Practical examples of areas for development in annual reviews

Strong examples of areas for development in annual reviews (with real phrasing)

Let’s start with what most people are searching for: actual wording you can use. Below are work-ready examples of areas for development in annual reviews, written in natural language you can adapt for different roles and levels.

You’ll notice a pattern:

• A behavior or skill that needs work
• A short description of impact
• A clear direction for development

That’s what separates vague criticism from a helpful example of growth-focused feedback.

Communication: clear, concise, and audience-aware

Communication shows up in almost every review. Here are some of the best examples of areas for development in annual reviews related to communication:

• “Improve clarity and structure when presenting updates to senior stakeholders, focusing on summarizing key points and decisions in under five minutes.”
• “Work on tailoring communication style to different audiences (technical vs. non-technical) so information is easier for everyone to act on.”
• “Increase responsiveness to emails and messages during core working hours to support smoother collaboration across the team.”

These examples of areas for development in annual reviews work well because they are specific and observable. Instead of saying, “Needs better communication,” you point to how communication could improve and where it matters.

For 2024–2025, communication also includes digital channels: chat tools, asynchronous updates, and written documentation. A modern example of a development area might be:

• “Strengthen written communication in remote settings by providing clearer status updates in project channels and documenting decisions for teammates in other time zones.”

Time management and prioritization

In a world of constant notifications and hybrid meetings, time management is a frequent area for development. Here are real examples of how that might appear in an annual review:

• “Develop stronger prioritization skills to ensure high-impact tasks are completed before lower-priority requests.”
• “Improve planning by blocking focus time on the calendar and reducing last-minute rush on deliverables.”
• “Work on estimating effort more accurately to set realistic deadlines and avoid repeated extensions.”

These examples of areas for development in annual reviews are especially relevant as workloads increase and burnout becomes a bigger concern. The World Health Organization recognizes burnout as an occupational phenomenon, and many U.S. organizations are responding by focusing more heavily on workload management and realistic goal-setting in performance reviews.

A more advanced example for a mid-level professional might be:

• “Enhance capacity to balance strategic work with operational tasks by delegating routine items and reserving time for long-term projects.”

Collaboration, teamwork, and relationship-building

Even high performers often have room to grow in how they work with others. Here are some examples of areas for development in annual reviews that focus on collaboration:

• “Participate more actively in cross-functional discussions to build visibility and strengthen partnerships with other teams.”
• “Practice seeking input earlier in projects to reduce rework and ensure stakeholders feel heard.”
• “Develop skills in giving constructive feedback to peers in a timely and respectful way.”

In 2024–2025, hybrid and remote collaboration add new layers. An updated example of a development area could be:

• “Increase presence in virtual collaboration by turning on video more often, contributing to discussions, and summarizing next steps in shared channels.”

These are not criticisms of personality; they’re invitations to build habits that make teamwork smoother.

Leadership and people management

For managers or aspiring leaders, you’ll want examples that go beyond “be a better leader.” Here are some practical examples of areas for development in annual reviews for people managers:

• “Strengthen coaching skills by scheduling regular 1:1s focused on development, not just status updates.”
• “Improve delegation by assigning clear ownership and success criteria instead of taking tasks back when deadlines get tight.”
• “Develop conflict resolution skills to address team tensions earlier and create a more open environment.”

For someone moving into leadership, an example of a development area might be:

• “Build confidence in influencing without authority by practicing presenting recommendations to senior leaders and incorporating their feedback.”

Research from organizations like Harvard Business School highlights that modern leadership increasingly emphasizes coaching, psychological safety, and inclusive decision-making. Your annual review examples should reflect that shift.

Technical skills and digital literacy (including AI)

In 2024–2025, very few roles are untouched by technology. Even if you’re not in IT, you might need to grow your skills with digital tools, data, or AI. Here are some examples of areas for development in annual reviews around technical skills:

• “Expand proficiency in Excel/Sheets by learning advanced formulas and dashboards to reduce manual reporting time.”
• “Increase confidence with the company’s CRM system to ensure data is accurate and up to date.”
• “Develop basic data literacy skills to interpret dashboards and make decisions based on trends rather than assumptions.”

AI literacy is now a realistic development area for many knowledge workers. A modern example of a development goal:

• “Explore responsible use of AI tools to draft, summarize, and analyze content while maintaining data privacy and human oversight.”

For employees in healthcare, education, or public service, you might connect development areas to guidelines from trusted sources like the National Institutes of Health or major universities.

Strategic thinking and business impact

As people progress in their careers, feedback often shifts from task execution to strategic value. Here are some examples of areas for development in annual reviews that focus on big-picture thinking:

• “Strengthen ability to connect daily work to team and company goals, highlighting impact in project updates.”
• “Develop skills in analyzing market or customer trends to propose proactive improvements instead of reacting only when issues arise.”
• “Increase comfort with ambiguity by identifying options and trade-offs when information is incomplete.”

An example of a more senior-level development area:

• “Build a stronger point of view on long-term strategy and practice articulating it clearly to both peers and executives.”

These examples include both mindset (thinking more strategically) and behavior (how that thinking shows up in meetings, reports, and decisions).

Emotional intelligence, feedback, and resilience

Soft skills are no longer “nice to have.” They’re a core part of performance conversations, especially as organizations pay more attention to mental health and psychological safety.

Here are real examples of areas for development in annual reviews related to emotional intelligence and resilience:

• “Improve ability to stay calm and constructive during high-pressure situations, focusing on problem-solving rather than blame.”
• “Develop active listening skills by summarizing others’ viewpoints before responding, especially in disagreements.”
• “Work on receiving feedback with openness and curiosity, asking clarifying questions instead of becoming defensive.”

With burnout and stress on the rise, organizations are also encouraging employees to build resilience and healthy coping strategies. Resources from the Centers for Disease Control and Prevention and Mayo Clinic offer helpful context you can reference in well-being or resilience plans.

A development example tied to well-being might be:

• “Establish healthier work boundaries by disconnecting outside agreed hours and using time off to reduce stress and maintain long-term performance.”

Diversity, equity, inclusion, and cultural competence

Many organizations now include DEI behaviors in performance conversations. This isn’t about checking a box; it’s about how people treat each other and make decisions.

Here are examples of areas for development in annual reviews in this space:

• “Increase awareness of unconscious bias by participating in DEI training and reflecting on how decisions may affect different groups.”
• “Practice including a broader range of perspectives in project planning by inviting input from colleagues with different backgrounds or expertise.”
• “Improve ability to navigate cross-cultural communication by asking clarifying questions and avoiding assumptions.”

An example of a more advanced development area:

• “Develop skills in facilitating inclusive meetings where all voices are encouraged, and interruptions are managed respectfully.”

These examples include both learning (training, reading, reflection) and behavior (how someone shows up in meetings and decisions).

Turning examples into concrete development goals

Seeing examples of areas for development in annual reviews is helpful, but they only matter if they turn into specific actions. A simple way to do that is to translate each area into a SMART-style goal: specific, measurable, achievable, relevant, and time-bound.

Here’s how that looks in practice:

Vague development area:

• “Needs to improve presentation skills.”

Improved example of a development goal:

• “By Q3, deliver at least three presentations to cross-functional audiences, incorporating feedback from a mentor to improve structure, clarity, and confidence.”

Another transformation:

Vague:

• “Should manage time better.”

Stronger example of a development goal:

• “Within the next six months, consistently submit project deliverables by agreed deadlines by using weekly planning, daily prioritization, and calendar time-blocking, as reviewed in monthly 1:1s.”

When you take the best examples of areas for development in annual reviews and turn them into goals like this, you move from criticism to a practical growth plan.

Self-review vs. manager review: how to use these examples

These examples of areas for development in annual reviews work from both sides of the table.

As an employee writing a self-review, you can:

• Pick 2–4 areas that genuinely reflect where you want to grow.
• Use specific phrasing: “One area I’d like to develop is…”
• Suggest possible support: training, mentoring, stretch projects.

For example:

• “One area I’d like to develop is my ability to influence without authority. I’d appreciate opportunities to present recommendations to senior leaders and get feedback on my approach.”

As a manager, you can:

• Choose examples that match observed behavior, not personality.
• Pair each area for development with at least one idea for support.
• Check that the wording is respectful, specific, and forward-looking.

For instance:

• “To support your growth in strategic thinking, I’d like you to lead the next quarterly planning session and work with me beforehand on framing priorities and trade-offs.”

This way, examples of areas for development in annual reviews become a shared roadmap, not a list of complaints.

FAQs about development areas in annual reviews

Q1. What are some good examples of areas for development in annual reviews for high performers?
High performers often benefit from development areas tied to scope and impact rather than fixing problems. Examples include: building strategic influence, mentoring others, leading cross-functional projects, or shaping long-term roadmaps. Instead of “communicate better,” you might say, “Develop executive communication skills by presenting team results to senior leadership each quarter.”

Q2. How many areas for development should be in an annual review?
Most organizations find that two to four focused areas work well. Too many, and nothing gets done; too few, and the review can feel shallow. Pick the most meaningful examples of development opportunities that will move performance and career growth forward over the next year.

Q3. Can you give an example of a development area that isn’t negative?
Yes. Development areas are not just for fixing problems. An example of a positive development area is: “Expand leadership skills by mentoring a junior colleague and supporting their onboarding over the next six months.” This frames development as growth, not punishment.

Q4. How specific should examples of development areas be?
Specific enough that someone reading the review six months later knows exactly what to work on and how to tell if they’ve improved. If your example of a development area could apply to anyone on the team, it’s probably too vague. Include context: situations, behaviors, and desired outcomes.

Q5. Are health or stress-management topics appropriate as areas for development?
Sometimes, yes—especially if workload, burnout, or stress are affecting performance. The key is to handle these topics with sensitivity and privacy, and to focus on support, not blame. You might frame it as: “Work on sustainable workload management and stress reduction strategies, with support from HR resources and wellness programs.” External resources such as the CDC’s workplace health promotion guidance or Mayo Clinic’s stress management tips can inform internal programs.

Annual reviews don’t have to be vague, uncomfortable rituals. With thoughtful, specific examples of areas for development in annual reviews, you can turn them into honest, forward-looking conversations that actually help people grow. Use the examples here as a starting point, then tailor the language to fit your role, your organization, and your goals for the year ahead.