Real examples of constructive criticism in peer reviews that actually help people grow

Strong examples of constructive criticism in peer reviews (you can copy and adapt)

Let’s start with what you probably came for: specific wording. These are real-style examples of constructive criticism in peer reviews you can lightly edit and use in your own workplace.

Think of each one as a template. Swap in your colleague’s name, adjust the context, and you’re good to go.

Example 1: Time management and deadlines

“I appreciate that you consistently take on complex tasks and are willing to help others. One area that would make your work even more effective is time management. In the last two sprints, several deliverables were submitted close to or after the deadline, which made it hard for the rest of the team to complete our pieces on time. It might help to break projects into smaller milestones and share early updates if a deadline looks at risk. I’d be happy to help you think through a planning system that works for you.”

Why this works:

• It starts with appreciation.
• It names specific behavior (late deliverables) instead of attacking character.
• It offers a path forward.

This is one of the best examples of constructive criticism in peer reviews because it balances honesty with support.

Example 2: Communication style in meetings

“You bring strong ideas to our team and clearly care about getting to the best solution. At times in meetings, you can come across as dismissive when others share different opinions (for example, in last Thursday’s planning session). When you quickly say ‘That won’t work’ without asking follow-up questions, some teammates seem to shut down. Asking clarifying questions first or summarizing what you heard before sharing your concerns could help others feel more comfortable speaking up.”

This example of constructive criticism focuses on impact: how the behavior affects others and the team’s willingness to contribute.

Example 3: Collaboration on cross-functional projects

“You’re highly independent and can move projects forward with minimal guidance, which is a big asset. On cross-functional projects, though, there have been a few times when key stakeholders weren’t looped in until very late (such as the Q3 launch with Marketing). This led to last-minute changes and some frustration. Building in regular check-ins with partner teams and sharing early drafts could help avoid surprises and make collaboration smoother.”

Here, the feedback is specific, behavior-based, and tied to a real project. These kinds of real examples of constructive criticism in peer reviews help the receiver see exactly what to adjust.

Example 4: Attention to detail and quality

“You move quickly and get a lot done, which the team relies on. Recently, though, a few recurring issues with accuracy have come up—for example, incorrect figures in the monthly report and a couple of typos in client emails. Double-checking numbers and running a quick proofread before sending would strengthen the quality of your work and reduce rework for the team.”

Notice the pattern: acknowledge strengths, then describe the gap, then suggest a simple improvement.

Example 5: Leadership and delegation for a new manager

“You’ve done a strong job stepping into the manager role and advocating for our team. One area for growth is delegation. There are times when you step in and redo work yourself rather than coaching the person responsible (like with the last slide deck revision). This can slow you down and limit learning opportunities for others. Giving clearer expectations upfront and then using review time as a coaching moment could help the team build more confidence and reduce your workload.”

This is a good example of constructive criticism in peer reviews for someone in a leadership role: it’s future-focused and assumes they want to grow.

Example 6: Remote work responsiveness

“You produce high-quality work and are very reliable with your deliverables. In our remote environment, though, delayed responses in Slack and email sometimes make it hard to move projects forward. There have been several instances where messages went unanswered for most of the day, which led to blockers for others. Setting expectations for your response windows or using a status update when you’re heads-down could help the team coordinate more smoothly.”

Remote work has made this kind of feedback more common. Many 2024 performance frameworks explicitly call out responsiveness and async communication as core behaviors.

Example 7: Giving feedback to a very senior colleague

“Your strategic vision and experience are a big asset to the team, and I’ve learned a lot from working with you. At times, though, your feedback can feel abrupt or final, which makes it hard for others to ask follow-up questions. For example, during the last design review, the phrase ‘This is not good enough’ shut down the discussion. Framing your feedback with a bit more context—such as what’s missing or what ‘good’ would look like—could help the team better understand your expectations and feel more comfortable iterating with you.”

Peer reviews often go upward as well as sideways. Real examples like this show you can be honest with senior people without sounding disrespectful.

Example 8: Initiative and ownership

“You’re dependable with tasks that are assigned to you and you complete them on time. A growth opportunity would be taking more initiative to identify problems and propose solutions without waiting for direction. For instance, when our customer feedback queue piled up, you flagged it but waited for someone else to suggest a plan. Bringing a couple of options or a draft plan to the table would highlight your leadership potential and help the team move faster.”

This is one of the best examples of constructive criticism in peer reviews for someone who is solid but ready for the next level.

How to turn vague feedback into clear, constructive criticism

Most people aren’t trying to be unhelpful; they just don’t know how to translate their thoughts into words. A lot of peer reviews end up sounding like, “You’re great to work with!” and not much else.

A simple way to improve your feedback is to use a three-part structure:

• Behavior: What the person did or didn’t do (not who they are).
• Impact: How it affected you, the team, or the work.
• Next step: What improvement could look like.

Here’s how that looks when you rewrite something vague.

Instead of:

“You need to communicate better.”

Try:

“When project updates aren’t shared until the last minute, like with the Q2 rollout, it’s hard for the rest of us to prepare our pieces. Sending a short weekly update or flagging risks earlier would help the team stay aligned and reduce last-minute stress.”

Both are technically feedback, but only one is truly constructive. As you look back at the earlier examples of constructive criticism in peer reviews, you’ll see this same structure again and again.

If you want a more formal framework, many organizations use models like SBI (Situation–Behavior–Impact), which is taught in leadership programs at places like the Center for Creative Leadership and major universities. Harvard’s work on feedback and psychological safety also emphasizes focusing on behavior and impact rather than personality traits (Harvard Business School).

2024–2025 trends: How peer reviews are changing

Peer feedback isn’t just a “nice to have” anymore. Over the last few years, several trends have changed how organizations use peer reviews:

• More frequent check-ins: Many companies are moving away from once-a-year reviews toward quarterly or even monthly feedback cycles. Continuous feedback means your examples of constructive criticism in peer reviews need to be shorter, more focused, and more conversational.
• Emphasis on psychological safety: Research from organizations like Google and academic institutions has highlighted psychological safety as a key factor in high-performing teams. That means feedback needs to feel safe to receive—specific, respectful, and framed as support, not attack.
• Training for feedback skills: According to recent workplace learning surveys, more employers are offering training on how to give and receive feedback, not just how to manage tasks. Constructive peer feedback is being treated as a core skill, similar to communication or problem-solving.
• Remote and hybrid norms: With many teams still fully remote or hybrid, written feedback has more weight. What you type into a peer review form may be read and re-read, so clear, kind wording matters more than ever.

These shifts make it even more valuable to have strong examples of constructive criticism in peer reviews that you can model your own writing on.

For broader context on communication and workplace well-being, resources from sites like the National Institutes of Health and Mayo Clinic discuss the impact of communication and stress on mental health and performance (NIH, Mayo Clinic). While they’re not about performance reviews specifically, the research supports the idea that respectful, clear communication improves well-being and effectiveness at work.

Phrases you can reuse in your own peer reviews

If writing doesn’t come naturally to you, having some ready-made phrases can help. Here are patterns pulled from the best examples of constructive criticism in peer reviews, with blanks you can fill in.

For naming a behavior:

• “In the last few [projects/meetings/sprints], I’ve noticed that you tend to [specific behavior].”
• “During [specific situation], when you [behavior], it had the effect of [impact].”

For explaining impact:

• “This made it difficult for [the team/client/others] to [result].”
• “As a result, we had to [rework/rush/adjust], which added stress for [group].”

For suggesting a next step:

• “One thing that might help is [concrete action].”
• “Going forward, trying [new behavior] could make your strengths in [area] even more visible.”

You can plug almost any situation into these patterns and end up with a clear, respectful comment. When in doubt, go back to the real examples of constructive criticism in peer reviews earlier in this article and mirror the tone.

Common mistakes to avoid when giving peer criticism

Even with good intentions, it’s easy to write feedback that lands badly. Here are a few patterns to watch out for.

Attacking personality instead of behavior
“ You’re disorganized” feels like a permanent label. “Your last three reports were submitted late and missing key data” is something a person can change.

Using absolute language
Words like “always” and “never” put people on the defensive. Compare “You’re always late to meetings” with “You’ve been late to our last three team meetings, which shortens our discussion time.”

Being too vague
“Improve your communication” doesn’t tell anyone what to do. The best examples of constructive criticism in peer reviews include specific situations and concrete suggestions.

Dumping feedback without support
If your comment is heavy on criticism and light on support, it can feel like an attack. Offering help (“I’d be happy to walk through this with you”) or acknowledging effort (“I can see you’re working hard on this”) can make a big difference.

Writing while frustrated
If you’re angry, step away. Draft your review, then reread it later with a calmer head. Ask yourself, “If I received this, would I understand what to do differently, or would I just feel bad?”

Organizations that invest in feedback training often draw on research from universities and leadership institutes. For example, the Society for Human Resource Management (SHRM) and various university HR programs provide guidance on fair, behavior-based feedback that aligns with legal and ethical standards (SHRM).

Putting it all together: A full peer review paragraph example

Here’s how a full, balanced peer review might look when you combine positive feedback with constructive criticism.

“Working with you this year has been a real positive for me and for the team. Your technical skills are strong, and you’re often the first to volunteer for complex tasks. One area that I think could take your impact to the next level is communication during projects. There have been a few times, such as during the Q2 release and the client onboarding project, when updates were shared very close to the deadline. This made it hard for others to adjust their work and led to some last-minute stress. Building in short, weekly updates or flagging risks earlier would help everyone stay aligned and would showcase your leadership skills even more. I’m happy to brainstorm ways to make this easier if that would be helpful.”

This pulls together many of the patterns from earlier examples of constructive criticism in peer reviews: specific, kind, and focused on future improvement.

FAQ: Constructive criticism in peer reviews

How do I start giving constructive criticism without sounding harsh?
Begin by stating a genuine strength or positive intention you see in the person. Then describe a specific situation, the behavior you observed, and the impact it had. Finish with a suggestion or offer of support. If you’re unsure, reread some of the real examples of constructive criticism in peer reviews above and mirror the tone and structure.

What are good examples of constructive criticism in peer reviews for someone who is underperforming?
Focus on observable behavior and clear expectations. For instance: “Over the last quarter, three major tasks were submitted after the agreed deadlines, which delayed the project for the rest of the team. To meet expectations in this role, we need those deliverables on or before the due date. Creating a shared timeline and checking in mid-week could help catch issues earlier.” This is honest about the gap, but it also points to a solution.

Can I give an example of criticism to a manager or senior leader without hurting my relationship?
Yes, if you keep it respectful and specific. A safe pattern is: acknowledge their impact, describe one behavior and its effect, and frame your suggestion as something that would help the team. For example: “Your clear direction helps us prioritize. When decisions change late in the process without explanation, it can create confusion. Sharing a brief reason for the change would help us adapt more quickly.”

How many examples of improvement should I include in a single peer review?
Quality matters more than quantity. One or two well-written, specific points are usually better than a long list. Choose the areas that, if improved, would make the biggest difference to the person’s effectiveness or to the team. Use the best examples of constructive criticism in peer reviews in this article as a guide for depth and clarity.

Is it okay to use templates or stock phrases in my peer reviews?
Yes—as long as you customize them. Templates can help you get started and make sure you cover behavior, impact, and next steps. But always add specific details, examples, and language that fits your voice and your workplace. Copying generic lines without context can make your feedback feel impersonal or insincere.

When in doubt, remember: the goal of constructive criticism is not to “score points” or vent. It’s to help a real person do better work and feel more effective. If your feedback does that, you’re on the right track.