Practical examples of feedback forms for employee performance that actually get used

Let’s begin with the most familiar territory: the classic annual review. It gets a bad reputation, but with a clean layout and clear prompts, it can still be useful. When people search for examples of feedback forms for employee performance, this is usually what they have in mind.

A straightforward annual review form usually includes:

• A short summary of role responsibilities
• A small set of core competencies (for example: communication, teamwork, problem-solving, reliability)
• A rating scale (for example: 1–5 or “Needs Improvement” to “Exceeds Expectations")
• Open comment boxes for each section
• A space for development goals

Sample wording you can use:
Section: Core Responsibilities
Rating scale: 1 = Does not meet expectations, 3 = Meets expectations, 5 = Consistently exceeds expectations.

• Quality of work: Rating: ___
  Comment: Provide specific examples from this review period that show the quality of the employee’s work.

• Timeliness and reliability: Rating: ___
  Comment: Describe how consistently deadlines and commitments were met.

• Collaboration and teamwork: Rating: ___
  Comment: Share examples of how the employee contributed to team goals or supported colleagues.

This first example of a feedback form works best for organizations just starting to formalize performance reviews or for small teams that want structure without complexity.

2. Quarterly check-in: a lighter-weight example of continuous feedback

Annual reviews alone are too slow for how people work in 2024–2025. Many companies now add shorter, quarterly check-ins. When leaders ask for examples of feedback forms for employee performance that don’t feel like paperwork marathons, this is where I point them.

A quarterly check-in form is usually one page and focused on conversation, not ratings. It might include:

• A quick self-assessment
• Progress toward 2–3 key goals or OKRs
• Recent wins and challenges
• One or two development priorities

Sample quarterly check-in form (manager + employee):

• In the last quarter, what work are you most proud of?
• What got in the way of doing your best work?
• Which goals did you make progress on? Where are you stuck?
• What is one skill you want to strengthen next quarter? How can I support you?
• Is there anything I should start, stop, or continue doing as your manager?

This kind of example of a feedback form is designed to be used in a 30–45 minute conversation. The form guides the discussion and gives HR just enough documentation without turning feedback into a bureaucratic ritual.

For a broader perspective on effective performance conversations and goal-setting, it’s worth looking at resources from organizations like SHRM and Harvard Business School, which regularly publish research on modern performance management.

3. 360 feedback: examples include peer, manager, and self-feedback

When you want a fuller picture of how someone shows up at work, 360 feedback can be powerful—if the form is clear and the process feels safe. Some of the best examples of feedback forms for employee performance in 2024–2025 use a mix of rating questions and behavior-based prompts.

A 360 feedback form usually has different versions for:

• The employee (self-review)
• The manager
• Peers and cross-functional partners

Sample 360 feedback questions (peer version):

• Collaboration:
  How effectively does this person share information, coordinate work, and support team members? Provide 1–2 specific examples.

• Communication:
  How clear and timely is their communication? When have they communicated especially well—or poorly?

• Ownership:
  Describe a time when this person took responsibility for a problem or project. What did they do?

• Growth and learning:
  Where have you seen this person grow in the last 6–12 months? What would you encourage them to focus on next?

• Overall feedback:
  If you could give this person one piece of advice to be more effective, what would it be?

This example of a feedback form for employee performance works best when responses are anonymized, aggregated, and shared in a coaching-oriented conversation—not as a surprise during an annual review.

For guidance on building psychologically safe feedback cultures, check out research from Center for Creative Leadership and leadership studies at Harvard Kennedy School.

4. Project-based review: examples of feedback forms for short-term work

Not every performance conversation needs to wait for a quarter or a year. For project-based work—especially in tech, consulting, marketing, or construction—teams benefit from quick reviews after major milestones.

Here’s an example of a feedback form for employee performance focused on a single project:

Project wrap-up feedback form (for project lead + team members):

• Project name and dates
• Role on project

Impact and outcomes

• What were the main outcomes of this project? Did we meet the goals?
• How did this person contribute to those outcomes? Share concrete examples (deliverables, decisions, problem-solving moments).

Collaboration and communication

• How effectively did this person coordinate with stakeholders?
• Describe how they handled conflict, feedback, or scope changes.

Execution and ownership

• How reliably did this person follow through on commitments?
• Describe a moment where they showed strong ownership—or where more ownership was needed.

Next steps

• What should this person keep doing in future projects?
• What is one behavior or skill to adjust for next time?

These project-based examples of feedback forms for employee performance are especially helpful for freelancers, contractors, and cross-functional teams, where traditional annual reviews don’t capture the reality of the work.

5. Goal-focused form: examples include OKR and KPI-based feedback

In many organizations, performance is tightly linked to goals: OKRs, KPIs, or team targets. When that’s true, the form needs to connect behavior, outcomes, and learning.

Here’s a goal-driven example of a feedback form for employee performance:

Goal and results section

• Goal: Increase monthly qualified leads by 20% by Q3
• Result: Actual increase: 18%
• *Comment: Describe what worked, what didn’t, and what you’d try next time.`

Behavior and skills section

• Initiative:
  How did the employee identify opportunities, propose ideas, and follow through? Include specific campaigns, experiments, or outreach efforts.

• Data use:
  How effectively did they use data to adjust strategy or tactics?

• Cross-team impact:
  How did their work affect sales, product, or customer success?

Development section

• What skills would most improve performance against similar goals next quarter?
• What support (training, mentoring, tools) is needed?

This type of example of a feedback form for employee performance gives managers and employees a shared lens: not just “Did you hit the number?” but “How did you work toward it, and what did we learn?”

For ideas on setting effective goals and measuring performance, the U.S. Office of Personnel Management shares useful frameworks in its Performance Management resources.

6. Skills-based form: best examples for career development plans

If your company is serious about career development, you need forms that explicitly focus on skills and growth, not only results. Some of the best examples of feedback forms for employee performance are built around skill matrices.

A skills-based form might include:

• A list of role-specific skills (for example: Python, stakeholder management, clinical documentation, public speaking)
• Levels (for example: beginner, developing, proficient, advanced)
• Behavior-based descriptions for each level
• Comments and examples for each skill

Sample section for a product manager:

• Customer insight (Developing → Proficient → Advanced)
  Current level (self): Developing
  Current level (manager): Proficient
  *Evidence: Describe recent interviews, surveys, or experiments that informed product decisions.`

• Prioritization and decision-making
  *Comment: Share examples of trade-offs made this period and how they were communicated to stakeholders.`

• Influence without authority
  *Comment: Describe situations where the employee successfully influenced priorities or direction across teams.`

These examples of feedback forms for employee performance are perfect for tying performance reviews to learning plans, mentoring, and training opportunities.

If you’re building skill-based frameworks, it can help to reference competency models from universities and professional bodies, such as the National Institutes of Health competencies or leadership models from major business schools.

7. One-on-one feedback form: examples include manager and employee versions

Regular 1:1 meetings are where most real feedback happens. A simple shared form can keep those conversations from turning into status updates only.

Here’s an example of a feedback form for employee performance designed for recurring 1:1s:

Employee completes before the meeting:

• Highlights since our last 1:1:
  List 1–3 wins or moments you felt good about.

• Challenges or blockers:
  Where are you stuck? What decisions or support do you need?

• Feedback for manager:
  Is there anything I could do differently to help you be more successful?

Manager adds notes during/after the meeting:

• Observed strengths this period (with examples):
• Areas to watch or adjust (behavior-focused):
• Agreed actions before the next 1:1:

Over time, this becomes a living record of performance, not just a once-a-year snapshot. Among all the examples of feedback forms for employee performance, this is the one that quietly does the most work, because it keeps feedback continuous and specific.

8. Trend: shorter, more frequent, and more conversational forms

Across 2024–2025, several trends show up in the best examples of feedback forms for employee performance:

• Forms are shorter and more focused, often 1–3 pages instead of long packets.
• Open-ended prompts are written in plain language, not corporate buzzwords.
• Self-reflection is built in, so employees arrive prepared to discuss their own performance.
• Feedback connects directly to learning, well-being, and workload—not just output.

Organizations are also paying closer attention to how feedback affects stress, burnout, and psychological safety. While performance reviews are not a medical or mental health tool, it’s worth noting that chronic workplace stress is widely recognized as a health risk. Resources from NIH and Mayo Clinic highlight the impact of ongoing stress on health and functioning, which reinforces the need for feedback processes that are fair, predictable, and respectful.

In other words: the form matters, but the way it’s used matters even more.

9. How to choose the right example of a feedback form for your team

With all these examples of feedback forms for employee performance, it’s easy to feel like you should adopt all of them at once. You don’t need to.

A simple way to choose:

• If you’ve never had a formal process: start with the simple annual review plus quarterly check-ins.
• If you want richer input for leadership roles: add 360 feedback for managers and senior staff.
• If your work is project-heavy: use project-based forms after big initiatives.
• If growth and promotion paths are a priority: add skills-based forms to support career development plans.

Whatever you choose, test your forms with a small group first. Ask: Did this form help you have a better conversation? Did it lead to clear next steps? If not, simplify the questions or cut sections.

The real goal isn’t to collect more data. It’s to help people understand how they’re doing, feel supported, and see a path to getting better.

FAQ: examples of feedback forms for employee performance

Q1. What are some simple examples of feedback forms for employee performance for small teams?
For small teams, start with a one-page annual review and a short quarterly check-in. The annual form can include 3–5 core responsibilities, a basic rating scale, and comment boxes. The quarterly form can focus on recent wins, challenges, progress toward 2–3 goals, and one development focus. These are the best examples to start with because they’re easy to use and don’t require complex systems.

Q2. Is there an example of a feedback form that works for both remote and in-office employees?
Yes. Most of the examples of feedback forms for employee performance in this guide work in both settings if you add prompts about communication and collaboration across locations. For instance, ask: How effectively does this person communicate in virtual channels? How responsive are they in shared tools? You can use the same core form and tweak a few questions for remote work.

Q3. What are real examples of feedback questions that avoid vague comments?
Real examples include prompts like: “Describe a recent situation where this employee handled a difficult customer or stakeholder. What did they do well? What could they have done differently?” or “Share a specific project or task from this period that shows the employee’s strengths.” Questions that ask for concrete situations naturally produce more specific, useful feedback.

Q4. How often should we use these examples of feedback forms for employee performance?
A practical rhythm is: quick 1:1 forms weekly or biweekly, quarterly check-in forms every three months, and a more structured annual review once a year. 360 feedback and project-based forms can be used as needed—typically once a year for 360s and after major projects.

Q5. Can we combine different examples of feedback forms into one process?
Absolutely. Many organizations use a mix: a skills-based section inside the annual review, project-based feedback after big launches, and a simple 1:1 template for ongoing conversations. The key is to avoid duplication. Each example of a feedback form for employee performance should have a clear purpose and add something new, not repeat the same questions in different formats.