to complete tasks at the last minute.
• You could improve your ability to identify tasks that can be delegated.
• Time management during unexpected setbacks isn’t always effective.
• Balancing time between tasks and breaks has room for improvement.
• You sometimes spend too much time perfecting details on tasks that are less critical.
• Distractions can lead you off course and away from more immediate priorities.
• Overcommitting to tasks can sometimes jeopardize your time management.
• Prioritizing tasks based on importance rather than preference is an area for growth.
• You have been overly optimistic about how many tasks you can handle simultaneously.

Professionalism Evaluation Examples

• You consistently demonstrate respect and courtesy in all professional interactions.
• Your attire and demeanor are always appropriate for the workplace.
• You remain composed and professional, even in stressful situations.
• You show a deep respect for company policies and standards.
• You keep personal matters discreet and maintain a professional boundary at work.
• Your communication is clear, respectful, and appropriate for the audience.
• You handle criticism well and use it constructively to improve your work.
• You exhibit a positive attitude that lifts the mood of the entire team.
• Your behavior sets a positive example for new team members.
• You are adept at keeping non-work topics out of professional discussions.
• You occasionally allow personal calls or texts to interrupt your work.
• Attention to professional dress code could be more consistent.
• Maintaining professionalism during unexpected challenges needs attention.
• You sometimes forget to filter personal opinions in professional settings.
• There is a tendency to let stress affect your professional interactions.
• Balancing assertiveness and diplomacy is an area for growth.
• You could be more consistent in separating work and personal life.
• Let’s non-work topics provoke you more than they should.
• You could demonstrate more initiative in taking on professional development opportunities.
• Setting boundaries between personal and professional life could be improved.

Part 2 Problem-Solving Skills Performance Evaluation Phrases

Analytical thinking evaluation examples.

• You analyze issues systematically and come up with logical conclusions.
• You identify key components of a problem quickly and accurately.
• Your ability to break down complex issues into manageable parts is commendable.
• You employ a methodical approach to problem-solving that is effective.
• You consistently use relevant data to inform your problem-solving process.
• You excel at distinguishing between correlation and causation in complex scenarios.
• You adeptly prioritize issues to focus on the most critical problems first.
• You show an excellent capability for critical thinking and evaluating different viewpoints.
• You have a knack for identifying underlying problems that are not immediately apparent.
• You avoid jumping to conclusions and take the time to analyze the facts.
• You tend to over-analyze problems, which can lead to decision paralysis.
• You can be slow to identify the key components of complex issues.
• You sometimes miss the broader implications of a problem when focusing on details.
• You may rely too heavily on data, overlooking the need for gut-instinct decisions.
• You occasionally struggle to prioritize issues, which affects your efficiency.
• You are sometimes challenged by distinguishing relevant from irrelevant data.
• You might avoid making decisions due to fear of making the wrong choice.
• A tendency exists for you to overlook creative solutions when analytically solving problems.
• You can improve your critical thinking by considering a wider range of perspectives.
• At times, you might not communicate your analytical insights effectively to the team.

Creative Solutions Evaluation Examples

• You consistently devise innovative solutions to complex problems.
• You bring a fresh perspective to challenges, leading to unexpected breakthroughs.
• Your creativity often saves time and resources when addressing challenges.
• You have an innate talent for out-of-the-box thinking.
• You are adept at improvising when confronted with new issues.
• Your ability to see connections where others don’t leads to creative problem-solving.
• You are skilled at brainstorming sessions, contributing valuable ideas.
• You are not afraid to take calculated risks for the sake of innovative solutions.
• You handle ambiguity well, often turning it into an opportunity for creative solutions.
• You inspire your colleagues by showcasing how a creative approach can yield results.
• You sometimes focus too much on creativity and overlook the tried-and-tested solutions.
• There is a tendency for you to suggest ideas that are not practical for implementation.
• You occasionally prioritize novelty over functionality in problem-solving.
• You might rush to implement new ideas without fully considering their viability.
• You can improve on balancing creative thinking with practicality.
• You may benefit from focusing more on developing complete solutions rather than just imaginative ones.
• A pattern exists where you underestimate the time and effort needed to implement creative ideas.
• You might struggle to convince others of the value of your unconventional approaches.
• You could enhance your creativity by exposing yourself to more diverse viewpoints.
• At times, you might not follow through on innovative ideas, leaving them untested.

Part 3 Adaptability Performance Review Phrases

• You readily adjust your approach when faced with new challenges.
• You maintain composure and clarity of thought during unexpected changes.
• You quickly learn from setbacks and apply lessons to future problem-solving.
• Your flexibility allows for seamless transitions between tasks and roles.
• You skillfully juggle multiple tasks, adapting as priorities shift.
• You are always open to new methods and willing to abandon outdated practices.
• You demonstrate resilience when your initial problem-solving attempts are unsuccessful.
• You stay informed about industry trends, enabling you to anticipate and adapt to changes.
• You encourage others to embrace change and adapt their problem-solving strategies.
• You balance consistency with flexibility, understanding when each is needed.
• You can improve on how quickly you adapt to new situations.
• When plans change, you occasionally have difficulty adjusting your expectations.
• You sometimes resist new methodologies due to comfort with current practices.
• Learning from mistakes could be an area for your growth, to avoid repetition of errors.
• You may find it hard to balance multiple tasks when priorities shift.
• You could be more proactive in seeking new methods and strategies for problem-solving.
• Resilience in the face of unsuccessful attempts could be stronger.
• You might benefit from a greater awareness of industry trends to better anticipate changes.
• Encouraging others to adapt might not come naturally to you, but you can improve in this area.
• You can develop a clearer balance between when to be consistent and when to be flexible.

Part 4 Communication Skills Performance Review Phrases

Articulation and clarity evaluation examples.

• You articulate your thoughts clearly and confidently in meetings.
• You convey complex information in a way that’s easy to grasp.
• Your ability to explain is reflected by low instances of miscommunication.
• You use language effectively to persuade and inform your colleagues.
• Your presentation skills are polished, creating engaging and impactful sessions.
• You maintain a clear and concise style of communication.
• Your emails and reports are consistently well-structured.
• In discussions, you stay on topic and contribute insightful points.
• You are adept at translating technical jargon into everyday language.
• You possess a strong vocabulary that enriches your verbal and written communication.
• You sometimes struggle to make your point succinctly.
• Technical terms and jargon often cloud your message.
• You tend to provide more detail than necessary, leading to information overload.
• Your ability to articulate your thoughts under stress needs improvement.
• Non-verbal cues like facial expressions and gestures are sometimes inconsistent with your words.
• In writing, you struggle to maintain a clear flow of ideas.
• Your instructions sometimes lack clarity, causing confusion.
• During presentations, you occasionally go off-topic.
• You occasionally assume knowledge on the part of the listener, leading to misunderstandings.
• You have had instances of misinterpretation when explaining complex subjects.

Active Listening Evaluation Examples

• You give speakers your full attention, which encourages open communication.
• You’re skilled at picking up on non-verbal cues in conversations.
• You effectively summarize and reflect on what’s been said to ensure understanding.
• You patiently allow others to speak without interruption.
• You ask relevant questions that demonstrate your engagement in the conversation.
• Your eye contact with speakers is steady, showing your interest.
• You consistently provide feedback that acknowledges the speaker’s points.
• You recognize the importance of listening to all ideas before responding.
• You avoid getting distracted, maintaining a focus on the speaker.
• You encourage others to contribute, improving team communication.
• You occasionally interrupt others while they’re speaking.
• Sometimes you miss key details because of multitasking during conversations.
• Your body language at times shows a lack of interest in the discussion.
• You tend to give premature advice before hearing the full story.
• You struggle with jumping to conclusions before the speaker is finished.
• Your responses sometimes indicate a misunderstanding of the speaker’s points.
• You find it challenging to maintain attention in longer meetings.
• You rarely ask questions, which may suggest you’re not fully engaged.
• You might not always recall important details of previous discussions.
• You can sometimes focus too much on formulating a response rather than listening.

Constructive Feedback

• You offer feedback that is specific, helpful, and targeted towards growth.
• You can highlight strengths while also providing advice for improvement.
• Your comments are always respectful, regardless of the situation.
• You deliver feedback in a manner that is motivating rather than discouraging.
• You are receptive to feedback and use it to better your own communication.
• You facilitate an environment where feedback is seen as a tool for development.
• You ensure that your feedback is timely, enhancing its effectiveness.
• When giving feedback, you stay focused on behavior and actions rather than personal attributes.
• You demonstrate empathy when delivering potentially difficult feedback.
• You balance praise and constructive criticism well.
• Your feedback can sometimes lack specificity, making it hard to act on.
• You have a tendency to focus on negatives more than positive achievements.
• You might delay providing feedback, which reduces its impact.
• Your attempts at constructive criticism can occasionally be perceived as personal attacks.
• You are sometimes defensive when receiving feedback from others.
• You occasionally forget to follow up on feedback provided to ensure understanding.
• You might not always tailor your feedback to the individual’s style of receiving it.
• There are times when your feedback lacks clear actionable steps.
• When overwhelmed, you may provide cursory feedback that lacks depth.
• You rarely provide recognition for improvements following feedback.

Part 5 Teamwork and Collaboration Evaluation Comments

Conflict resolution evaluation examples.

• You tackle disagreements constructively to find mutually beneficial outcomes.
• Your diplomatic approach to conflicts fosters a respectful work environment.
• You actively listen to your team members’ concerns and facilitate a fair discussion.
• Your skills in mediation often turn potential conflicts into positive dialogues.
• You remain impartial during disputes, ensuring that all sides are considered.
• Your ability to stay calm under pressure prevents conflicts from escalating.
• You prioritize finding solutions over assigning blame when resolving team disputes.
• Your open-mindedness allows you to see conflicts from various perspectives.
• You possess strong negotiation abilities that help you resolve differences quickly.
• You encourage a culture of openness which helps prevent misunderstandings.
• Sometimes you avoid confrontations that can lead to unresolved team issues.
• You occasionally rush conflict resolution, which can leave some issues unaddressed.
• Your reluctance to give candid feedback may allow conflicts to recur.
• At times, you prioritize being liked over making the necessary tough decisions.
• You struggle with handling conflicts involving strong personalities.
• You may be too compromising, resulting in solutions that don’t satisfy everyone involved.
• Your discomfort with conflict can make you less effective in heated discussions.
• You sometimes take criticism personally, which can cloud your judgment in resolving conflicts.
• Your hesitation to step in early sometimes allows small issues to become bigger problems.
• At times, you focus too much on details and forget the bigger picture in conflict situations.

Contribution to Team Goals

• You consistently meet your individual targets, contributing positively to the team’s objectives.
• Your proactive attitude drives the team forward and motivates others to contribute.
• You clearly understand the team’s goals and align your efforts to achieve them.
• Your innovative ideas have a significant impact on the team’s success.
• You excel in identifying tasks that advance the team’s goals and work diligently to complete them.
• Your ability to align personal objectives with team targets enhances group unity.
• You frequently volunteer for assignments that support the team’s objectives.
• Your foresight in planning ensures that your contributions are timely and effective.
• You regularly set challenging yet achievable goals for yourself that benefit the teamwork.
• You understand and leverage your strengths to maximize your contributions to the team.
• You occasionally focus too much on individual tasks, neglecting the team’s broader objectives.
• Your tendency to work in isolation can sometimes hinder collaborative efforts.
• You may hesitate to take on tasks outside of your comfort zone that could aid in achieving team goals.
• At times, your contributions are limited by a lack of awareness of the team’s needs.
• Your reluctance to take on leadership roles can slow down team progress.
• You sometimes underestimate the time and effort required for tasks, impacting the team’s goals.
• You occasionally miss opportunities to offer help outside of your assigned tasks.
• Your difficulty in delegating can lead to personal overload and less contribution to the team.
• You may resist changing your approach, even when it’s not aligning with team objectives.
• You sometimes fail to prioritize tasks that would more directly contribute to the team’s success.

Supporting Team Members Evaluation Examples

• You are always available to help your colleagues, which strengthens team collaboration.
• Your mentorship of newer team members accelerates their integration and productivity.
• Your encouragement and recognition of others’ achievements boost team morale.
• You actively share your knowledge and expertise, which helps the entire team grow.
• Your positive and inclusive approach makes everyone feel valued and engaged.
• Your attentiveness to others’ needs ensures that support is given where it’s most effective.
• You adapt your working style to complement others, creating a more cohesive team.
• You are skilled at providing constructive feedback that nurtures your colleagues’ development.
• Your willingness to step in during others’ absences keeps the team running smoothly.
• You recognize the importance of celebrating team successes together.
• You are sometimes too focused on your own tasks to notice when colleagues need support.
• Your discomfort with giving feedback can lead to missed opportunities for team improvement.
• Your busy schedule may prevent you from offering the support your teammates need.
• You might struggle to balance your workload with the time required to assist others.
• You occasionally withhold information that could be beneficial to your team members.
• Your inconsistent availability makes it difficult for team members to rely on you for support.
• You may be overly critical, which can discourage team members rather than help them improve.
• Your reluctance to ask for help can set a tone that asking for support is a sign of weakness.
• You sometimes fail to recognize the achievements of your team members, affecting their motivation.
• You may not always be aware of the personal strengths and weaknesses of your teammates, which can lead to inefficient collaboration.

Part 6 Leadership Abilities Performance Review Phrases

Decision making performance evaluation examples.

• You analyze all available information before making an informed choice.
• You reliably make tough decisions under pressure, demonstrating your resolve.
• Your decisiveness is a catalyst for team progress and morale.
• You consider the long-term impact of your decisions, which benefits the whole team.
• You weigh the pros and cons effectively, leading to sound business choices.
• You gather diverse perspectives before finalizing a critical decision.
• Your ability to make strategic decisions contributes positively to our goals.
• You use a combination of data and intuition to guide your decision-making process.
• You show confidence in your decisions, which instills trust in your team.
• You are quick to make decisions, keeping projects moving forward efficiently.
• Sometimes you hesitate, which can delay decision-making processes.
• At times, you can make decisions without consulting others who will be affected.
• You tend to avoid making tough calls, which can create bottlenecks.
• Occasionally, you overlook important details that could affect outcomes.
• You might rush decisions without thoroughly considering all aspects.
• Your reluctance to take risks can hinder innovation and growth.
• You can be indecisive when faced with ambiguous situations.
• At times, you might prioritize your own perspective over collective input.
• You have shown a tendency to second-guess your decisions, creating uncertainty.
• You might not always adapt your decision-making to new information quickly enough.

Delegation and Empowerment

• You delegate tasks effectively, playing to each team member’s strengths.
• You empower your team by entrusting them with meaningful responsibilities.
• Your delegation skills bolster team confidence and skill-building.
• You ensure everyone has clarity on their roles and expectations after delegation.
• You’re adept at recognizing when to step in and when to let team members take the lead.
• Your approach to delegation increases overall team productivity.
• You foster independence in your team, which encourages professional growth.
• You use delegation to effectively balance your workload and focus on strategic planning.
• You support delegated tasks with appropriate resources and guidance.
• You provide constructive feedback that helps team members grow post-delegation.
• You sometimes delegate without providing clear directions, which can lead to confusion.
• You might hesitate to delegate key tasks, leading to overburdening yourself.
• You occasionally assign tasks to people who are not yet ready for them.
• You may overlook ensuring accessibility to needed resources for delegated tasks.
• You can micromanage, which discourages autonomy in your team.
• You might not delegate enough, limiting your team’s development opportunities.
• You avoid delegating high-stakes tasks, even when others are capable.
• You can delegate without considering individual team member workload.
• You tend to delegate without follow-up, which can lead to tasks falling through.
• You sometimes neglect to give credit for accomplishments on delegated tasks.

Vision and Goal Setting Performance Evaluation Examples

• You set clear, achievable goals that align with our overall vision.
• You articulate the vision in a way that motivates and inspires your team.
• Your goal-setting provides a road map that guides the team’s efforts effectively.
• You involve your team in the goal-setting process, fostering ownership and commitment.
• You set aspirational yet realistic targets that challenge and stretch the team’s capabilities.
• You reassess and adjust goals as needed to reflect changing circumstances.
• Your consistent communication ensures everyone is aligned with the team’s vision.
• You prioritize your goals and focus the team’s energy where it’s most impactful.
• You recognize and celebrate progress towards goals, which boosts morale.
• You provide the resources and support necessary to achieve set goals.
• You may set goals that are too ambitious, causing overwhelm and burnout.You sometimes lack clarity in your vision, which can confuse team priorities.
• Occasionally, your goals aren’t sufficiently aligned with broader company objectives.
• You might not communicate goals effectively to all team members.
• You can neglect to measure progress, which can lead to a lack of accountability.
• Your goals might sometimes reflect personal ambitions over team capacity.
• You sometimes fail to adjust goals when new information suggests a need for change.
• You may not involve the team in goal formulation, limiting their investment.
• You might overlook celebrating small wins, which can dampen enthusiasm.
• You occasionally set goals without a clear plan for achieving them, leading to uncertainty.

Part 7 Technical Skills Performance Evaluation Comments

Proficiency in required tools.

• You quickly master new software relevant to your job.
• Your typing speed exceeds the team average, boosting your productivity.
• You efficiently use advanced features of industry software.
• You display in-depth knowledge of the tools required for your role.
• You regularly use shortcuts and features in tools that save time.
• You have expert-level knowledge of essential programs.
• Your file organization enhances the accessibility for the team.
• You adapt swiftly to new tools introduced to your workflow.
• You demonstrate thorough understanding and efficient use of collaborative platforms.
• You assist colleagues with technical difficulties in software.
• You sometimes struggle with complex functions of standard software.
• Your hesitance to use new tools can delay your workflow.
• You frequently need help with technical issues.
• You avoid using software features that could improve your work.
• You tend to stick to known tools, missing out on more efficient alternatives.
• Your file management makes it difficult for others to navigate shared resources.
• You have yet to master the fundamental functions of some core programs.
• You are slow to adopt updates and new versions of existing software.
• You could improve your knowledge of productivity software used daily.
• You let technical issues hinder your work rather than seeking timely solutions.

Technical Problem Solving

• You systematically approach technical issues and resolve them efficiently.
• Your ability to troubleshoot software problems prevents downtime.
• You have an analytical mindset that helps in identifying technical glitches quickly.
• You often come up with innovative solutions to technical challenges.
• Your documentation of resolved issues aids in knowledge sharing.
• You take proactive steps in managing technical risks before they become an issue.
• Your critical thinking leads to fewer repeat issues.
• You research to enhance your problem-solving tactics.
• You practice patience when unraveling complex technical problems.
• Your teaching of problem-solving techniques to peers strengthens the team.
• You may become stressed when facing unexpected technical problems.
• Your approach to troubleshooting lacks a structured methodology.
• You are reluctant to ask for help when a technical issue is beyond your expertise.
• You tend to apply temporary fixes rather than searching for long-term solutions.
• Your documentation of technical solutions is sometimes incomplete.
• You avoid preemptive action on technical problems, leading to larger issues.
• You could enhance your critical evaluation skills to solve technical problems more effectively.
• You rely on others for information rather than conducting your own research.
• Your frustration with complicated issues can affect your efficiency.
• You hesitate to share successful problem-solving strategies with colleagues.

Up-to-Date With Industry Standards

• You actively follow industry news and apply relevant updates to your work.
• You attend workshops to stay informed about current technologies.
• Your knowledge of industry standards ensures compliance and efficiency.
• You are familiar with the latest trends and incorporate them into your projects.
• You maintain certifications crucial to your field.
• You advocate for practices that align with current standards.
• You subscribe to professional journals to keep your knowledge fresh.
• You often recommend new methods that enhance productivity and quality.
• You frequently mentor colleagues on industry best practices.
• Your understanding of cutting-edge technologies positions you as a team resource.
• You haven’t updated your technical certifications in several years.
• You are sometimes unaware of new regulations affecting your industry.
• You could benefit from more active participation in professional networks.
• You rarely read professional publications which can limit your industry insights.
• You’re hesitant to adopt industry standards that could improve work quality.
• You don’t always ensure your skills align with evolving industry requirements.
• You overlook opportunities for professional development related to industry changes.
• Your reluctance to embrace new technologies can leave you behind industry peers.
• You seldom engage with thought leaders and innovators in your field.
• You neglect to teach new standards and practices to your team.

Part 8 Interpersonal Skills Performance Review Examples

Effective interpersonal skills are pivotal in fostering a collaborative work environment. They enable you to interact harmoniously with colleagues and build strong professional relationships. These skills encompass empathy, relationship building, and cultural competence, which define how you communicate, understand, and respect the diverse perspectives within your team.

Empathy and Understanding Evaluation Examples

• You often recognize the feelings of others and respond with appropriate care.
• Your ability to listen actively makes your colleagues feel valued.
• You demonstrate patience when helping team members through challenges.
• Your keen sense of perception enables you to notice when someone is struggling.
• You always make time to assist others, even when your own workload is heavy.
• You communicate understanding even in high-pressure situations.
• Your supportive feedback helps improve team morale.
• You have a talent for de-escalating conflicts with your calm demeanor.
• You exhibit genuine interest in the well-being of your peers.
• Your tendency to give others the benefit of the doubt fosters a positive team dynamic.
• Sometimes you overlook the emotional cues of your colleagues.
• You find it challenging to balance empathy with objective decision-making.
• You might hesitate to provide direct feedback for fear of offending others.
• At times, you prioritize your own tasks over supporting your colleagues.
• Your response to others’ stress can occasionally come across as dismissive.
• You may struggle to manage your emotions during team conflicts.
• There’s room to develop a more approachable demeanor when under stress.
• You’ve been known to withdraw from team discussions when there is tension.
• Your comfort level with different personalities could use improvement.
• Sometimes you miss the opportunity to show empathy because of your focus on task efficiency.

Building Relationships Evaluation Examples

• You maintain open lines of communication with team members.
• Your friendly attitude contributes to a warm team environment.
• You consistently show appreciation for the efforts of your colleagues.
• Your efforts to include all voices in discussions do not go unnoticed.
• You’re often the one who initiates team-building activities.
• You have a knack for remembering and acknowledging your teammates’ milestones.
• Your willingness to share credit enhances team unity.
• Your positive and welcoming nature encourages new ideas.
• You have a reputation for being trustworthy and dependable.
• Your capacity to navigate interpersonal dynamics helps resolve conflicts.
• You tend to stick with familiar colleagues rather than reaching out to new team members.
• You occasionally let personal biases affect your professional relationships.
• You’ve struggled to maintain relationships through prolonged virtual work.
• You may avoid tough conversations that are necessary for relationship-building.
• Sometimes, your networking efforts might seem disingenuous.
• You can be too competitive, which might strain relationships with peers.
• Your interactions with others are sometimes too task-focused, missing personal touches.
• You might hesitate to share constructive criticism that can strengthen work relationships.
• Occasionally, you wait for others to reach out first, which can slow relationship development.
• You might focus on your department’s needs without considering cross-departmental relationships.

Cultural Competence Evaluation Examples

• You display an awareness of different cultural practices and respect their importance.
• You actively participate in diversity and inclusion training sessions.
• You encourage the inclusion of diverse traditions in team events.
• Your communication style is respectful of varied cultural backgrounds.
• You often step up to mediate when cultural misunderstandings arise.
• You’re adept at adapting your workstyle to fit a variety of cultural contexts.
• Your curiosity about different cultures enriches team knowledge.
• You champion initiatives that promote cultural awareness within the team.
• You recognize the contributions of all cultural perspectives in problem-solving.
• Your global mindset enhances collaboration across international teams.
• You may inadvertently use colloquialisms that not all cultures understand.
• You sometimes struggle with adjusting your communication style for different cultural norms.
• You may not always be up to date on cultural etiquette, leading to misunderstandings.
• You occasionally forget to account for cultural holidays when scheduling team activities.
• You might not always consider the cultural dimensions of team decisions.
• You sometimes miss opportunities to incorporate cultural considerations in your projects.
• You could benefit from more exposure to varied cultural perspectives.
• Your approach to cultural diversity in the workplace is sometimes too passive.
• You may rely too heavily on colleagues from certain backgrounds to educate others.
• You’ve experienced challenges when collaborating with teams from different cultural settings.

Part 9 Self-Management Performance Review Examples

Self-motivation evaluation examples.

• You consistently demonstrate an eagerness to tackle new challenges.
• You display a strong commitment to achieving personal and professional goals.
• You often take initiative without needing prompting from others.
• You have a history of surpassing targets through personal drive.
• You maintain high levels of energy and enthusiasm for your work.
• You are persistent, never giving up on tasks until they are completed.
• You actively seek out learning opportunities to enhance your skills.
• You set a positive example for others with your can-do attitude.
• You possess a strong inner drive that boosts your productivity.
• You exhibit ambition that motivates you to constantly improve.
• You sometimes struggle to find the drive to start new tasks.
• You occasionally require external motivation to engage with projects.
• You tend to procrastinate, especially on tasks that are less interesting.
• You have shown difficulties in sustaining motivation over long periods.
• You occasionally lack the initiative to tackle tasks without guidance.
• You rarely take the lead and wait to be assigned roles in team projects.
• You sometimes avoid challenging tasks outside your comfort zone.
• You can have a hard time setting and sticking to personal goals.
• You exhibit reliance on team encouragement to stay motivated.
• You have moments where you lack the drive to pursue professional development.

Stress Management Evaluation Examples

• You remain calm and effective, even under tight deadlines.
• You employ effective coping strategies to handle workplace stress.
• You maintain composure in high-pressure situations.
• Your ability to stay focused under stress is a valuable asset to your team.
• You manage stress without allowing it to affect your work quality.
• You resist burnout by balancing professional and personal life effectively.
• You keep a level head and make sound decisions in stressful circumstances.
• You prioritize tasks well, reducing stress by avoiding last-minute rushes.
• Your resilient attitude helps you bounce back from setbacks quickly.
• You channel stress into positive actions and outcomes.
• You tend to become overwhelmed when facing multiple deadlines.
• You occasionally let stress affect your interactions with colleagues.
• You find it hard to concentrate when stressed, affecting productivity.
• You sometimes overlook stress-coping methods, leading to burnout.
• You can improve on seeking support when feeling overburdened.
• You occasionally take on too much, which can increase stress levels.
• Under stress, you have lapses in attention to detail.
• You might benefit from better time management to alleviate stress.
• You tend to worry excessively about future tasks and responsibilities.
• Your physical health sometimes suffers as a result of workplace stress.

Independence Evaluation Examples

• You excel at working independently without the need for constant oversight.
• You are self-reliant, often solving problems on your own.
• You take ownership of your projects and see them through to completion.
• Your ability to work autonomously is a strength within your team.
• You efficiently manage your workload without supervision.
• You are proactive in finding resources you need for your tasks.
• You make well-considered decisions without relying heavily on others.
• You prioritize effectively, which bolsters your independent work.
• You confidently navigate through unexpected challenges on your own.
• You demonstrate self-sufficiency in meeting your responsibilities.
• You sometimes hesitate to make decisions without input from others.
• You could benefit from trusting your judgment more in independent settings.
• You tend to check in frequently, even for routine tasks.
• Your reluctance to take the lead on projects can slow progress.
• You occasionally depend on explicit instruction for routine tasks.
• You can improve on your ability to work without validation from superiors.
• You may rely on team input more than necessary.
• Your hesitancy to work independently can delay task completion.
• You sometimes lack confidence in your ability to manage tasks solo.
• You might be better off seeking opportunities to demonstrate your autonomy.

Part 10 Innovation and Creativity Performance Evaluation Examples

Originality evaluation examples.

• You frequently offer new perspectives that lead to project improvements.
• Your imaginative approaches often result in efficient problem-solving.
• You have a knack for thinking outside of the box that energizes your team.
• Your ideas are refreshing and contribute to the evolution of our work.
• You bring a creative flair that sets a high bar for innovation.
• You consistently come up with original ideas that advance our mission.
• Your ability to see things differently is an asset to the team.
• You are not afraid to challenge the status quo with inventive proposals.
• You effectively combine creativity with practicality.
• Your unique viewpoint helps us uncover hidden opportunities.
• You sometimes struggle to contribute original ideas during brainstorm sessions.
• Your suggestions tend to be safe and conventional rather than innovative.
• You may benefit from taking more risks with your creativity.
• You rarely venture beyond established ideas to suggest something novel.
• There’s a hesitance to voice unique ideas, possibly due to a lack of confidence.
• You could work on developing more distinctive solutions to common problems.
• At times, your thinking is aligned too closely with existing patterns.
• It would help if you cultivated confidence in your creative capacities.
• Encouraging self-expression could enhance your inventive output.
• There’s room to grow in showcasing your original thought processes.

Curiosity and Learning Evaluation Examples

• You display a genuine interest in learning new things that can be seen in your work.
• Your curiosity leads you to ask insightful questions that benefit project development.
• You have a commendable thirst for knowledge that keeps you well-informed.
• Your willingness to explore unfamiliar topics brings fresh insights.
• You consistently stay up-to-date with industry trends, improving our competitive edge.
• Your pursuit of learning has a positive ripple effect on your colleagues.
• You actively seek out educational opportunities to better your craft.
• You set a strong example for continual growth and knowledge expansion.
• Your ability to quickly learn and apply new concepts is impressive.
• You are always curious about how to innovate, which promotes growth.
• You might enhance your innovation by showing more eagerness to learn new skills.
• There’s a tendency to focus on what you already know rather than exploring new ideas.
• You sometimes appear reluctant to dive into unknown subjects.
• Expanding your professional knowledge could further your contribution to innovation.
• Greater openness to continual learning would positively impact your creative input.
• You could work on applying what you learn more effectively to your tasks.
• Encouraging yourself to step outside your comfort zone in learning could yield benefits.
• You may find additional inspiration by broadening your knowledge base.
• Taking more initiative in self-education could enhance your work.
• You could show more proactive interest in industry changes and learning opportunities.

Implementation of Ideas Performance Evaluation Examples

• You excel at executing ideas into successful projects that expand our capabilities.
• Your ability to transform concepts into practical applications is commendable.
• You actively work to bring your innovative ideas to life.
• Your skill in implementing plans contributes substantially to our progress.
• You have a strong record of turning brainstormed ideas into realities.
• Your creative solutions are not only unique but also executable.
• You see projects through from the idea phase to completion with finesse.
• The thoroughness of your planning ensures successful innovation implementation.
• Your follow-through on creative initiatives is an example for all team members.
• You collaborate effectively to make your ideas a tangible success.
• You could improve by translating more of your creative thoughts into action.
• Sometimes your ideas remain conceptual without moving towards execution.
• You may benefit from developing more detailed plans for your creative projects.
• Your ability to implement ideas could be enhanced with better project follow-through.
• There’s potential for growth in converting your creativity into practical outcomes.
• You could seek collaboration to boost the execution of your ideas.
• Refining your project management skills will help in actualizing your concepts.
• You might strive to balance ideation with the logistical aspects of implementation.
• While your ideas are innovative, they would benefit from more structured execution plans.
• Taking initiative in the early stages of implementation could strengthen your success rate.

Part 11 Customer Service Performance Review Phrases

Client satisfaction evaluation examples.

• Consistently receives high ratings on customer satisfaction surveys.
• You often recognize clients’ unspoken needs and go the extra mile to fulfill them.
• You create an inviting atmosphere that encourages customer loyalty.
• Recalls regular customers’ preferences, making them feel valued.
• You excel in providing personalized service that turns first-time buyers into regulars.
• You adapt to different customer personalities with ease and poise.
• You’re a keen listener, always fully attentive to the customer’s words.
• You’ve mastered the art of up-selling and cross-selling without being pushy.
• Your follow-up calls have significantly increased customer retention rates.
• Demonstrates patience and empathy, even with the most challenging customers.
• Tends to dismiss customer feedback which could be critical for service improvement.
• Sometimes you rush service, missing opportunities for deeper customer engagement.
• Embarrassment in acknowledging a company error, which may erode trust.
• Occasionally forgets to maintain efficient after-sales communication.
• Let’s frustration show when dealing with indecisive customers.
• You have been hesitant to ask probing questions that could enhance understanding.
• A few instances of miscommunicating product benefits to customers were noted.
• Your follow-ups could sometimes come off as too scripted or impersonal.
• Has received comments on being too technical in explanations, not customer-friendly language.
• At times, non-verbal cues from customers are overlooked, leading to misunderstands.

Service Efficiency Examples

• Your ability to multitask without compromising on quality is commendable.
• You consistently meet service response deadlines.
• Effectively manages peak times with prompt service and a calm demeanor.
• Your preparation and organization minimize customer waiting times.
• Demonstrates proficient use of company systems to expedite service.
• Strong problem-solving skills ensure quick and appropriate solutions.
• You record and update customer data meticulously, reducing future service delays.
• You provide clear and concise information that enhances service flow.
• Your swift handling of service tickets results in lowered waiting times for customers.
• You have a knack for prioritizing tasks for optimal service delivery.
• Occasionally allows back-to-back customer engagements to impact service quality.
• You could improve on cross-referencing resources to speed up response time.
• There have been instances of overlooking efficiency for the sake of small talk.
• Your preparation for peak service times needs improvement.
• You might over-promise on timing, creating customer disappointment.
• Sometimes forgets to log important customer interactions, leading to service gaps.
• Rare occasions of misusing company systems have caused delays.
• Needs to embrace more effective strategies to manage long queues.
• Not always up-to-date with product knowledge, which can slow down service.
• You may improve on delegating tasks to avoid service bottlenecks.

Handling Complaints Evaluation Examples

• You deftly turn customer complaints into constructive feedback.
• Handles difficult conversations with customers professionally and calmly.
• You take responsibility for mistakes and work diligently towards remedying them.
• You’ve shown adeptness in deescalating tense situations with customers.
• Employs active listening to fully understand the customer’s concerns.
• Your solution-oriented mindset has positively resolved numerous conflicts.
• You skillfully navigate company policies to accommodate customer grievances.
• Personal follow-ups on resolved complaints demonstrate your commitment to satisfaction.
• Your genuine apologies have often converted critics into advocates.
• Tailors communication to suit the emotional state of the customer, soothing frustrations.
• Sometimes, you take customer complaints personally, which can be counterproductive.
• Tendency to offer quick solutions without fully grasping the issue.
• You could show more empathy to better connect with upset customers.
• Your follow-up on resolved issues is sometimes inconsistent.
• Has shied away from assertively enforcing company policies when necessary.
• Misses opportunities to fully document complaint resolutions for the team’s learning.
• You struggle to maintain patience during prolonged complaint resolutions.
• Could use more training on conflict resolution techniques.
• Rarely, your language has been too formal, not aligning with customer emotions.
• You have been known to avoid confrontation, delaying the handling of complaints.
• Self Evaluation Examples [Complete Guide]
• 40 Examples of Leadership Self-Evaluation Comments
• 30 Examples of Teamwork Self Evaluation Comments
• 40 Competency Self-Evaluation Comments Examples
• 30 Examples: Innovation and Creativity Self Evaluation Comments
• 42 Adaptability Self Evaluation Comments Examples

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10 Perfect Powerpoint presentation feedback examples templates

Presentation makes your work more sense able, engaging and beautiful. Feedback presentation is necessary about your work because you need to satisfy your customers with your work. Customer feedback may help organizations in locating and fixing problems, enhancing a good or service, and introducing new features and goods.

For this purpose, you need to create powerpoint Presentation feedback examples. To obtain the full picture, keep note of both good and negative client comments. This method for improving customer satisfaction includes several steps and customer feedback.

In this blogpost we are going to discuss about powerpoint Presentation feedback example after reading this you are able to create a good Presentation feedback example. Using this imaginative set, which includes customizable features, concentrate and convey information on five phases.

10 PowerPoint Presentation Feedback Examples

1.  computer courseware presentation, 2.  medical colorful presentation, 3.  business proposal presentation.

The business Proposal presnentation template is as below.

4.  Feedback Example for Fresh Blue Presentation for Medical Beauty

5.  promotion marketing presentation, 6.  modern student summary report presentation, 7.  personal business work summary presentation examples, 8.  black and red business report presentation feedback examples, 9.  common presentation feedback examples, 10.  examples of positive feedback on a presentation, how to provide feedback on the presentation.

Providing feedback on a presentation can be crucial for the presenter's growth and improvement. It's important that feedback is constructive and specific to be most useful. Here's a guide on how to provide feedback on a presentation:

Start with Positive Feedback : Before discussing areas that need improvement, begin by pointing out what the presenter did well. This could be anything from their choice of visuals, their clear speech, their well-structured arguments, to their engaging presentation style. This sets a positive tone and shows you're not just focusing on negatives.

Be Specific and Objective : It's important to provide specific examples when giving feedback. Instead of saying, "Your presentation was confusing," say something like, "I was confused by the section about market analysis because it lacked necessary data." This makes your feedback actionable and more helpful.

Balance Criticism with Praise : Try to maintain a balance between the positives and negatives in your feedback. This is often referred to as the "sandwich method" where you sandwich criticism between two pieces of positive feedback.

Offer Concrete Suggestions : When you point out areas for improvement, offer concrete suggestions on how they could be enhanced. For example, if you feel that the presentation lacked visuals, suggest the kinds of visuals that could be incorporated and why you think they would improve the presentation.

Consider the Presenter's Objectives : Keep in mind the purpose of the presentation and the presenter's objectives. Make sure your feedback aligns with these objectives and helps the presenter achieve them more effectively.

Keep It Constructive : Even if there's a lot of room for improvement, focus on ways the presenter can improve, rather than just pointing out what went wrong. Your goal should be to help them become better, not to discourage them.

Use a Gentle Tone : The way you present your feedback is almost as important as the feedback itself. Make sure your tone is gentle, understanding, and supportive, rather than harsh or overly critical.

End on a Positive Note : Conclude your feedback by summarizing the presenter's strengths and encouraging them to continue working on the areas of improvement. This will help them feel more motivated and positive about their progress.

Remember, feedback should be a tool for growth, not a weapon to criticize or belittle someone. Always provide feedback with the intention of helping the presenter improve.

Be Constructive : Always aim to provide feedback that can help the presenter improve.

Be Prompt : Give your feedback as soon as possible so that it's still fresh in the presenter's mind.

Do a Few Rounds of Feedback : Don't aim to catch everything in one go. Iterative feedback can be more effective.

Be Specific : Avoid vague comments. Point out exact moments and slides where the presenter can improve.

Be Actionable : Make sure your feedback can be acted upon. Suggest concrete steps for improvement.

It is Recommended to Use WPS Office

We highly recommend downloading and installing WPS Office . This comprehensive tool is not only free but also user-friendly, even for beginners. After installation, you'll receive a free membership that grants access to a variety of professional templates. These templates can be effectively combined with the feedback examples mentioned in this guide to craft exceptional presentations. With a vast selection of sample templates available in the WPS store, you're sure to find something to meet your everyday work and personal needs.

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Q1: what feedback should i ask for in a presentation.

When asking for feedback on your presentation, it's important to consider the key areas where you would like to improve. Here are some specific aspects you might request feedback on:

Content Clarity: Did the audience understand the main points you were making? Was your argument logical and well-structured?

Delivery: Did you speak clearly and loudly enough? Did your tone and pace vary, or was it monotonous?

Visual Aids: Were your visuals engaging and informative? Did they help illustrate your points, or were they confusing?

Engagement: Did you engage the audience well? Did they seem interested and attentive?

Use of Time: Did you use your allotted time effectively? Were some sections rushed or too slow?

Handling Questions: How effectively did you answer questions from the audience?

Overall Impact: What was the overall impact of the presentation? Did it meet its objectives?

Q2: How do you describe a good presentation?

A good presentation can be described as follows:

Clear and Concise: The presenter delivers information in a clear and concise manner, avoiding unnecessary jargon and ensuring the audience can follow along.

Engaging: The presentation captures and holds the attention of the audience. This could be achieved through storytelling, humor, relevant examples, or interactive elements.

Well-structured: The presentation has a logical flow, with an introduction, a middle, and a conclusion. Each part is connected and the transitions are smooth.

Visually Appealing: Use of visual aids like slides, graphs, charts, or videos are effective and enhance the understanding of the topic.

Informative: The audience comes away having learned something new or having gained a fresh perspective on the topic.

Interactive: A good presentation is not a monologue, but a dialogue. The presenter engages with the audience through questions, discussions, or other interactive elements.

Q3: How do you give positive feedback to speakers?

Positive feedback should always be specific and genuine. Here are some examples:

Praise their Strengths: Identify specific strengths of the presenter. For example, "Your clear explanation of the concept really helped me understand it better," or "Your storytelling ability made your presentation very engaging."

Acknowledge their Effort: Recognize the effort that went into preparing and delivering the presentation, such as research or creativity in visual aids.

Highlight Improvement: If you've seen this person present before, highlight areas in which they've improved. This shows that you're paying attention to their progress.

Appreciate their Impact: Let them know the impact they've had on you or the audience. For example, "Your presentation really made me think about the issue in a new way."

Remember, even if you're giving positive feedback, it's important to be honest and sincere. Constructive praise will be more beneficial to the presenter's growth than hollow compliments.

In this guide, we've explored how to give effective feedback on PowerPoint presentations, using ten practical examples to illustrate key points. We've highlighted essential feedback techniques, such as being constructive, prompt, specific, and actionable. We also recommend using WPS Office , a free, user-friendly tool packed with professional templates to aid in crafting your presentations. By implementing these methods, you can elevate your feedback skills and contribute to the improvement of presentation quality in your personal and professional life. Always remember, a well-structured feedback loop is a cornerstone of continuous improvement.

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94 Example Performance Review Phrases and Comments for Skills and Competencies

There are few employees who truly enjoy the idea of annual performance review . The concept of being judged and criticised by those above them can send a shiver down anyone’s spine.

As this can be a nerve-wracking time for employees, continuous learning performance review comments are vital for a comprehensive and positive workplace. The more in-depth, the more good that can come from it and certainly getting your performance review comments and phrases right make a big difference. Here we show you some supervisor comments and recommendations:

What to Include in your Performance Evaluation

• positives and negatives.

Bad performance reviews can lead to low productivity, decreased morale and the chance the employee will leave. This means that it is important to balance the negative comments with some positive  constructive feedback .

Performance reviews are there to identify areas of improvement, but highlighting examples of good work or strengths is key to maintaining a good relationship with your staff. Always keep learning ability performance review phrases.

• Goals and outlooks

As many businesses are very busy, there sometimes isn’t enough time to check in with all of your employees on a personal basis. Although they are getting the work done as a team, you might not be sure how they are progressing individually.

Take the time during a performance review to set out some personal goals with the employee and talk about their role in the wider scheme. This will give them something to strive towards over the course of the year.

• Good constructive feedback

Although you don’t want to fight your staff on every negative aspect of the performance review, you should give them the opportunity to respond to your suggestions.

This may reveal other issues in the business as well as opening the lines of communication with this particular employee. They will certainly respect you more if you give them the chance to provide continuous feedback on their own performance.

• Sample Performance Review Phrases

The saying, “Always choose your words carefully” is applicable not only during inter-personal communication but it holds true in a corporate context as well, especially during sensitive matters like performance reviews.  A performance review needs to be a balanced affair where as a manager or supervisor you are required to state the obvious, and communicate an effective feedback to the employees. The secret is to craft your performance review comments in such a manner to be specific and short and succinct without sounding on the edge.

To develop your ability to learn appraisal comments, heres a comprehensive list of example phrases, comments, and constructive feedback examples as ideas and inspiration for your next performance review , performance self appraisal , 360 peer review , or just offering continuous feedback as part of employee performance and development.

These example performance review phrases can be use when writing comments in a positive or negative feedback context.

• Communication Skills

While covering the communication skills of the employee, you may use the following phrases:

• Effectively communicates his/her point of view and expectations
• Effectively manages communication at all levels (lateral, upward, or downward flow of communication)
• Effectively manages and facilitates meetings and group discussions
• Promotes action/task oriented meetings
• Effectively enforces company values and polices without evoking negative reactions
• Effectively communicates with clients

• Achievements

While writing down the employee’s achievement highlights, you may use the following types of phrases:

• Achieved and exceeded the original set goals of “X” by a margin of “Y%”
• Accomplished optimal levels of performance with great sincerity in areas such as…
• Showcased great team player abilities in executing …..
• Excelled and consistently improved at developing strategies/programs by delivering stellar performance in …..
• Improved his or her overall productivity levels by “X%”
• Showcased proactiveness in various activities both within and outside the project

• Coaching/Training Abilities

While listing down the coaching or training abilities of the employee, you may use the following phrases:

• Offered guidance and support to colleagues/peers by….
• Displayed a genuine interest in listening and addressing the problems shared by employees
• Displayed strong training abilities by using sound training techniques to solve XYZ problems
• Offered to provide continuous training in XYZ domain
• Garnered great support and respect from employees for lending a patient ear to their problems and concerns.
• Created opportunities for employees in areas pertaining to…..

• Interpersonal Skills

While jotting down pointers pertaining to an employee’s interpersonal skills, you may find these sample phrases helpful:

• Builds effective working/professional relationships with…
• Understands the needs of peers and offers a helping hand to…
• Promotes synergy within the team by….
• Follows and abides by the company culture and inspires the same amongst peers
• Builds on understanding and mutual reliance

• Administrative Abilities

While covering the administrative abilities of an employee, you may use a couple of these phrases:

• Developed successful strategies pertaining to administrative tasks such as….which produced amazing results
• Consistently worked towards improvising and examining the effectiveness of XYZ administrative tasks
• Effectively devised better procedures to perform XYZ tasks flawlessly
• Established effective systems for retrieving lost data
• Improved the existing administrative support systems by…
• Effectively maintained and organized documents to avoid duplication

• Innovation Skills

While listing down your inputs regarding an employee’s innovative abilities, you may use the following phrases:

• Tries to innovate even under adverse conditions
• Looks out for innovative solutions
• Contributes towards innovative strategies
• Fosters a spirit of innovation within the team
• Actively participated in innovation events by …..

• Collaboration Skills

Here are a couple of phrases which you can use to describe an employee’s collaborative abilities:

• Encourages team bonding activities
• Brings new ideas and techniques to promote collaboration within the team
• Harbors and builds strong relationships with the team members
• Displays a cooperative and harmonious nature
• Proactively shares expertise with the rest of the team

• Delegation Abilities of Employees at a Senior Level

While writing about the delegation abilities of an employee, you can use the following examples:

• Encourages team members to solve issues at their end
• Encourages and empowers employees to lead by example and provides all the required resources to achieve the same
• Helps team members to gain visibility
• Delegates thoughtfully by matching with an individual’s strengths
• Delegates with precision and clarity

• Attendance

Here are a few sample phrases  to describe an employee’s attendance record :

• Is punctual and consistently on-time to meetings
• Arrives at meetings on time and is always prepared
• Attained perfect attendance over X period
• Schedules time-off according to company policy
• Completes deadlines as promised

• Process Improvement Skills

Here are a couple of phrases which you can use as example while listing down the ability of an employee process improvement skills:

• Displayed consistent overall improvement and growth
• Has an innate ability to think of various types of methods of improvement
• Accomplished amazing results by displaying marked improvement in….
• Can consistently plan on the go towards improvement

• Customer Experience 

Here’s a examples of how to describe Customer Experience competency:

• Works effectively with clients
• Builds strong rapport with clients  he/she interacts with
• Has a pleasant and  friendly tone over the phone
• Consistently drives effective customer experience strategies
• Is empathetic towards customer issues
• Is direct, yet helpful in dealing with customer concerns
• Displays an effective cadence when working with clients on projects. Is effective, not overbearing
• Can handle difficult customers with grace

• Learning Skills

Listed below are some of the examples of how you can jot down the learning ability of an employee during his or her performance review :

• Displays keenness towards learning new methods/techniques/skills
• Is a rapid learner and adapts rapidly as well to changing situations
• Quite open to share his or her learning experience with the peer group
• Encourages and promotes a learning culture in the team

• Creative Abilities

Here are a couple of examples on how you can state the creative abilities of an employee:

• Ability to think out of the box in the most challenging situations
• Ability to think of alternatives such as …..which produced brilliant results
• Constantly strives to experiment to drive results
• Has initiated and executed creative ideas such as……
• Looks out for new approaches and ideas

• Management and Supervisory Skills

Listed below are some of the phrases that you can use to describe the management and supervisory abilities of an employee:

• Consistently provides support to the team
• Promotes one on one communication with the team members to …..
• Provides the team with the required resources to achieve results
• Provides support to the team during times of organizational transitioning
• Provides timely feedback to employees
• Gives credit and recognition to deserving team members
• Always available to lend an ear and support to team members
• Ensures that employees understand their roles and responsibilities clearly

• Critical Thinking and Problem Solving Skills

Here are a couple of phrases which you can use while describing the problem solving abilities of an employee:

• Capable of developing creative solutions
• Look out for creative solutions with a practical approach towards problem solving
• Understands and effectively solves problems instead of focusing on the symptoms
• Posses the ability to propose options in times of need
• Quite resourceful by showing skills to turn problems into opportunities…

• Productivity and Time Management Abilities

While describing an individual’s productivity and time management abilities, you may use the following competency phrases:

• Consistently delivers beyond expectations
• Exceeds the normal standards of output delivery
• Substantially contributes towards the continued growth and operation of the organization
• Is an important pillar of success for the department
• Always meets deadlines consistently
• Displays respect towards the time of others
• Maintains the schedule of meetings

• Potential of an Employee

Here are a couple of examples on how to jot down the potential of an employee:

• Is capable of taking up a higher role with additional responsibilities
• Is capable of being entrusted with bigger assignments and projects
• Can enhance his or her skills further by participating in various classroom or external training programs
• Has the potential to learn new and additional skills for future career advancement

While you can certainly follow the listed competency feedback examples while writing performance review competencies comments or performance appraisals, you must ensure that you support each of your phrases with a relevant and specific example or data rather than assumption.

In the world of HR software, EmployeeConnect continues to be one of the leading industry providers of innovative solutions. We helps Australia business owners and people managers be more efficient, cost-effective and compliant by taking the hassle out of HR and payroll admin. If you spend more than an hour every day on HR administration (like on/off-boarding, performance review, or employee timesheets), then  EmployeeConnect  is here for you.

Byron Conway

Content Coordinator at EmployeeConnect